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Implementing efficient and effective learnerships in the construction industry : a study in the building and civil sector of the Western CapeMummenthey, Claudia 12 1900 (has links)
Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008. / Since the end of apartheid in 1994 South Africa has made significant gains and progress in overcoming the
legacy of its past. But despite this progress, low levels of skills among the majority of the formerly
disadvantaged population and stubbornly high unemployment rates, especially among youths (age 15-24),
still remain the country’s most pressing concerns and greatest impediments towards a better future for all.
The learnership system, which was introduced by the Skills Development Act in 1998, was perceived as a
creative vehicle to tackle these problems in two significant ways: first, by enhancing skills levels in a
workplace-oriented environment and second by providing learners with employment during the phase of
acquiring recognised occupational training. But since its actual implementation in 2000, the system has not
always been able to meet up to its expectations. Low enrolment rates and a slow employer take up
characterise the system in some industrial sectors. This is particularly true for the construction sector, which
is perceived as an escalator industry for skills development by the government, as the industry requires
fairly basic and intermediate skills. Moreover, the industry provides the necessary infrastructure for all other
economic sectors and thus is critical for the country’s future economic growth and international
competitiveness.
The low employer take-up in the sector seems to be persistent, despite the fact that the industry is currently
experiencing huge constraints in terms of skills, most importantly in carrying out the infrastructural projects
connected to the government’s Accelerated Shared Growth Initiative (AsgiSA). This includes a R372 billion
spending plan for various kinds of general infrastructure and in preparation for the Soccer World Cup in
2010. Due to the low involvement in training the industry faces a severe shortage of adequately skilled staff,
particularly artisans across all major trades. The shortage of artisans, which is considered to hamper
infrastructure development both in the public and private sector, is projected to go beyond 2010. The
implementation of an efficient and effective learnership system for the industry is thus not only a priority
need of the current situation but also for securing quality work and skills in the sector for the longer term.
This is regarded as particularly important in view of the crucial role of the industry for the national economy.
The primary objective of this study was to map and shed light on the current state of the learnership system
in the construction industry (building and civil), to identify the major obstacles currently observed by its key
stakeholders and building on this to provide possible solutions for putting an efficient and effective
learnership system into place.
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The relationship between career management and organisational commitment : the moderating effect of openness to experienceRonn, Maria 03 1900 (has links)
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Career management has received a significant amount of research attention because of its known effects on important work-related outcomes such as organisational commitment (De Vos, Dewettnick & Buyens, 2007). However, the modern world of work has brought fresh challenges for both individuals and organisations when it comes to the management of careers. Rapid economic, technological and societal change imply that, on the one hand, organisations face the challenge of retaining and motivating talented employees through the judicious use of career management systems. On the other hand, these influences indicate a growing awareness of the individual‟s responsibility for career development. However, the way in which individuals respond to organisational initiatives through their work-related attitudes is not well known. Despite previous research that has successfully investigated the relationship between career management and organisational commitment, the possible role that individual differences may play in this regard has received scant research attention.
This research study firstly investigates the direct relationships between career management (i.e., both individually and organisationally driven activities) and affective organisational commitment, and secondly, it aims to explore the role of individual differences in this process by examining the moderating role of personality (in the form of openness to experience) in this relationship. For this purpose, quantitative data were collected by means of a survey questionnaire administered to a South African public sector organisation (N = 311) and analysed with correlation and moderated multiple regression analysis to test the hypothesised relationships. The results indicated that employees‟ perceptions regarding the organisation‟s career management activities influence whether individuals initiate internally or externally oriented career self management activities. Where respondents perceived receiving high levels of organisational career management, they also reported increased organisational commitment. More committed individuals, on their part, were found to be more likely to engage in internally oriented individual career management and less likely to practice career management activities aiming at leaving the organisation. Results showed that openness to experience did not moderate the relationship between organisational career management and commitment. However, openness to experience did moderate the effect of commitment on individuals‟ career self-management activities (both internally and externally oriented activities). The implications of these results are discussed and limitations of the present study, as well as recommendations for future studies, are presented. / AFRIKAANSE OPSOMMING: Loopbaanbestuur ontvang tradisioneel aansienlike navorsingsaandag weens die bewese effek daarvan op belangrike werksverwante uitkomste soos organisasie-verbondenheid (De Vos, Dewettnick & Buyens, 2007). Die modêrne werkswêreld bied egter vars uitdagings met betrekking tot loopbaanbestuur vir beide individuele werknemers én vir organisasies. Snelle verandering in die ekonomiese, tegnologiese en sosiale landskap veroorsaak dat, op hul beurt, organisasies, die uitdaging in die gesig staar om talentvolle werknemers te behou en te motiveer deur die oorwoë toepassing van loopbaanbestuurstelsels. Op die keersy, veroorsaak hierdie invloede „n groter bewustheid van die verantwoordelikheid van die individu vir sy/haar eie loopbaanbestuur. Die wyse waarop individue reageer op organisasie-inisiatiewe in terme van hul werkshoudings is egter relatief onbekend. Ten spyte van vorige navorsing wat suksesvol die verbandskap tussen loopbaanbestuur en organisasieverbondenheid ondersoek het, het die moontlike rol van individuele verskille in hierdie proses egter betreklik min navorsingsaandag ontvang.
