The way physicians are paid for the provision of care is a relevant aspect of health care systems. Fee-for-service (FFS) payment system has been criticized for affecting quality of care, contributing to the fragmentation of health care, and for rising costs of health care systems. Alternative payment plans (APP) have been introduced as options to the traditional FFS payment scheme. Despite the link between payment methods and behavior of physicians that has been established; there is a lack of evidence about the impact of payment systems on wellness of physicians, specifically on their perception of professional equity and daily distress of physicians. The purpose of this study was to explore the effects of APP on physicians’ perceptions of professional equity and daily distress. The following questions guided this dissertation: 1) Does professional equity perceived by physicians vary among practitioners paid by FFS, APP, or blended alternatives? 2) Is the payment method associated with daily distress of medical practitioners? and 3) Are levels of professional equity, daily distress, and career satisfaction of physicians different by gender and payment methods? In 2011, a cross-sectional study was conducted with physicians practicing in the Saskatoon Health Region (SHR), the largest health authority of Saskatchewan, Canada. Physicians completed a questionnaire evaluating their perceptions of professional equity and daily distress. Analyses of variances (ANOVA) were performed to assess differences in professional equity (overall and by its fulfillment, financial, and recognition dimensions) and daily distress among physicians paid by FFS, APP, and blended schemes. As multivariable analyses, a linear regression was used to test the interaction between specialty and payment methods on the perception of professional equity, controlling for the number of patients, gender, and age group. A mixed linear regression model was built to predict daily distress, testing demographics, workload, complexity of patients, payment method, career satisfaction, and practice profile; the random component of the model considered the influence of geographic area of practice. Also, a multivariate analysis of variance (MANOVA) was conducted to evaluate differences among professional equity, daily distress, and career satisfaction by payment method and gender. In total, 382 (48.1%) physicians participated in the study. Response bias was tested and found to be negligible (Appendix F). The ANOVA identified that physicians paid by APP perceived higher professional equity than those paid by FFS (p=0.005), as well as higher levels of income (p=0.03) and recognition (p=0.001) equity than those with FFS. In the multivariable analyses, a higher level of professional equity was predicted among family practitioners (FPs) paid by APP and blended schemes in comparison to those paid by FFS. Additionally, the payment method was a predictor of daily distress when adjusted by other factors. Lower levels of distress were found among physicians who had more than 75% of patients with complex conditions and were paid by APP compared to those paid by FFS and blended methods. The MANOVA identified that female physicians had poorer wellness indicators than male practitioners. Multiple comparisons identified higher levels of equity among male physicians paid by APP than those with FFS, although this benefit was not observed among female ones. In conclusion, physicians paid by APP perceived higher professional equity (fair economic rewards and appropriate recognition) in comparison to those paid by FFS. Particularly, FPs paid by APP perceived higher professional equity than those FPs paid by FFS. Additionally, the payment method was identified as an associated factor with distress; lower levels of daily distress were predicted among physicians paid by APP who see high proportions of patients with complex conditions. Notwithstanding, female physicians had poorer wellness indicators and the impact of APP on professional equity was only distinguished among males. A potential unequal impact of APP must be recognized between female and male physicians.

The objective of the present study was to explore whether individuals' career anchors are dependent on their personality types. The Career Orientation Inventory (COI) and the Myers-Briggs Type Indicator (MBTI) were administered to a sample of honours students in the subject field of Industrial and Organisational Psychology in order to measure the relationship between the two constructs. For statistical purposes only the female participants were included in the final sample analysis (N=117) because of the underrepresentation of males. Statistically significant differences were established with regard to the security/stability career anchor and the ESFJ, ENFP, ESFP and INFP personality types. It is recommended that future studies include larger samples that are more representative of all possible sixteen (16) personality types and a broader range of occupations. The findings contribute new knowledge regarding the career anchors and personality preferences of females pursuing further studies in the field of IO-Psychology. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Informal leaders can have similar effects on firm performance as formal leaders. Although informal leadership can play a critical role in organizational functioning, empirical research concerning this issue is scarce. I conceptualized informal leadership as a continuous variable, and tested the relationship between informal leadership and the following variables. First, this study examined how informal leaders can influence over other members, even though they do not possess formal power. Five indicators, i.e., performance, turnover intention, career satisfaction, work engagement, and optimism were selected to assess the qualities of informal leaders as role models. Second, this study advanced our understanding of how demographic factors (i.e., age, educational background, and work experience) contribute to shaping informal leadership. In addition, T-test was chosen to test whether informal leadership is more noteworthy in women than men. Lastly, this study compared the effects of informal and formal leaders on team effectiveness.

