Abstract in English, Afrikaans and Zulu / The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by exploring the relationship dynamics between the antecedents (leadership, organisational culture and employee voice), mediators (employee engagement and organisational trust), and outcome variables (conflict management – conflict types and interpersonal conflict handling styles), as moderated by socio-demographic factors (race, gender, age, qualification, job level, income level, tenure, employment status, trade union representation, trade union membership, sector, employee numbers, organisational size, employee engagement programme). The associations between individuals’ personal and organisational characteristics were further explored to determine significant differences between these variables. A quantitative cross-sectional survey was conducted amongst a non-probability sample of adult workers who were employed in South African-based organisations (n = 556). Canonical correlation analysis, mediation modelling, and structural equation modelling were conducted to identify the core empirical components of the framework. A critical review of the interrelated dynamics of the framework components revealed that the mediating variables of employee engagement (job engagement and organisational engagement) and organisational trust (commitment, dependability, integrity) were vital in intensifying the direction and strength of the link between leadership behaviour, organisational culture, conflict types (task, relational, process and status conflict, group atmosphere and conflict resolution potential), and various interpersonal conflict handling styles (integrating, avoiding, dominating, obliging, compromising). Stepwise multiple regression revealed that number of employees, a formal employee engagement programme, and job level were the three most important socio-demographic variables to consider in a conflict management framework, followed by age. The hierarchical moderated regression analysis showed that age, union membership, job level, number of employees, and formal employee engagement programme were important moderating factors to consider in the framework. Tests for significant mean differences indicated significant dissimilarities in terms of the socio-demographic variables. Theoretically, the study advances the understanding of conflict management behaviour and its antecedents in the South African workplace. The empirically tested psychosocial framework informs workplace conflict management interventions from an employment relations perspective which may contribute to enhanced organisational performance. / Die algemene doel van die navorsing was om ondersoek in te stel na die komponente en aard van ʼn psigososiale raamwerk vir konflikbestuur in organisasies. Die navorsing het die manier waarop so ʼn raamwerk manifesteer, bestudeer – deur verkenning van die verhoudingsdinamika tussen die voorgangers (leierskap, organisasiekultuur en werknemer se stem), bemiddelaars (werknemerbetrokkenheid en vertroue in ʼn organisasie), en uitkomsveranderlikes (konflikbestuur – tipes konflik en hanteringstyle ten opsigte van interpersoonlike konflik), soos getemper deur sosiodemografiese faktore (ras, geslag, ouderdom, kwalifikasie, posvlak, inkomstevlak, ampsbekleding, aanstellingstatus, vakbondverteenwoordiging, vakbondlidmaatskap, sektor, werknemergetalle, organisasiegrootte, werknemerbetrokkenheidprogram). Die assosiasies tussen individue se persoonlike en organisasiegebonde eienskappe is verder bestudeer om betekenisvolle verskille tussen hierdie veranderlikes te