Hierdie navorsingstudie ondersoek eerstens die direkte verwantskap tussen loopbaanbestuursaktiwiteite (d.w.s., beide individuele en organisasiegedrewe aktiwiteite) en organisasieverbondenheid, en tweedens, word die bemiddelende rol van individuele verskille in hierdie proses verken deur die rol van persoonlikheid (in die vorm van oopheid tot ervaring) te ondersoek. Vir hierdie doeleinde is kwantitatiewe data ingesamel deur middel van vraelyste afgeneem binne „n Suid Afrikaanse openbare sektor organisasie (N = 311). Hierdie data is ontleed met korrelasie-ontledings en meervoudige regressie-analise ten einde die gehipotiseerde verbandskappe te toets. Die resultate toon dat werknemers se perspepsies van die organisasie se loopbaanbestuuraktiwiteite bepaal tot watter mate hulle intern- of ekstern gefokusde loopbaanselfbestuuraktiwiteite onderneem. Waar respondente hoë vlakke van organisasiegedrewe loopbaanbestuur gerapporteer het, was hoë vlakke van organisasieverbondenheid teenwoordig. Meer verbonde individue, op hulle beurt, was meer geneig om intern-geöriënteerde loopbaanbestuur toe te pas en minder geneig om aktiwiteite te onderneem gerig op uittrede uit die organisasie. Die resultate toon verder dat, alhoewel oopheid tot ervaring nie die verband tussen organisasie-loopbaanbestuur en verbondheid modereer nie, dit wél die effek van verbondheid op individue se selfgedrewe loopbaanbestuursaktiwiteite
(beide intern- en ekstern-geöriënteerde aktiwiteite) modereer. Die implikasies van die resultate word vervolgens bespreek en die beperkinge van die huidige studie word uitgelig. Ten slotte, word aanbevelings vir toekomstige studies gemaak.
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An explanatory study of family stability under conditions of deploymentKgosana, Makatipe Charles 03 1900 (has links)
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Contemporary militaries are facing an increasing number of deployments
compared to their previous counterparts. This is the result of globalisation and
the acknowledgement of interdependence between various countries. The
demand is even higher in the South African National Defence Force because
of its geographical and socio-political position. Emanating from its position it is
endowed with the task of stabilising the continent. This is an important task
considering the fact that no country can experience stability and economic
prosperity if its neighbours are unstable.
The people performing the above highly venerated task are members of
families with expectations. The demands posed by job demands in a form of
deployment put tremendous pressure on even the healthiest of families. The
situation is aggravated by the structure of most military families, cohesive
nuclear families isolated from the support of extended families. The resulting
conflict arising from the incompatibility affects all facets of a soldier’s life and
his/her family. The inevitable consequences include stress, and attitudes such
as job dissatisfaction, marital dissatisfaction, and low life satisfaction. The
culmination of these negative consequences spill over to work performance
and family stability.
The family is the most disadvantaged domain because the military ethos
enjoins soldiers to prioritise their work and treat the rest as secondary. This
leads to an irrefutable destabilisation of families, which is a common
experience in military families. The effects are more pronounced on women
due to the social roles endowed on them. Their role in nurturance and
emotional support make their absence more evident. The children are also not
spared from the suffering. The effects of the fragmentation in the family affect
their psychological wellbeing, their performance at school and their behaviour in general. The reunion often marks an apex of the tragedy. Returning parents find
changes at home, some feel out of sync and others force their way into the
families. The family roles have to be renegotiated, which is a process fraught
with conflicts. The parents who gained prerogatives in the absence of their
spouses are usually unwilling to relinquish their prominent positions. This
result in conflicts, which prompt the dissolution of families, and in some cases,
fathers withdraw and ask for unaccompanied long-term duties away from
home.
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Influence of values on the attitude towards cultural diversityBecker, Jurgen Reiner 03 1900 (has links)
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Although fifteen years have passed since the change in political dispensation in South
Africa, the integration of citizens belonging to the previously disadvantaged sections
of society is still progressing at a bewilderingly slow pace. Gaining access to the
world of work is instrumental in the alleviation of poverty and the promotion of
economic and social stability in a country still plagued by the legacy of apartheid.
While South Africa is currently in the process of breaking down the scaffolding of
apartheid and promoting the welfare of all South Africans along more equitably lines,
the overall success of relevant initiatives fundamentally hinges on both the former
oppressors and the formerly oppressed coming to terms with the past and, more
importantly, engaging in a process of constitutional reconciliation and compromise to
overcome unconstructive attitudes brought about through decades of colonialism,
racism and segregation.
Following from this, attitudes towards cultural diversity in general and, more
specifically, the forces (i.e. nomological network of antecedents) that shape such
attitudes, informed the research question that initiated the current study. Preliminary
theorising culminated in the formulation of a tentative theoretical model explicating
the relationship between various variables and the attitude towards cultural diversity.
The proposed theoretical model in an effort to answer the question that initiated the
research implied that values influence the attitude towards cultural diversity.
Furthermore, it was argued that the relationship between values and the attitude
towards cultural diversity is moderated by race and gender.
The proposed theoretical model was formally assessed with the use of a convenience
sample of 1 357 students from four prominent universities in South Africa (Northwest
University, Cape Peninsula University of Technology, University of Stellenbosch, and
Nelson Mandela Metropolitan University). A quasi double cross-validation procedure
was utilised whereby a single sample was divided into two equal subsamples: (a) a
calibration sample and (b) validation sample.
A combination of qualitative and quantitative research paradigms was utilised in the
current study. Only quantitative results are reported formally, although the qualitative
technique of Critical Discourse Analysis (CDA) was utilised extensively during the
stages of theorisation. The statistical analysis became naturally segmented in four
distinct sections: the validation of the Schwartz Value Survey (SVS) and the Cultural
Diversity Belief Scales (CDBS); the refinement of the SVS and CDBS; testing of the
proposed theoretical model via Structural Equation Modelling (SEM); and testing the
moderating effects of race and gender on the attitude towards cultural diversity by
means of moderated regression analysis.
