Hierdie proefskrif handel oor 'n selfaktualiseringsbenadering tot bestuursukses binne 'n finansiele instelling. Die stand punt word gehuldig dat bestuurders wat reeds hoer vlakke van selfaktualisering bereik het oor die persoonlikheidskenmerke (intrapersoonlike, interpersoonlike en werkskenmerke) beskik wat tot bestuursukses lei. Hierdie standpunt, wat gegrond is op die uitgangspunte van die humanistiese benadering, is nog nie in finansiele instellings nagevors nie. Die volgende literatuurdoelstellings is in hierdie navorsing bereik: 'n Ge"integreerde beskouing van die vernaamste humanistiese persoonlikheidsteoriee, wat dien as metateoretiese raamwerk vir hierdie navorsing, is daargestel. - Die konsep selfaktualisering is omskryf en die persoonlikheidskenmerke van die selfaktualiserende persoon is ge"identifiseer. - Die konsep bestuursukses is omskryf en die persoonlikheidskenmerke van die suksesvolle bestuurder is ge"identifiseer. - Meetbare bestuursukseskriteria asook meetinstrumente vir die meet daarvan is ge"identifiseer. 'n Psigometriese toetsbattery is saamgestel uit die Algemene Gesondheidsvraelys, Verstandelike-helderheidstoets, Sestien-persoonlikheidsfaktorvraelys, Persoonlikeorienteringsvraelys, Rottervraelys, RGN Gevallestudietegniek-enbesluitnemingsvraelys en die Biografiese vraelys. Hierdie meetinstrumente is as klassifikasieveranderlikes gebruik om die meetbare komponente van die konstruk selfaktualisering by bestuurders van 'n finansiele instelling te meet. Besuursukses, as kriteriumveranderlike, is met die prestasiebestuurevaluering- en werknemer -effektiwiteitsvraelys gemeet. Uit die statistiese analise (meervoudigeregressie-analise) blyk dit dat 15 klassifikasieveranderlikes met bestuursukses verband hou. Die meervoudige korrelasie R (aangepas vir getal gevalle en getal klassifikasieveranderlikes) is gelyk aan 0,54. Daar is dus in hierdie navorsing 'n verband gevind tussen die konsepte selfaktualisering en bestuursukses soos gemeet by bestuurders van 'n finansiele instelling. Verskeie klassifikasieveranderlikes toon 'n paraboliese verband met bestuursukses. Dit dui daarop dat 'n relatiewe aanwesigheid of sterkte van spesifieke persoonlikheidskenmerke noodsaaklik is vir bestuursukses. lndien 'n sekere optimale punt egter oorskry word, het dit 'n nadelige effek op bestuursukses. Die gevolgtrekking word gemaak dat die evalueringstegnieke en psigometriese instrumente wat in hierdie navorsing gebruik is en wat 'n verband (reglynig of parabolies) met bestuursukses getoon het, binne die finansiele instelling gebruik kan word om bestuurders met bestuurspotensiaal te identifiseer. Aanbevelings is ten opsigte van die gebruikswaarde van die konsep selfaktualisering vir die praktyk en vir verdere navorsing geformuleer. / This thesis examines the self-actualisation approach to management success within a financial institution. The premise is that managers who have already reached high levels of self-actualisation possess the personality traits (intrapersonal, interpersonal and work traits) that lead to management success. This premise, which is based on the points of view of the humanistic approach, has not yet been researched in a financial institution. The following literature objectives were achieved in this research: - An integrated view of the major humanistic personality theories, which serve as metatheoretic framework for this research, has been compiled. - The concept of self-actualisation has been defined and the personality traits of the self-actualising person identified. - The concept of management success has been defined and the personality traits of the successful manager identified. - Measurable management success criteria as well as measuring instruments for measuring these criteria have been identified. A psychometric test battery has been compiled from the General Health Questionnaire, Mental Alertness Test, Sixteen Personality Factor Questionnaire, Personal Orientation Questionnaire, Rotter Questionnaire, HSRC Case Study Technique and Decision-making Questionnaire and the Biographical Questionnaire. These measuring instruments were used as classification variables to measure the measurable components of the selj-actualisation construct among managers of a financial institution. Management success, as a criterion variable, was measured using the performance management evaluation and employee effectiveness questionnaires. From the statistical analysis (multiple-regression analysis) it is evident that 15 classification variables relate to management success. The multiple correlation R (adjusted for number of cases and number of classification variables) equals 0,54. A relation has therefore been found in this research between the concepts of selfactualisation and management success as measured in managers of a financial institution. Several classification variables show a parabolic relation to management success. This indicates that a relative presence or strength of specific personality traits is essential for management success. However, when a certain optimal point is exceeded, this has a detrimental effect on management success. The conclusion is reached that the evaluation techniques and psychometric instruments used in this research, which showed a relation (whether rectilineal or parabolic) with management success, may be employed at a financial institution to identify managers with management potential. Recommendations in respect of the usefulness of the self-actualisation concept for the practical environment and for future research were formulated. / Industrial and Organisational Psychology / DCom (Bedryfsielkunde)