bepaal. ʼn Kwantitatiewe deursnee-opname is gemaak onder ʼn nie-waarskynlikheidssteekproef van volwasse werkers in diens van Suid-Afrikaans-gebaseerde organisasies (n = 556). Kanoniese korrelasie-ontleding, bemiddelingsmodellering, en strukturele vergelykingsmodellering is gedoen om die kern- empiriese komponente van die raamwerk te identifiseer. ʼn Kritiese beskouing van die onderling verwante dinamika van die raamwerkkomponente het getoon dat die bemiddelende veranderlikes van werknemerbetrokkenheid (werksbetrokkenheid en organisasiebetrokkenheid) en vertroue in die organisasie (toewyding, betroubaarheid, integriteit) deurslaggewend was in die intensifisering van die rigting en sterkte van die skakel tussen leierskapsgedrag, organisasiekultuur, konfliktipes (taak-, relasionele, proses- en statuskonflik, groepatmosfeer en konflikoplossingspotensiaal), en verskillende hanteringstyle ten opsigte van interpersoonlike konflik (integrerend, vermydend, dominerend, inskiklik, kompromitterend). Stapsgewyse meervoudige regressie het getoon dat die aantal werknemers, ʼn formele werknemerbetrokkenheidsprogram, en posvlak die drie belangrikste sosiodemografiese veranderlikes was om mee rekenskap te hou in ʼn konflikbestuursraamwerk, gevolg deur ouderdom. Die hiërargiese gemodereerde regressie-ontleding het getoon dat ouderdom, vakbondlidmaatskap, posvlak, aantal werknemers, en formele werknemerbetrokkenheidsprogram belangrike modererende faktore was om in gedagte te hou in die raamwerk. Toetse vir noemenswaardige gemiddelde verskille het aansienlike ongelyksoortighede ten opsigte van die sosiodemografiese veranderlikes getoon. Teoreties bevorder die studie die begrip van konflikbestuursgedrag en die voorgangers daarvan in die Suid-Afrikaanse werkplek. Die empiries getoetste psigososiale raamwerk vorm konflikbestuursintervensies in die werkplek vanuit ʼn werksverhoudingeperspektief wat kan bydra tot verbeterde organisasieprestasie. / Inhloso jikelele yocwaningo kwaba ukuphenya izingxenye nemvelo yohlaka lwezengqondo lokuphathwa kokungqubuzana ezinhlanganweni. Ucwaningo luphenye indlela lapho uhlaka olunjalo lubonisa ngokuhlola amandla obudlelwano phakathi kwezinqumo (ubuholi, isiko lenhlangano nezwi lesisebenzi), abalamuli (ukuzibandakanya kwesisebenzi kanye nokwethembana kwenhlangano), kanye nemiphumela eguquguqukayo (ukuphathwa kokungqubuzana - izinhlobo zokungqubuzana nezindlela zokuphatha ukungqubuzana phakathi kwabantu), njengoba kuhlaziywe yizici zenhlayo yeningi labantu (uhlanga, ubulili, ubudala, imfanelo, izinga lomsebenzi, izinga lomholo, ukusebenzisa umhlaba, isimo somsebenzi, ukumelwa yinyunyana, ubulunga benyunyana, imboni, izinombolo zabasebenzi, ubungako benhlangano, uhlelo lokuzibandakanya kwesisebenzi). Ukuhlangana phakathi komuntu siqu kanye nezici zenhlangano kuphinde kwahlola umehluko omkhulu phakathi kwalokhu okuguquguqukayo. Inhlolovo esezingeni eliphansi yesigaba yenziwe phakathi kwesampula elula yabasebenzi abadala abebeqashwe ezinhlanganweni ezisekelwe zaseNingizimu Afrika (n = 556). Ukuhlaziya kokuxhumanisa kohlu lwezincwadi, ukulamula kwesifanekiso, kanye nesifanekiso sesakhiwo kwenziwa ukukhomba izingxenye ezisemqoka ezinokwehla kohlaka. Isibuyekezo esibucayi samandla ahambisana nezingxenye zohlaka siveze ukuthi ukulamula okuguqukayo kokuzibandakanya kwesisebenzi (ukuzibandakanya komsebenzi nokuzibandakanya kwenhlangano) kanye nokwethembana kwenhlangano (ukuzinikela, ukwethembeka, ubuqotho) kwakubalulekile ekwandiseni ukuqondiswa namandla oxhumano phakathi kokuziphatha kwabaholi, isiko lenhlangano, izinhlobo zokungqubuzana (umsebenzi, ezingubudlelwano, inqubo