Partial support was found for the proposed linkages between values main effects and
the attitude towards cultural diversity, as well as for the moderating effects of race
and gender on the value-attitude linkages.
Conclusions were drawn from the results obtained and recommendations for future
research have been made. / AFRIKAANSE OPSOMMING: Alhoewel die politieke bewind in Suid-Afrika reeds vyftien jaar gelede verander het,
vorder die integrasie binne die samelewing van die voorheen benadeelde gedeeltes
van die bevolking teen ‘n verstommend stadige pas. Die verkryging van toetrede tot
die wêreld van werk dra by tot die verligting van armoede en die bevordering van
ekonomiese en maatskaplike stabiliteit in ‘n land wat steeds deur die nalatenskap van
apartheid geteister word. Met Suid-Afrika tans betrokke by die aftakeling van die
apartheidsteierwerk en die bevordering van die welsyn van alle Suid-Afrikaners op
meer gelyke grondslag, rus die algehele sukses van relevante inisiatiewe daarop dat
die voormalige verdruktes en die voormalige verdrukkers met die verlede vrede maak,
maar ook meer dat hulle deur ’n proses van grondwetlike versoening en akkoord die
onopbouende houdings wat deur dekades van kolonialisme, rassisme en segregasie tot
stand gekom het, kan oorkom.
Vanuit hierdie agtergrond het houdings teenoor kulturele diversiteit in die algemeen
en, meer spesifiek, die magte (d.i. nomologiese netwerk van voorafgaande gebeure)
wat aan sulke houdings vorm gee, die navorsingsvraag laat ontstaan wat tot die
huidige studie gelei het. Die voorafgaande teorie-ontwikkeling het tot die formulering
van ‘n tentatiewe teoretiese model gelei om die verhouding tussen verskeie
veranderlikes en die houding teenoor kulturele diversiteit te ontvou. In ‘n poging om
‘n antwoord te vind vir die vraag wat tot die navorsing gelei het, het die voorgestelde
teoretiese model geïmpliseer dat waardes die houding teenoor kulturele diversiteit
beïnvloed. ‘n Verdere argument was dat die verband tussen waardes en die houding
teenoor kulturele diversiteit deur ras en geslag gemodereer word.
Die voorgestelde teoretiese model is formeel geassesseer met gebruik van ’n
gerieflikheidssteekproef bestaande uit 1 357 studente vanuit vooraanstaande
universiteite in Suid-Afrika (die Universiteit van die Noordweste, die Kaapse
Skiereiland Universiteit van Tegnologie, die Universiteit van Stellenbosch en die
Nelson Mandela Metropolitaanse Universiteit).’n Kwasi dubbele kruis-validering
(quasi double cross-validation) prosedure is gebruik waardeur ‘n enkelvoudige
steekproefneming in twee gelyke steekproewe verdeel is: (a) ‘n kalibreringssteekproef
en (b) ‘n valideringsteekproef.
’n Kombinasie van kwalitatiewe en kwantitatiewe navorsingsparadigmas is in die
huidige studie gebruik. Slegs kwantitatiewe resultate word formeel gerapporteer,
alhoewel kwalitatiewe Kritiese Diskoers-analise (Critical Discourse Analysis)
omvattend gebruik is gedurende die teoretiseringstadia. Die statistiese ontledings het
op natuurlike wyse in vier duidelike afdelings verdeel: die validering van die
Schwartz Value Survey (SVS) en die Cultural Diversity Belief Scales (CDBS); die
verfyning van die SVS en die CDBS; die toets van die voorgestelde teoretiese model
met behulp van Structural Equation Modelling (SEM); en die toets van die
modererende effekte van ras en geslag op die houding teenoor kulturele diversiteit
deur middel van modererende regressie-analise.
Gedeeltelike ondersteuning is gevind vir die voorgestelde verband tussen hoof-effekte
van waardes en die houding teenoor diversiteit, sowel as vir die modererende effek
van ras en geslag op die waardes-houdings verband. Gevolgtrekkings is gemaak uit
die resultate wat verkry is en voorstelle in verband met toekomstige navorsing is aan
die hand gedoen.
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An investigation into the internal structure of the unit performance construct as measured by the performance index (PI)Henning, Roline 12 1900 (has links)
Assignment (MA)--University of Stellenbosch, 2002 / ENGLISH ABSTRACT: The responsibility for the performance of any organisational unit ultimately lies with the
leadership of the unit. Given this perceived pivotal role of leadership in work unit
performance, the ultimate objective is to capture the nature of the presumed relationship
between leadership and unit performance in a comprehensive structural model. To
validate such a leadership model, however, requires an explanation of the manner in
which the unit performance dimensions affect each other. Spangenberg and Theron
(2002b) developed a generic, standardized unit performance measure (PI) that
encompasses all the unit performance dimensions for which the unit leader could be held
responsible.
The objective of this paper is to investigate the internal structure of the PI in order to
establish the inter-relationships between the eight unit performance latent variables. The
PI consists of 56 questions covering eight dimensions. The validation sample consisted
of 304 completed PI questionnaires. However, after imputation 273 cases with
observations on all 56 items remained in the validation sample. Item analysis and
dimensionality analysis was performed on each of the sub-scales using SPSS.
Thereafter, confirmatory factor analysis was performed on the reduced data set using
LISREL. The results indicated satisfactory factor loadings on the measurement model.