No description available.

Face à la mondialisation et à une demande accrue de ressources humaines hautement qualifiées, les pays en voie de développement, en général, font face à une mobilité internationale de leurs professionnels de la santé vers les pays développés. L’objectif de cette thèse est d’étudier les déterminants des intentions liées à la mobilité internationale des professionnels de la santé d’origine étrangère (hors U.E) résidant en France. À cet effet, un modèle de recherche a été élaboré à partir de la théorie de l’adaptation interculturelle et des travaux conduits sur le management des carrières et la théorie des ancres de carrières. Notre recherche prend ainsi en compte trois grandes composantes : (i) l’adaptation interculturelle (au travail, à l’interaction, et générale), (ii) le plafonnement de carrière structurel et la satisfaction dans la carrière, et enfin (iii) le rôle des ancres de carrière principalement les ancres de « stabilité géographique » et « internationale ». Il s’agit de préciser l’incidence de ces 3 composantes sur l’intention (a) de retour au pays d’origine, (b) de partir dans un pays tiers, (c) de rester en France. À la suite d’une revue de la littérature, des hypothèses de recherche ont été émises. Les données ont été collectées, par questionnaires, auprès des professionnels de la santé d’origine étrangère résidant en France (PSOE). Les analyses statistiques ont été effectuées sur un échantillon de 317 réponses. Les principaux résultats obtenus montrent d’une part que l’adaptation interculturelle en France n’a pas un effet significatif ni sur l’intention de retour au pays d’origine, ni sur l’intention de partir dans un pays tiers. Par contre, l’adaptation à l’interaction a un effet significatif et positif sur l’intention de rester en France. D’autre part, le plafonnement de carrière structurel est significativement et positivement associé à l’intention de retour au pays d’origine et à l’intention de partir dans un pays tiers. On notera que la satisfaction vis-à-vis de la carrière est seulement significativement reliée à l’intention de rester en France. La justice organisationnelle distributive a quant à elle une influence significative et positive sur l’adaptation générale et sur le sentiment de satisfaction dans la carrière, et d’autre part un effet négatif et significatif sur le sentiment de plafonnement de carrière structurel. Nos résultats soulignent enfin l’influence des ancres de carrière sur les intentions liées à la mobilité internationale. Des variables de contrôle d’ordre sociodémographique, décisionnel, et contextuel jouent également un rôle dans la dynamique de la mobilité internationale des PSOE. Les résultats obtenus nous ont permis de dégager, entre autres, des implications managériales et pratiques susceptibles d’encourager, d’une part, le retour des PSOE dans leur pays d’origine mais aussi leur maintien en France. Des limites et des perspectives futures de recherche sont également soulignées dans la conclusion. / In the context of globalization and a growing demand for highly qualified human resources, many healthcare professionals from the developing countries are now moving on their own initiative to the developed countries. The purpose of this thesis is to examine the determinants of international mobility intentions among foreign-born (outside the UE) healthcare professionals living in France. In this respect, we have built a research model based on the research on careers management and the theories related to cross-cultural adjustment and career anchors. Our research takes into account three main dimensions: (i) cross-cultural adjustment (to work, to interacting with host nationals, and to the general environment), (ii) hierarchical career plateauing and career satisfaction, and (iii) the role of career anchors, specially «geographical stability» and «internationalism». In fact, we seek to clarify the influence of each of these three dimensions on the intention (a) to return to the country of origin, (b) to go to another, (c) to stay in France. Following a review of the literature, research hypotheses were formulated. Data was collected, by questionnaires, from foreign-born healthcare professionals living in France. Statistical analyses were based on a sample of 317 responses. The main results show, on the one hand, that cross-cultural adjustment in France has no significant effect neither on the intention to return to the country of origin nor on the intention to go to another country. However, interaction adjustment has a positive and significant effect on the intention to stay in France. On the other hand, hierarchical career plateauing is positively and significantly related to the intention to return to the country of origin and to the intention to go to another country. It should be noted that career satisfaction is significantly related to the intention to stay in France. Distributive justice, for its part, has a positive and significant influence on general adjustment and career satisfaction but has a negative and significant effect on hierarchical career plateauing. Finally, our results underline the influence of career anchors on the intentions related to international mobility. When it comes to control variables, we see that personal characteristics, decision-making aspects, and contextual elements play a role in the international mobility dynamic of the foreign-born healthcare professionals living in France. Based on our results, we have formulated managerial and practical implications that could encourage the foreign-born healthcare professionals to return to their country of origin but also to stay in France. Limitations and vision statement for the future research are underlined in the conclusion.