nesimo sokungqubuzana, isimo sokuzwana eqenjini kanye namandla okuxazulula ukungqubuzana), kanye nezindlela zokuphatha ukungqubuzana okuhlukahlukene phakathi kwabantu (ukuhlanganisa, ukugwema, ukubusa, ukubopha, ukuyekethisa). Ngokuhamba kwesinyathelo ekuhlehleni okuningi kwaveza ukuthi inani labasebenzi, uhlelo lokuzibandakanya olusemthethweni lwesisebenzi, kanye nezinga lomsebenzi kwakuyizinguqunguquko ezintathu ezibaluleke kakhulu zenhlalo yeningi abantu okufanele bazicabange ohlakeni lokuphathwa ukungqubuzana, kulandelwe ubudala. Ukuhlaziywa okuphezulu kokuhlehla kokuhlaziya kubonise ukuthi ubudala, ubulunga benyunyana, izinga lomsebenzi, inani lezisebenzi, kanye nohlelo lokuzibandakanya olusemthethweni lwesisebenzi kwakuyizici ezibalulekile zokulinganisa okufanele zicatshangwe ohlakeni. Uvivinyo lokwehlukahlukana lukhombise ukungafani okubalulekile ngokuya kweziguquguqukayo zenhlalo yeningi labantu. Ngokucatshangwayo isifundo sikhuthaza ukuqondisisa ukuphathwa kokungqubuzana kokuziphatha kanye nezinqumo zako endaweni yomsebenzi eNingizimu Afrika. Ukuhlolwa okunamandla kohlaka lwezengqondo lwazisa ukungenelela kokuphathwa kokungqubuzana endaweni yomsebenzi ngombono wobudlelwano emsebenzini okungaba nomthelela ekwenzeni ngcono ukusebenza kwenhlangano. / Human Resource Management / D. Phil. (Human Resource Management)

Abstracts in English, Zulu and Xhosa / The central research issue in this study is the third morphing of economies due to the externally available intelligent building blocks of technology. More specifically, it is anticipated that the widespread use of distributed ledger technology will transform the workings of organisations to such a degree that they will cease to exist in their current form. Hence, the use of distributed ledger technology is not merely a tame management problem; it poses a wicked strategic problem. Furthermore, natural explanations add to the confusion in relation to what managers should do with distributed ledger technology. A transcendental phenomenological attitude is required to transcend the multitude of natural explanations. Phenomenology is both the philosophy and method employed in this study, which questions what human engagement in the world is about. More specifically in this study engagement with distributed ledger technology. This study closes this gap in knowledge by giving an accurate description of the essence of the distributed value ecosystem phenomenon. The study makes a contribution to more coherent and fundamental understanding the essences of the distributed value ecosystem phenomenon is the nature of the relationship patterns that participants hold to distributed ledger technology. The central factual finding is the nature and pattern of these relationships is transactional and circular. The pattern preferred by most organisations is the bounded binary transactional pattern. Organisations seek primarily to have power over the socially complex aspects in transacting. However, the bounded binary transactional pattern may become an unbalanced and unfair value-subtract relationship over time. The response to unbalanced binary bounded value relationships is the unbounded transactional pattern, which gives participants greater autonomy and privacy pseudonymity, but not the transparency that is essential to transact seamlessly. The third value relationship pattern and novel idea presented is the folded value relationship pattern in which participants balance conflicts over socially complex aspects in relation to self and others by meeting narrow micro-level near interaction conditions. This