Acceptable model fit was achieved for the measurement model. Subsequently, the
structural model was tested using LISREL. The results provided statistics of good fit.
Only four hypotheses failed to be corroborated in this study.
Conclusions were drawn from the results obtained and suggestions for further research
are made. / AFRIKAANSE OPSOMMING: Die prestasie van enige organisatoriese werkeenheid is die uiteindelike
verantwoordelikheid van die leierskap van die eenheid. Gegewe hierdie waargenome
sleutelrol van leierskap in werkeenheidprestasie, is die uiteindelike doelwit om die aard
van die veronderstelde verwantskap tussen leierskap en eenheidprestasie in 'n
omvattende strukturele model vas te lê. Die validering van so 'n leierskapmodel vereis
egter 'n uiteensetting van die wyse waarop die eenheidprestasie-dimensies mekaar
onderling beïnvloed. Spangenberg en Theron (2002b) het 'n generiese,
gestandaardiseerde eenheidprestasie-meetinstrument (PI) ontwikkel wat al die
eenheidprestasie-dimensies insluit waarvoor die leier van die eenheid verantwoordelik
gehou kan word.
Die doel van hierdie studie is om ondersoek in te stel na die interne struktuur van die PI
ten einde die inter-verwantskappe tussen die agt eenheidprestasie latente veranderlikes
vas te stel. Die PI bestaan uit 56 vrae wat die agt dimensies dek. Die validasiesteekproef
bestaan uit 304 voltooide PI vraelyste. Na vervanging van ontbrekende waardes is die
validasiesteekproef egter gereduseer tot 273 gevalle met waarnemings op al 56 items.
Item-ontleding en dimensieanalise is op elk van die sub-skale met behulp van SPSS
gedoen. Daaropvolgend is bevestigende faktor-analise op die verkorte datastel gedoen
met behulp van LISREL. Die passingstatistieke het hier aanvaarbare resultate opgelewer.
Vervolgens is die strukturele model met behulp van LISRELgetoets. Die resultate het hier
bevredigende passingstatistieke gelewer. Daar kon vir slegs vier hipoteses nie steun
gevind word in die studie nie.
Op grond van die resultate is daar tot bepaalde gevolgtrekkings gekom en daar word
aanbevelings vir verdere navorsing gemaak.
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The social anxiety spectrum and work limitations among managerial level employeesEmsley, Lindy 12 1900 (has links)
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Social anxiety symptoms are common within the community. They are often
unrecognised in many organisations, with resultant significant work
impairments. The aim of the study was to explore to what extent the social
anxiety spectrum of symptoms influences the performance of management
employees and how the disorder should be managed in the workplace. The
study includes the following constructs: social anxiety spectrum, job
characteristics, work limitations and perceived performance difficulties. A nonexperimental
research design was used to explore the relationships between the
four constructs.
A convenience sample of 250 managerial employees was approached from two
large organizations, one in the private, and the other in the public sector. One
hundred and eighteen (118) respondents completed and returned their
questionnaires.
The descriptive statistics reflected a mean age of 32 years (range 20 to 56
years), with 50% males and 50% females, and a race distribution of 64% White,
29% Coloured, 4% Black and 3% Indian for the sample. The majority of the
participants had been working for 0 to 5 years (37.29%). The mean years
worked was 10.81 and the median 9.5 (range 0.5 to 40 years worked).
A high percentage of participants (11%) were found to have social anxiety
symptoms above the cut off score for a diagnosis of the disorder. The results of
the present study indicated that social anxiety affects all areas of work. These
symptoms were associated with several areas of work limitations and
performance difficulties not restricted to social interaction or presentation.
It was also found that job insecurity increases social anxiety symptoms, work
limitations and perceived performance difficulties. On the other hand, it was
found that organisational support may act as a buffer against demands and may
decrease work limitations and perceived performance difficulties. Whilst no
moderating effect was found for growth opportunities in the relationship between
social anxiety and work limitations, support was found for a negative relationship
with both social anxiety and work limitations. No moderating effect was found
for job insecurity in the relationship between social anxiety and work limitations.
However, growth opportunities as a resource were found to moderate the
relationship between social anxiety symptoms and perceived performance
difficulties. Evidence was also found for the moderating effect of job insecurity in
the relationship between social anxiety symptoms and perceived performance
difficulties. The limitations of the current study and recommendations for
organisations are discussed. This study highlights the importance of social
anxiety symptoms as a barrier to effective work performance. Given the fact that
interventions can potentially improve social anxiety and thereby performance,
this area deserves much greater research attention. / AFRIKAANSE OPSOMMING: Sosiale angssimptome kom algemeen in die gemeenskap voor. Die simptome
word nie alledaags in organisaies herken nie, en mag tot merkbaar verlaagde
prestasie lei. Die doel van die studie was om die mate waartoe sosiale
angsspektrum-simptome die prestasie van bestuursvlak-werknemers beïnvloed
te bepaal en ondersoek in te stel na wyses waarop die simptome in organisasies
bestuur moet word. Die studie het die volgende konstrukte ingesluit: sosiale
angsspektrum-simptome, werkseienskappe, werksbeperkinge en waargenome
prestasie-uitdagings. Daar is van ’n nie-eksperimentele navorsingsontwerp
gebruik gemaak om die verhoudings tussen die vier konstrukte te bestudeer.