M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / The face of South African (SA) universities’ academic environment has changed over the past decade, primarily propelled by transformation issues, new policies and practices, which also required academics to have certain skills and attributes. Recruiting and retaining key academics in the public higher education (HE) are not once-off events; they are ongoing processes that involve analysing the needs, culture and practices of the organisation and identifying individuals whose skills and personalities better meet those organisational needs. Given the rapid restructuring and transformation of SA public HE, recruiting and retaining of essential talent has been a huge challenge experienced by higher education institutions (HEIs). Research relating to how HEIs could better attract and retain key talent has, however, been scarce; as such, this study aims to fill the existing gap in the literature. Against this background, this study aimed at exploring the influence of person-environment fit (PEF), person-organisation fit (POF) and person-job fit (PJF) on career satisfaction (CS) and the influence of CS on intention to leave (ITL) among university academics. Embedded within a positivist paradigm, the study followed a quantitative research approach. A structured questionnaire was used to measure study constructs. In addition to the soliciting information on the demographic variables, respondents were requested to complete five different measuring scales, namely the general environment fit scale (GEFS), organisational culture profile (OCP), the knowledge, skills and ability profile (KSAP), the career satisfaction scale (CSS) and the intention to leave scale (ITLS). A total of 550 questionnaires were distributed to the identified sample of university academics and from that distribution only 202 questionnaires were used for data analysis. Descriptive statistics techniques as well as correlation and regression analysis were used to evaluate academics’ perceptions and relationships between study constructs. Findings revealed the existence of strong positive associations between the three fit constructs and CS and a negative association between CS and ITL. The findings also propose that the HEI could use fit dimensions to increase the level of academics’ CS and reduce their proclivity to leave the HEI. Academics’ CS can be enhanced by the implementation of a career advancement policy that will ensure that academics are provided with fair and equal training and development opportunities and are promoted based on their individual performances. To constantly reduce the propensity to leave the institution, the HEI could continuously satisfy career goals of academics through the provision of career progression opportunities.

The research focused on constructing a psychosocial profile for the career development practices of professional women. The relationship dynamics between the individuals’ psychosocial attributes (emotional intelligence, career adaptability, psychosocial career preoccupations, self-efficacy, perceived organisational and social support) were investigated and whether the constructs significantly related to individuals’ experiences of career satisfaction when controlling for age, race, marital status, number of children, job level, total monthly income and education level. A cross-sectional quantitative survey was conducted on a purposive sample of professional women (N = 606) from various South African organisations. Inferential statistics (multiple regressions, canonical correlation analysis, structural equation modelling, hierarchical moderated regression and tests for significant differences) revealed core elements of the empirically manifested psychosocial profile. Participants’ career preoccupations and perceptions of organisational support were significant predictors of career satisfaction, along with age, race and job level. Managing own emotions, career control and self-efficacy were highlighted as important psychological resources in strengthening career satisfaction. Perceived organisational support and social support functioned as significant mechanisms in buffering the negative effect of high career preoccupations on levels of career satisfaction, and strengthening the link between emotional intelligence, career adaptability, and self-efficacy and career satisfaction. Significant mean differences were observed for age, race and job level groups regarding career preoccupations, perceived organisational support and career satisfaction. In addition, significant mean differences were observed for marital status, total monthly income and education level groups regarding career preoccupations, perceived organisational support and career satisfaction. On a theoretical level, the study advanced career theory for the career development of professional women by identifying the relationships found between the hypothesised psychosocial profile elements and career satisfaction. On the empirical level the study contributed towards constructing a psychosocial profile that informs the career development and satisfaction of professional women. On apractical level, the study proposes guidelines for enhancing the career satisfaction and success of professional women. / Psychology / PhD. (Psychology)

No description available.

