The thesis addresses response consistency in questionaries, the concept of integrity and use of integrity tests. Next chapter deals with consistency and describes possible sources of response variability and scales which is used for consistency measurement. The third chapter addresses response distortion and methods of its measurement. Last part describes cognitive functions which could affect answering a questionary and introduces a relation between psychopathological symptoms and questionary responses. The empirical part of the thesis studies response consistency in each category and relation between integrity test in work environment, consistency and demographic data of respondents. Difference between a number of identical answers about social desirability and about neutral information showed statistical significance. Therefore, hypotheses about the highest consistency in neutral information was supported. The thesis also revealed that a higher score in interference relates to a higher score of consistency. Finally, two correlations were found out. First was a positive correlation between integrity and number of years respondents have worked, second was a negative correlation between interference and age. Keywords: integrity, social desirability, consistency, validity, counterproductive behaviour

(in English) This thesis examines erosive elements (counterproductive behaviour or dishonesty) within the organization culture. The study is based on organization theories and criminology and also on studies on a same or similar topics not only from Czechia but also from foreign researches. The practical part of this study works with data file of Quality of life research (Štohanzlová, 2016), which includes the battery of thirteen erosive elements that were explored. The analysis of the occurrence, tolerance and unacceptability of these elements was conducted. Its context and influence on the perceived frequency of respondent's stress at work environment were analysed too. Connections with erosive elements were tested with basic socio-demographic variables and with sizes of organizations and it was often argued by industries in which respondents work. There were identified differences in an appearance and tolerance of observed phenomena. Based on the analysis was found that relationship problems at workplaces proved to be problematic: The relationship problems have significant influence on a frequency of perceived stress of respondents at work.

Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made. / PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012

Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made. / PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)