’n Gerieflikheidsteekproef van 250 bestuursvlak-werknemers van beide ’n
privaatsektor en publieke sektor organisasie is genader. Eenhonderd en agtien
voltooide vraelyste is ingedien. Die beskrywende statistiek het ’n gemiddelde
ouderdom van 32 jaar getoon (versprei oor 20 tot 56 jaar), met 50% manlik, 50%
vroulik, en ’n rasverspreiding van 64% wit, 29% kleurling, 4% swart en 3% Indiër
respondente in die steekproef.
Die meerderheid van die deelnemers het vorige werkservaring van 0 tot 5 jaar
(37.29%) aangedui. Die gemiddelde aantal jare van werk was 10.81 en die
mediaan 9.5 (versprei oor 0.5 tot 40 jaar gewerk).
‘n Hoë voorkomssyfer (11%) van sosiale angs is in die studie gevind, bo die
afsnypunt vir die diagnose van die versteuring. Die resultate van die huidige
studie dui aan dat sosiale angs alle aspekte van werk beïnvloed. Hierdie
simptome was geassosieer met vele areas van werksbeperkings en
waargenome prestasie-uitdagings en was nie slegs tot take wat sosiale
interaksie en voordragte insluit, beperk nie.
Die studie het ook gevind dat werksonsekerheid sosiale angssimptome,
werksbeperkings en waargenome prestasie-uitdagings verhoog. Organisasieondersteuning
is aangedui as ‘n moontlike buffer teen werkseise en mag
werksbeperkings en waargenome prestasie-uitdagings verminder. Geen
modereringseffek is vir groeigeleenthede gevind in die verhouding tussen sosiale
angs en werksbeperkings nie, maar daar is wel gevind dat groeigeleenthede ’n
negatiewe verband met beide sosiale angs en werksbeperkings het. Geen
modereringseffek vir werksonsekerheid in die verhouding tussen sosiale angs en
werksbeperkinge is gevind nie.
Die rol van groeigeleenthede as hulpbron om die verhouding tussen sosiale
angssimptome en waargenome prestasie-uitdagings te modereer, is bevestig.
Getuienis is ook vir die modereringseffek van werksonsekerheid in die
verhouding tussen sosiale angssimptome en waargenome prestasie-uitdagings
gevind. Die beperkinge van die huidige studie en voorstelle vir organisasies
word bespreek.
Hierdie studie bekemtoon die belangrikheid van sosiale angssimptome as ’n
hindernis met betrekking tot effektiewe werksprestasie. Ingrepe kan potensiaal
sosiale angs verminder en daardeur prestasie verhoog. Hierdie aspek behoort
heelwat meer navorsingsaandag in die toekoms te geniet.
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The influence of ethical values on transformational leadership and ethical climate in organisations : an exploratory studyScheps, Anja 12 1900 (has links)
Thesis (MComm)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: South African organisations are facing fierce international competition, and to
survive in the long-term it is necessary that they be led by leaders that will
move them towards their vision in an ethical manner. While society
condemns and the media extensively report fraud involving millions of rands
by top executives, the truth of the matter is that more money is probably lost
through low productivity, idleness and the wasting of resources through
mismanagement (Mal an & Smit, 2001 ). In this study it is believed the cause
of this problem is ultimately one of leadership. Leaders fail to direct and
influence their subordinates to work with efficiency and integrity in order to
achieve the organisation's objectives (Malan & Smit, 2001). Solutions for
these problems must be found in order to build organisations that will prosper
in the future. This study hopes to offer part of the solution.
The main objective of this study was to establish whether there is a
relationship between transformational leadership and the development of an
ethical climate in organisations. One of the objectives of this study was to
establish whether there was a direct relationship between altruism and
transformational leadership. Another goal of this research was to establish
whether integrity had a moderating effect on the relationship between transformational leadership and ethical climate. A model was developed to
illustrate these relationships, which was tested in the South African context.
A literature study of the role of transformational leadership, ethical values of
altruism and integrity, and ethical climate in organisational performance was
conducted. The relationship between these constructs has also been
analysed in the literature study.
A questionnaire consisting of five sections was compiled to test the
hypotheses resulting from the structural models. These questionnaires were
distributed to various organizations in the Cape Town area. The sample
comprised 200 persons, each of whom had to complete the questionnaire.
Section A was designed to give an indication of the demographics of the
participants. Section B measured transformational leadership, based on Bass
and Avolio's Multifactor Leadership Questionnaire (MLQ). Section C was
compiled in accordance with Victor & Cullen's Ethical Climate Questionnaire
(ECQ), which measured respondents' perceptions of their work climate.
Section D measured altruism, based on Langley's Value Scale. Section E
measured integrity and was based on Butler's Conditions of Trust Inventory.
The statistical analysis was conducted through correlation and regression
analyses. The results revealed that altruism positively correlates with
transformational leadership, and that transformational leadership in turn has a
positive relationship with ethical climate. No convincing empirical support
could be found for the proposition that integrity moderated the effect of
leadership on ethical climate. However, many new and interesting insights
were gained through the results.
Conclusions were drawn from the results obtained and recommendations are
made for future research. / AFRIKAANSE OPSOMMING: Suid-Afrikaanse organisasies staar strawwe internasionale kompetisie in die
gesig. Om in die langtermyn te oorleef, is dit nodig dat hulle gelei word deur
organisatoriese leiers wat hulle op 'n etiese wyse na hul strategiese doelwitte
sal lei. Alhoewel die gemeenskap miljoene rande se bedrog deur
topbestuurders veroordeel en die media ekstensief daaroor verslag lewer, is
dit 'n feit dat meer geld waarskynlik verloor word deur lae produktiwiteit,
sloerdery en die vermorsing van hulpbronne as gevolg van wanbestuur
(Malan & Smit, 2001 ). Met hierdie studie word aangevoer dat die oorsaak van
hierdie probleem uiteindelik een van leierskap is. Leiers misluk om hul
ondergeskiktes te bestuur en te be'invloed om sodoende effektief en met
integriteit op te tree, ten einde die organisasie se doelwitte te bereik (Malan &
Smit, 2001 ). Oplossings moet vir hierdie probleme gevind word ten einde
organisasies te bou wat in die toekoms sal floreer. Hierdie studie poog om
voorstelle te maak om hierdie probleme te help oplos.