In this research, a cross-sectional quantitative survey was conducted on a convenience sample of working adults (N = 550) from different race, gender, age, qualification, job level and tenure groups in various South African organisations, with the intention of developing a psychosocial model of career wellbeing for the working adult in the South African context. To identify the elements and nature of the model, the relationship dynamics between the constructs of occupational passion, psychological career resources, psychosocial career preoccupations and the outcome of career satisfaction were examined. The mediating effect of psychological career resources and psychosocial career preoccupations on the relationship dynamics between occupational passion and career satisfaction was determined. The moderating effect of certain sociodemographic variables (race, gender, age, qualification, job level, and tenure) on the relationship dynamics between the research constructs was measured. In addition, an evaluation of the differences manifested by individuals from various sociodemographic backgrounds (race, gender, age, qualification, job level, and tenure) regarding the research constructs added to an understanding of the manifested model. Correlation and inferential statistical analyses (multi-level mediation modelling, regression analysis and tests for significant mean differences) indicated that career management practices should consider harmonious passion to be an important intrinsic motivational antecedent in explaining the variance in individuals’ career satisfaction as it can facilitate the development of important psychosocial resources. These resources include flexible career preferences, well-crafted career plans and actions to achieve career goals, career harmonisers (i.e. self-esteem, behavioural adaptability and emotional literacy) and a strong need to be upskilled and employable (career adaptation needs). These elements manifested as the core elements of the psychosocial career wellbeing profile. Job level and race were further indicated as important sociodemographic variables in explaining levels of career satisfaction. Differences between race, gender, age, qualification, job level and tenure groups, for the constructs of occupational passion, psychological career resources, psychosocial career preoccupations and career satisfaction, also need to be considered in the career wellbeing profile. Theoretically, the results advanced career theory by empirically validating the core elements of the career wellbeing profile. These may be applied to inform career management practices and consequently enhance the career wellbeing of working adults. / Industrial and Organisational Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))

English, Afrikaans and Northern Sotho summaries / Die algemene doel van hierdie navorsing was om ’n loopbaantevredenheids- en indiensneembaarheidsprofiel vir kenniswerkers saam te stel, gebaseer op die verhoudingsdinamika tussen individue se biografiese eienskappe (ouderdom, ras en indiensnemingstatus), loopbaankognisies (loopbaanaanpasbaarheid en psigososiale loopbaanpreokkupasies as voorgangers), hulle psigososiale loopbaanhulpbronne (indiensneembaarheidskenmerke, loopbaanankers en loopbaanwaardes as moderators) en hulle loopbaantevredenheid en selfwaargenome indiensneembaarheid (gevolge of uitkomste). Die einddoel van die navorsing was om gevolgtrekkings te maak oor die verhoudingsdinamika (omvang en rigting) tussen die konsepte ten einde organisatoriese loopbaanontwikkelingspraktyke vir die kenniswerker voor te stel. ’n Kwantitatiewe deursneenavorsingsbenadering is gevolg en het ’n steekproef van N = 404 kenniswerkers behels wat by professionele Suid-Afrikaanse liggame geregistreer is. Beskrywende, korrelasie- en meerveranderlike inferensiële statistiek is ingespan. Aanvullend