is a more folded, novel strategic game that participants can pick. The key implication for society and organisations is that it presents an alternative approach to dealing with conflict in socially complex value relationships. In essence, with the folded transactional pattern, participants seek to trade up value relationships in relation to self and with others, as opposed to making value relationship trade-offs or sacrifices that lead to either compromises in relation to self or dominance over others. However, the practical managerial implication is truly folded value relationship pattern is not easy to create and is rare. / Umbandela ophambili wophando kwesi sifundo kukuzotywa ngokutsha kwesithathu kwezoqoqosho ngenxa yobukho bezakhi zobuchwepheshe ezinobukrelekrele. Eyona nto ingundoqo yeyokuba kucingelwa ukuba ukusetyenziswa kakhulu kobuchwepheshe bokubhala iingxelo mali buya kuyiguqula indlela asebenza ngayo amaqumrhu, ade ayeke ukusebenza ngale ndlela enza ngayo ngoku. Ukusetyenziswa kobuchwepheshe bokusasaza iingxelo zogcino mali (ngesiNgesi kusetyenziswa isishunqulelo esithi DLT) akuyongxakana nje yolawulo; kuyingxaki enkulu nekhohlakeleyo. Ngaphaya koko, iinkcazelo ezikhoyo zongeza ukubhideka malunga neyona nto emele ukwenziwa ngabaphathi ngobu buchwepheshe bokusasaza iingxelo zogcino mali. Into efunekayo kukusebenzisa indlela yophando ngokuphicotha amava nokufuna ukuqonda indlela acinga ngayo umntu, ngakumbi kumba omalunga nobuchwepheshe bokusasaza iingxelo zogcino mali. Esi sifundo sivala isikhewu solwazi esikhoyo ngokunika inkcazelo echanekileyo ngalo mbandela wokusasazwa kokuxabiseka kwentsebenziswano yendalo nomntu. Esi sifundo sinceda ekuqondeni iziseko zombandela wokusasazwa kokuxabiseka kwentsebenziswano yendalo nomntu neepatheni zolwalamano lwabathathi nxaxheba kwicandelo lobuchwepheshe bokusasaza iingxelo zogcino mali. Eyona nto ingundoqo efumanisekayo kukuba ubume nepatheni yolu lwalamano iquka intsebenziswano yorhwebo kwaye ifana nomjikelo. Ipatheni ekhethwa ngamaqumrhu amaninzi yileyo yentsebenziswano ephakathi kwesibini. Amaqumrhu afuna tanci ukuba nolawulo kwimiba enzima yezentlalo xa erhwebelana. Noxa kunjalo, ipatheni yokurhwebelana ngezibini isenokudala ukungalingani nokuqhathana ngokuhamba kwexesha. Usabelo kulwalamano lwezibini olungenalingano yiphatheni yorhwebelwano olungabekelwanga mida, apho abathathi nxaxheba bekwazi ukuzithathela izigqibo ekhusini bengazichazi ukuba bangoobani, nto leyo inqanda ukusebenza ekuhleni nokufunekayo ekusebenzisaneni ngaphandle kwamagingxigingxi. Ipatheni yesithathu kwixabiso lolwalamano kulapho ulwalamano lusongiwe, apho abathathi nxaxheba belungelelanisa iingxabano ezingemiba yezentlalo enzima ngokufezekisa iimeko ezilula nezincinane. Oku kufana nomdlalo osongeneyo nolicebo lobulumko onokukhethwa ngabathathi nxaxheba. Okubalulekileyo kukuba le yindlela eyenye enokukhawulelana neengxwabangxwaba eluntwini nakumaqumrhu. Eneneni, kwipatheni yentsebenziswano esongeneyo, abathathi nxaxheba bazama ukutshintsha ulwalamano oluphakathi komntu nabanye, endaweni yokuncama izinto ezithile ezinokukhokelela kwilahleko okanye ekonganyelweni ngabanye. Noxa kunjalo, ipatheni yolwalamano olusongeneyo kulwalamano lwabalawuli ayinto ilula kwaye inqabile. / Udaba olungumgogodla walolu cwaningo wukuguquka kwesithathu kweminotho ngenxa yamandla namakhono obuchwepheshe besimanjemane atholakala ngaphandle kwenhlangano. Ngokuqondileyo, kubhekeke ukuthi ukusetshenziswa kakhulu kwe-distributed ledger technology kusiguqule kakhulu isimo-sakhiwo sezinhlangano kanye nendlela ezisebenza ngayo, kangangukuthi zigcine