Die hoofdoelwit vir hierdie studie was om vas te stel of daar 'n verband tussen
transformasionele leierskap en die ontwikkeling van 'n etiese klimaat in
organisasies is. Een van die doelwitte van hierdie studie was om te bepaal of
daar 'n direkte verband tussen altru'isme en transformasionele leierskap is. 'n Verdere doelwit was om te bepaal of integriteit 'n modererende effek op die
verband tussen transformasionele leierskap en 'n etiese klimaat het. 'n Model
is ontwikkel om hierdie verwantskappe te illustreer, en is in die SuidAfrikaanse
konteks getoets.
'n Literatuurstudie oor die rol van etiese waardes, veral die kernwaardes van
altru'isme en integriteit, transformasionele leierskap en 'n etiese
organisasieklimaat in organisatoriese prestasie is onderneem. Die verband
tussen hierdie konsepte is ook in die literatuurstudie ontleed.
'n Vraelys, bestaande uit vyf afdelings, is opgestel om die hipoteses
voortvloeiend uit die strukturele modelle te toets. Hierdie vraelyste is
uitgedeel aan verskillende organisasies in die Kaapstad-omgewing. Die
steekproef het uit 200 mense bestaan. Afdeling A van die vraelys was
ontwerp om 'n aanduiding van die demografie van die respondente te gee.
Afdeling B het transformasionele leierskap gemeet, gebaseer op Bass en
Avolio se 'Multifactor Leadership Questionnaire' (MLQ). Afdeling C was
opgestel in terme van Victor en Cullen se 'Ethical Climate Questionnaire'
(ECQ), wat respondente se indrukke van hulle werksklimaat gemeet het.
Afdeling D het altru'isme gemeet, gebaseer op Langley se 'Value Scale.'
Afdeling E het integriteit gemeet en het Butler se 'Conditions of Trust
Inventory' as basis gebruik.
Die statistiese analise was uitgevoer deur middel van korrelasie- en regressieontledings.
Die resultate het getoon dat altru·isme positief met
transformasionele leierskap korreleer en dat transformasionele leierskap op
sy beurt 'n positiewe verband met etiese klimaat toon. Geen oortuigende
empiriese gronde kon gevind word vir die stelling dat integriteit die effek van
leierskap op etiese klimaat modereer nie. Die resultate het nietemin heelwat
nuwe en interessante insigte aan die lig gebring.
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Exploring the moderating effect of emotional intelligence on the relationship between narcissism and workplace aggressionVan der Nest, Lambertus Johannes 12 1900 (has links)
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The aims of this study were to explore the relationships between narcissism, workplace aggression (WA) and emotional intelligence (EI), as well as to determine whether EI plays a moderating role in the relationship between narcissism and WA. A non-experimental research design (i.e. exploratory survey study) was used to explore the relationships between the three constructs. Narcissists are described as individuals who have a grandiose sense of self-importance or uniqueness, where they exaggerate their special talents and achievements. They are typically prone to rage, shame, inferiority, and humiliation when they are criticized by others (American Psychiatric Association, 2000). WA was defined as the efforts by individuals to harm others with whom they work, or have worked, or the organisations in which they are currently or were previously, employed (Neuman & Baron, 1997a). EI was defined as the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). A convenience sample of 134 academic (permanent and temporary) and support staff (middle and upper level) of two tertiary educational institutions within the Western Cape participated in the research. The Greenberg and Barling (1999) WA scale (that measures aggression towards colleagues, subordinates and supervisors), the Narcissistic Personality Inventory (NPI, Raskin & Hall, 1979) and the Genos Emotional Intelligence Inventory (Gignac, 2008) were administered. Weak significant negative relationships were evident between EI and each of the dimensions of WA. This indicates that higher EI is associated with a decreased propensity to engage in verbal aggressive behaviours. EI may enable individuals to apply better coping mechanisms and display more appropriate emotional reactions to events which may induce aggressive behavior. It was, furthermore, hypothesized that a significant negative relationship exists between EI and narcissism. Contrary to the expectation, a significant weak positive relationship emerged between the NPI and EI. It was also found that significant positive relationships emerged between six of the seven dimensions of EI and narcissism. The findings may indicate that individuals with a fragile high self-esteem (overt narcissists) may also be 'emotionally intelligent'. Individuals with high levels of narcissism may use emotional regulation strategies to manage their own and other's emotions in order to maintain their fragile self esteem. No significant relationship emerged between the NPI (total score) and any of the aggression subscales. This result may be due to methodological limitations (e.g. restriction of range) or the absence of an ego-threat eliciting cue in the questionnaire, which may have attenuated the results. However, two significant positive relationships emerged between the NPI dimensions of Entitlement and Exploitiveness with the Verbal Aggression towards a colleague subscale. Due to the fact that no significant relationship between narcissism (total score) and WA emerged in this study, the proposed hypo that EI moderates the relationship between narcissism and WA, could not be investigated. The limitations of the study and recommendations for future research were discussed. / AFRIKAANSE OPSOMMING: Die doelwitte van hierdie studie was om die verband tussen narsisme, werksplekaggressie (WA) en emosionele intelligensie (EI) te ondersoek, asook om te bepaal of EI 'n modererende rol speel in die verband tussen narsisme en WA. 