tot die kanoniese korrelasieresultate, het regressie and strukturele vergelykingsmodellering ontledings aangetoon dat die loopbaantevredenheidsprofiel unieke beïnvloedingsfaktore het terwyl die selfwaargenome indiensneembaarheidsprofiel ook oor sy eie unieke beïnvloedingsfaktore beskik. Moderering regressie-ontleding het gewys dat individue se loopbaankognisies (dit is die vlakke van loopbaanaanpasbaarheid en loopbaanpreokkupasies) nie voorwaardelik ten opsigte van hulle psigososiale loopbaanhulpbronne was (dit is, indiensneembaarheidseienskappe, loopbaanankers en loopbaanwaardes) om hulle vlakke van loopbaantevredenheid en selfwaargenome indiensneembaarheid te verduidelik nie. Die loopbaankognisies en psigososiale loopbaanhulpbronne het individuele, bepaalde hoofgevolge om te oorweeg ten einde kenniswerkers se loopbaantevredenheid en selfwaargenome indiensneembaarheid te verstaan. Stapsgewyse regressie en hiërargies-moderering regressie-ontleding het gewys dat ouderdom, ras en indiensnemingstatus belangrike oorwegings was wat betref die loopbaantevredenheidsprofiel van kenniswerkers. Ras in die besonder het geblyk belangrik te wees om in aanmerking te neem ooreenkomstig hulle selfwaargenome indiensneembaarheid. Verskille tussen die biografiese groepe het ook aan die hand gedoen dat unieke loopbaanontwikkeling oorweeg moet word in multikulterele, diverse werkskontekste. Die loopbaantevredenheid en indiensneembaarheidsprofiel is saamgestel, gebaseer op die belangrikste insigte wat uit die essensiële, betekenisvolle bevindings bekom is. Loopbaantevredenheid en indiensneembaarheidsteorie is in hierdie navorsing uitgebrei. Aanbevelings vir organisatoriese loopbaanontwikkelingondersteuningspraktyke is gemaak, gebaseer op die voorgestelde profiel vir die professionele kenniswerker. / Maikemisetsomagolo a dinyakisiso e bile go go hlama phrofaele ye e kgotsofatsago mosomo le go thwalega mosomong go basomi ba tsa tsebo go lebeletswe seemo sa dikamano magareng ga dipharologantsi tsa dipalopalo ka ga batho (e lego mengwaga, bong, mohlobo le maemo a mosomo), go kwesisa ka ga mesomo (go tlwaela mosomo le seemo sa menagano ya setshaba ka ga mesomo bjalo ka dilo tseo di tlago peleng), methopo ya bona mosomo mabapi le menagano ya setshaba (dikokwane tsa go kgona go thwalega mesomong, dihlohleletsi tsa go hwetsa mesomo le maitshwaro a mesomong bjalo ka dilo tseo di lekolago mesomo) le go kgotsofatsa ga dinyakwa tsa mesomo le go ipona bjalo ka yo a thwalegago (seo se tlago ka moragonyana goba bjalo ka poelo). Maikemisetso ao a nepilwego a dinyakisiso e bile go tla ka dipheto mabapi le seemo sa dikamano (bogolo bja tsona le fao di lebilego gona) magareng ga kago ya maikemisetso a go sisinya ditiro tsa tlhabollo ya basomi ka dikhamphaning go mosomi yo a somago ka menagano. Mokgwa wa dinyakisiso wa bontsi wa mafapha a mantis o dirisitswe gomme sampole ya N = 404 ya basomi ba tsa tsebo o dirisitswe le go akaretsa mekgatlo ya sephrofesenale ya ka Afrika Borwa. Dipalopalo tsa go hlatholla, tsa papetso le tsa tshupetso ya makala a mantsi di dirilwe. Dipoelo tsa papetso tsa tatelano di laeditse gore go phrofaele ya go kgotsofatsa mosomo e na le dintlha tsa khuetso tsa go swana di nnosi mola e le gore phrofaele ya go ipona bjalo ka yo a thwalegago le yona e na le dintlha tsa khuetso tsa go swana di nnosi. Tshekatsheko ya poelomorago yeo e hlokometswego e laeditse gore dikwesiso tsa batho ka ga mosomo (ke gore, maemo a tsinkelo mosomong le go tlwaelo go phethagatsa mosomo) ga se tsa lebana le seemo sa methopo ya go phethagatsa mosomo wa mabapi le menagano ya setshaba (ke gore, dipharologantshi tsa go thwalega mesomong, dihlohleletsi tsa mesomo le maitshwaro a mesomong) go hlalosa maemo a bona a go kgotsofatsa phethagatso ya mesomo le go ipona o thwalega mosomong. Dikwesiso ka ga mesomo le methopo ya mesomo mabapi le menagano