sezingabonakali neze ukuthi zike zaba kulesi simo-sakhiwo ezikusona njengamanje. Ngakhoke ukusetshenziswa kwe-distributed ledger technology akuyona neze inkinga elula futhi abangayixazulula kalula abaphathi; kepha kuyinkinga eyinkimbinkimbi futhi eyimpicabadala okungelula nakancane ukuyixazulula. Ngaphezu kwalokho, izincazelo zemvelo ziyengeza phezu kokudideka okuphathelene nalokho okumele kwenziwe ngabaphathi maqondana ne-distributed ledger technology. Ukuze kudlulelwe ngale kwenqwabanqwaba yezincazelo zemvelo ezikhona kudingeka indlela-kucabanga nendlelakubuka evulekile yokuqonda ulwazi oluphathelene nezimo kanye nezigameko okuhlangatshezwane nazo noma okudlulwe kuzona. Ifenomeloji iyikho kokubili ifilosofi kanye nendlela-kusebenza esetshenzisiwe kulolu cwaningo, okuphonsa umbuzo mayelana nokuthi kuphathelene nani ukuxhumana kanye nokubandakanywa kwabantu emhlabeni, ikakhulukazi maqondana nokubandakanywa okuphathelene ne-distributed ledger technology. Lolu cwaningo luvala igebe lokungabi khona kolwazi ngokuthi lunikeze incazelo enembayo yomongo we-distributed value ecosystem. Ucwaningo luyalekelela futhi lufake isandla ekutholakaleni kokuqonda okuhle nokuhleleke kahle futhi okuyisisekelo komongo we-distributed value ecosystem okungukuthi lokhu kuwuhlobo lwamaphethini obudlelwano obuboniswa ngababambiqhaza maqondana ne-distributed ledger technology. Umphumela osemqoka kakhulu futhi oyiqiniso otholakale ocwaningweni wukuthi ubunjalo kanye nephethini yalobu budlelwano ibandakanya izinhloso zokuzizuzela okuthile futhi okungubudlelwano obusasiyingi. Iphethini encanyelwa yiningi lezinhlangano yi-bounded binary transactional pattern. Izinhlangano zihlose ikakhulukazi ukuba namandla phezu kwezinto ezithile ezinobunkimbinkimbi emphakathini lapho zenza umsebenzi wazo. Kodwa-ke ngokuhamba kwesikhathi i-bounded binary transactional pattern kungenzeka ibonise ubudlelwano obungenakho ukulingana futhi obuchemile obungenabugugu. Impendulo yokubhekana nobudlelwano obungama-unbalanced binary bounded value relationships yi-unbounded transactional pattern, enikeza ababambiqhaza ukukhululeka nokuzimela okukhudlwana kanye nobumfihlo bokuthi bangazidaluli noma baziveze ukuthi bangobani, kodwa-ke lokhu akubanikezi ukusebenza ngendlela esobala okuyinto edingekayo ekusebenzeni ngaphandle kwezihibe. I-third value relationship pattern kanye nomqondo ophusile owethulwayo yi-folded value relationship pattern lapho ababambiqhaza beqinisekisa ukuthi kunokulingana phakathi kokungqubuzana noma udweshu oluphathelene nezinto eziyinkimbinkimbi emphakathini maqondana nabo uqobo kanye nabanye abantu, ngokuthi bahlangabezane nama-narrow micro-level near-interaction conditions. Lokhu kuwumdladlwana ofongqekile wesimanjemanje futhi okhethekile nosemqoka ongasetshenziswa ngababambiqhaza. Umthelela osemqoka walokhu emphakathini nasezinhlanganweni wukuthi lokhu kuhlinzeka ngendlela ehlukile yokubhekana nokungqubuzana nodweshu kubudlelwano obuyinkimbinkimbi emphakathini. Empeleni, ku-folded transactional pattern, ababambiqhaza bahlose ukuthola okungcono kubudlelwano phakathi kwabo bona uqobo lwabo kanye nabanye abantu esikhundleni sokwakha ubudlelwano lapho izinhlangothi zonke zithola ukushintshisana okulinganayo noma ukuzidela okuthile maqondana nobudlelwano, okuyinto eholela ekutheni kube nokuvumelana phakathi kwezinhlangothi okuhambisana nokuzidela komuntu uqobo lwakhe noma-ke ukukhonya phezu kwabanye. Kodwa-ke umthelela walokho oqondene nabaphathi wukuthi akulula neze ukwakha i-folded value relationship pattern yoqobo futhi lokhu kuyivela kancane. / Business Management / D. Com. (Business Management)