'n Nie-eksperimentele navorsingsontwerp (dit is, 'n verkennende studie) is gebruik om die verbande tussen die drie konstrukte te ondersoek. Narsiste word beskryf as individue wat .n grootse gevoel van eiebelang of uniekheid het. Hulle oordryf hulle spesiale talente en prestasies. Wanneer ander hulle kritiseer, sal hulle gewoonlik geneig wees om woedend te word en skaam, minderwaardig of verneder te voel (American Psychiatric Association, 2000). WA word gedefinieer as die pogings van individue om die mense saam met wie hulle werk, of gewerk het, of die organisasie waar hulle tans werk, of voorheen gewerk het, skade aan te doen (Neuman & Baron, 1997a). EI word gedefinieer as die vermoe om emosies op 'n professionele en doeltreffende manier in die werkplek waar te neem, uit te druk, te verstaan en te beheer (Palmer & Stough, 2001). 'n Geriefsteekproef van 134 (permanente en tydelike) akademiese personeel en (middel- en bovlak-) steundienstepersoneel van twee tersiere opvoedkundige instellings in die Wes-Kaap het aan die navorsingsprojek deelgeneem. Greenberg en Barling (1999) se WA-skaal (wat aggressie teenoor kollegas, ondergeskiktes en toesighouers meet), die Narsistiesepersoonlikheid-inventaris (NPI, Raskin & Hall, 1979) en die Genos Emosionele-intelligensie-inventaris (Gignac, 2008) is gebruik. Beduidende swak negatiewe verwantskappe tussen EI en elk van die dimensies van WA is gevind. Dit dui daarop dat 'n hoer EI geassosieer word met 'n afname in die neiging om in verbale aggressiewe gedrag betrokke te raak. EI kan individue in staat stel om beter hanteringsmeganismes te gebruik en meer gepaste emosionele reaksies te toon op gebeure wat tot aggressiewe gedrag kan lei. Daar is in die studie aangevoer dat 'n betekenisvolle negatiewe verband tussen EI en narsisme bestaan. Teen alle verwagting is'n betekenisvolle swak positiewe verband tussen die NPI en EI na vore gekom. Daar is ook bevind dat daar betekenisvolle positiewe verbande tussen ses van die sewe dimensies van EI en narsisme bestaan het. Die bevindings kan daarop dui dat individue met 'n brose hoe selfbeeld (openlik narsistiese individue) ook 'emosioneel intelligent' kan wees. Individue met 'n hoe mate van narsisme kan emosionele beheerstrategiee gebruik om hulle eie en ander se emosies te beheer om so hulle brose selfbeeld te handhaaf. Geen betekenisvolle verband tussen die NPI (totaal telling) en enige van die aggressie-subskale het na vore gekom nie. Hierdie bevinding kan dalk toegeskryf word aan metodologiese beperkings (soos beperkte omvang) of die afwesigheid van 'n stelling in die vraelys wat bedreiging vir die ego ingehou en die uitkoms kon verswak het. Twee betekenisvolle positiewe verbande is egter gevind tussen die NPI-dimensies Aanspraak en Uitbuiting en die subskaal Verbale Aggressie teenoor 'n kollega. Weens die feit dat geen noemenswaardige verhouding tussen narsisme (totale punt) en WA in hierdie studie gevind is nie, kon die voorgestelde hipotese dat EI die verband tussen narsisme en WA modereer nie ondersoek word nie. Die beperkings van die studie en aanbevelings vir toekomstige navorsing word bespreek.
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Die ontwikkeling en evaluering van 'n opleidingsprogram in selfinsigOosthuizen, Riaan 12 1900 (has links)
Thesis (MCom)--Stellenbosch University, 1994. / ENGLISH ABSTRACT: Research conducted by Albert Ellis (1978) revealed that individuals'
concepts of their own rational and irrational and/or dysfunctional
cognitions are important determinants of effective human functioning.
The presence of these cognitions within an individual can have several
consequences such as depression, neuroses and psychoses. It is clear
from the literature (Ellis, 1978; Dryden & Gordon, 1990; Lodder,
1993) that one of the causative factors in manifestations of emotional
instability is individuals' lack of knowledge about their psyches.
The general aim of this study is to develop a programme which lead to
positive human functioning, including self-acceptance and selfempowerment,
on the basis of a comprehensive study of the literature
on all possible coping skills (Lodder, 1993).
Several approaches were considered which could promote Self-insight,
namely rational-emotive therapy, transactional analysis and the use of
projective techniques. Each of these aspects was dealt with fully and
reasons are provided for the selection of rational-emotive therapy.
Rational-emotive therapy provides participants with the necessaryknowledge to identify and combat their own irrational and/or
dysfunctional cognitions.
Before Ellis's cognitive questionnaire could be used in the evaluation
process, the psychometric characteristics of the instrument had to be
determined first. A further aim is to adapt Ellis's cognitive
questionnaire according to scientifically recognized procedures to
measure human functioning on a rational -basis as a psychometrically
acceptable measuring instrument. A primary psychometric
requirement of a measuring instrument is that its items must be
sufficiently homogeneous to be able to regard them as criteria of a
single construct. Ellis's cognitive questionnaire (adapted)
demonstrated a particularly satisfactory internal consistency (alpha
coefficient = 0,89; N = 250).