ya setshaba di bile le diabe tse itsego go batho tseo di swanetsego go hlokomelwa gore re kwesise go kgotsofatsa ga mesomo ka basomi ba tsa tsebo le go ipona ba thwalega mesomong. Tshekatsheko ya poelomorago ka dikgato tse mmalwa le ya poelomorago ya basomi go ya ka tatelano ya bona di laeditse gore mengwaga, morafe le maemo a mosomo di bile bohlokwa go di hlokomela mabapi le phrofaele ya go kgotsofatsa mesomo ga basomi ba tsa tsebo. Morafe o bonagala o tloga o le bohlokwa kudu go hlokomela mabapi le go ipona ba thwalega mesomong. Diphapano magareng ga dihlopha tsa merafe le mehlobo le tsona di sisintse gore go hlokega tlohabollo ya ka mesomong ye e swanago e nnosi yeo e swanetsego go dirwa ka seemong sa mesomo fao go somago batho ba ditso tse di fapafapanego. Phrofaele ya tlhabollo ya basomi le go thwalega mesomong go hlamilwe go lebeletswe tsebo ye bohlokwa ye e hweditswego go dikutollo tsa motheo tse bohlokwa. Dinyakisiso di katolositse teori ya mabapi le tlhabollo ya basomi le ya go thwalega mesomong. Go dirilwe ditshisinyo mabapi le ditiro tsa thekgo ya tlhabollo ya basomi ka dikhamphaning ka ga phrofaele ye e sisintswego ya mosomi wa tsa tsebo wa sephrofesenale. / The general aim of the research was to construct a career satisfaction and employability profile for the knowledge worker based on the relationship dynamics among individuals’ biographical characteristics (age, gender, race and employment status), career cognitions (career adaptability and psychosocial career preoccupations as antecedents), their psychosocial career resources (employability attributes, career anchors and career values as moderators) and their career satisfaction and self-perceived employability (consequences or outcomes). The end goal of the research was to draw conclusions on the relationship dynamics (magnitude and direction) between the constructs for the purpose of proposing organisational career development practices for the knowledge worker. A quantitative cross-sectional research approach was followed and involved a sample of N = 404 knowledge workers registered with South African professional bodies. Descriptive, correlation and multivariate inferential statistics were performed. Supplementary to the canonical correlation analysis, regression and structural equation modelling analysis indicated that the career satisfaction profile has unique influencing factors while the self-perceived employability profile also has its unique influencing factors. Moderated regression analysis showed that individuals’ career cognitions (i.e. levels of career adaptability and psychosocial career preoccupations) were not conditional upon their psychosocial career resources (i.e. employability attributes, career anchors and career values) in explaining their levels of career satisfaction and self-perceived employability. The career cognitions and psychosocial career resources had individually specific main effects to consider in understanding knowledge workers’ career satisfaction and self-perceived employability. Stepwise regression and the hierarchical moderated regression analysis showed that age, race and employment status were important to consider in terms of the career satisfaction profile of knowledge workers. Race seemed especially important to consider in terms of their self-perceived employability. Differences among the biographical groups also suggested unique career development needs to consider in multi-culturally diverse work contexts. The career satisfaction and employability profile was constructed based on the key insights derived from the core significant findings. The research extended career satisfaction and employability theory. Recommendations for organisational career development support practice were made based on the proposed profile for the professional knowledge worker. / Psychology / Ph. D. (Psychology)