With the help of a factor analysis Ellis's cognitive questionnaire
(adapted) was developed in such a way that the items in the subscales
were all relatively pure measurements of the isolated factors.
Furthermore, the results of the factor analysis produced five factors
which could be linked relatively clearly to the five postulated
dimensions of irrational cognition.
To ascertain whether participation in the programme by 90 female and
30 male administrative staff members did in fact lead to the envisaged
result, the Solomon four - group design was used to evaluate it.
Evaluation of the programme was undertaken on the basis of
Kirkpatrick's evaluation model by concentrating on the knowledge,
reaction and behavioural levels. A knowledge test was used to
measure knowledge, a reaction questionnaire was used for participantsreactions and Ellis's cognitive Questionnaire (adapted) for evaluation at
the behavioural level.
The most important findings of the investigation could be summed up
as follows:
• The experimental group acquired significantly more
knowledge about irrational cognitions than the control
group did.
• After the programme the experimental group made
significantly more use of cognitive restructuring as a
coping style than the control group did.
• The experimental group revealed considerably fewer
dysfunctional cognitions.
Certain shortcomings also emerged from this investigation.
Recommendations are made according to which these specific
shortcomings can be addressed in future research in this field. / AFRIKAANSE OPSOMMING:Albert Ellis se navorsing (1978) het aan die lig gebring dat individue se
begrip vir hulle onderskeie rasionele en irrasionele en/of disfunksionele
kognisies 'n belangrike determinant is van doeltreffende menslike
funksionering. Die aanwesigheid van hierdie kognisies binne 'n
individu kan verskeie gevolge he soos depressie, neuroses en
psigoses. Dit blyk uit die literatuur (Ellis, 1978; Dryden & Gordon,
1990; Lodder, 1993) dat een van die veroorsakende faktore van
manifestasie van emosionele onstabiliteit die gebrek is aan kennis van
individue rondom hulle psiges.
Die algemene doelstelling van die studie is om aan die hand van 'n
omvattende literatuurstudie van aile moontlike "helpende vaardighede"
\
(Lodder, 1993) 'n program te ontwikkel wat individue kan lei tot
positiewe menslike funksionering met in begrip van selfaanvaarding en
selfbemagtiging.
Verskillende benaderings wat gebruik kan word om Selfinsig te
bewerkstellig, naamlik Rasioneel-emotiewe terapie, Transaksionele
Analise en die gebruik van Projektiewe Tegnieke is oorweeg. Daar is volledig aandag gegee aan elk van hierdie aspekte en redes verstrek vir
die keuse van Rasioneel-emotiewe terapie. Rasioneel-emotiewe terapie
verskaf aan die deelnemers die nodige kennis en vaardighede om hulle en gedragsvlak te konsentreer. 'n Kennistoets is gebruik vir
kennismeting, 'n reaksievraelys vir deelnemerreaksies en Ellis se
Kognitiewe vraelys (aangepasl vir evaluering op gedragsvlak.
Die vernaamste bevindings van die ondersoek kan soos volg opgesom
word:
• Die eksperimentele groep het beduidend meer kennis en
insig oor rasionele kognisies opgedoen as die
kontrolegroep.
• Die eksperimentele groep het na die program beduidend
meer as die kontrolegroep van kognitiewe herstrukturering
as behartigingstyl gebruik gemaak.
• Die eksperimentele groep het beduidend minder
disfunksionele kognisies openbaar.
Sekere leemtes het uit hierdie ondersoek geblyk. Aanbevelings is aan
die hand gedoen waarvolgens hierdie sp~sifieke leemtes in toekomstige
navorsing op hierdie terrein oorbrug kan word.
eie irrasionele en/of disfunksionele kognisies te kan identifiseer en
betwis.
Alvorens Ellis' se Kognitiewe vraelys gebruik kon word in die
evalueringsproses moes die psigometriese eienskappe van die
instrument eers bepaal word. 'n Verdere doelstelling is om Ellis se
kognitiewe vraelys volgens wetenskaplik-erkende prosedures aan te
pas om as psigometriese aanvaarbare meetinstrument menslike
funksionering aan die hand van rasionaliteit te meet. 'n Primere
psigometriese vereiste vir 'n meetinstrument is dat sy items voldoende
homogeen moet wees om dit te kan beskou as 'n maatstaf van 'n
enkele konstruk. Ellis se Kognitiewe vraelys (aangepas) het 'n
besondere bevredigende interne bestendigheid gedemonstreer
(koeffisient alfa = 0,89; N = 250).
Ellis se Kognitiewe vraelys (aangepas) is met behulp van 'n
faktorontleding ontwikkel waarvan die items in die subskale almal
relatief suiwer metings van die geTsoleerde faktore is. Verder het die
faktoranalitiese resultate vyf faktore opgelewer wat redelik duidelik aan
die gepostuleerde vyf dimensies van irrasionele kognisies gekoppel kon
word.
Om te bepaal of die bywoning van die program, deur 90 vroulike en 30
manlike administratiewe personeel, wei tot die beoogde resultate
aanleiding gee, is die Solomon vier-groep ontwerp vir die evaluering
daarvan gebruik. Evalueririg van die program is aan die hand van
Kirkpatrick se evalueringsmodel gedoen deur op die kennis-, reaksie-
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Die vasstelling van groepsmoraal by nywerheidswerkers d.m.v. 'n projeksietoetsBoshoff, A. B. (Adre Bertrand) 03 1900 (has links)
Thesis (MCom)--Universiteit van Stellenbosch, 1962. / No abstract available
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