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Hierdie proefskrif handel oor 'n selfaktualiseringsbenadering tot bestuursukses binne 'n finansiele instelling. Die stand punt word gehuldig dat bestuurders wat reeds hoer vlakke van selfaktualisering bereik het oor die persoonlikheidskenmerke (intrapersoonlike, interpersoonlike en werkskenmerke) beskik wat tot bestuursukses lei. Hierdie standpunt, wat gegrond is op die uitgangspunte van die humanistiese benadering, is nog nie in finansiele instellings nagevors nie. Die volgende literatuurdoelstellings is in hierdie navorsing bereik: 'n Ge"integreerde beskouing van die vernaamste humanistiese persoonlikheidsteoriee, wat dien as metateoretiese raamwerk vir hierdie navorsing, is daargestel. - Die konsep selfaktualisering is omskryf en die persoonlikheidskenmerke van die selfaktualiserende persoon is ge"identifiseer. - Die konsep bestuursukses is omskryf en die persoonlikheidskenmerke van die suksesvolle bestuurder is ge"identifiseer. - Meetbare bestuursukseskriteria asook meetinstrumente vir die meet daarvan is ge"identifiseer. 'n Psigometriese toetsbattery is saamgestel uit die Algemene Gesondheidsvraelys, Verstandelike-helderheidstoets, Sestien-persoonlikheidsfaktorvraelys, Persoonlikeorienteringsvraelys, Rottervraelys, RGN Gevallestudietegniek-enbesluitnemingsvraelys en die Biografiese vraelys. Hierdie meetinstrumente is as klassifikasieveranderlikes gebruik om die meetbare komponente van die konstruk selfaktualisering by bestuurders van 'n finansiele instelling te meet. Besuursukses, as kriteriumveranderlike, is met die prestasiebestuurevaluering- en werknemer -effektiwiteitsvraelys gemeet. Uit die statistiese analise (meervoudigeregressie-analise) blyk dit dat 15 klassifikasieveranderlikes met bestuursukses verband hou. Die meervoudige korrelasie R (aangepas vir getal gevalle en getal klassifikasieveranderlikes) is gelyk aan 0,54. Daar is dus in hierdie navorsing 'n verband gevind tussen die konsepte selfaktualisering en bestuursukses soos gemeet by bestuurders van 'n finansiele instelling. Verskeie klassifikasieveranderlikes toon 'n paraboliese verband met bestuursukses. Dit dui daarop dat 'n relatiewe aanwesigheid of sterkte van spesifieke persoonlikheidskenmerke noodsaaklik is vir bestuursukses. lndien 'n sekere optimale punt egter oorskry word, het dit 'n nadelige effek op bestuursukses. Die gevolgtrekking word gemaak dat die evalueringstegnieke en psigometriese instrumente wat in hierdie navorsing gebruik is en wat 'n verband (reglynig of parabolies) met bestuursukses getoon het, binne die finansiele instelling gebruik kan word om bestuurders met bestuurspotensiaal te identifiseer. Aanbevelings is ten opsigte van die gebruikswaarde van die konsep selfaktualisering vir die praktyk en vir verdere navorsing geformuleer. / This thesis examines the self-actualisation approach to management success within a financial institution. The premise is that managers who have already reached high levels of self-actualisation possess the personality traits (intrapersonal, interpersonal and work traits) that lead to management success. This premise, which is based on the points of view of the humanistic approach, has not yet been researched in a financial institution. The following literature objectives were achieved in this research: - An integrated view of the major humanistic personality theories, which serve as metatheoretic framework for this research, has been compiled. - The concept of self-actualisation has been defined and the personality traits of the self-actualising person identified. - The concept of management success has been defined and the personality traits of the successful manager identified. - Measurable management success criteria as well as measuring instruments for measuring these criteria have been identified. A psychometric test battery has been compiled from the General Health Questionnaire, Mental Alertness Test, Sixteen Personality Factor Questionnaire, Personal Orientation Questionnaire, Rotter Questionnaire, HSRC Case Study Technique and Decision-making Questionnaire and the Biographical Questionnaire. These measuring instruments were used as classification variables to measure the measurable components of the selj-actualisation construct among managers of a financial institution. Management success, as a criterion variable, was measured using the performance management evaluation and employee effectiveness questionnaires. From the statistical analysis (multiple-regression analysis) it is evident that 15 classification variables relate to management success. The multiple correlation R (adjusted for number of cases and number of classification variables) equals 0,54. A relation has therefore been found in this research between the concepts of selfactualisation and management success as measured in managers of a financial institution. Several classification variables show a parabolic relation to management success. This indicates that a relative presence or strength of specific personality traits is essential for management success. However, when a certain optimal point is exceeded, this has a detrimental effect on management success. The conclusion is reached that the evaluation techniques and psychometric instruments used in this research, which showed a relation (whether rectilineal or parabolic) with management success, may be employed at a financial institution to identify managers with management potential. Recommendations in respect of the usefulness of the self-actualisation concept for the practical environment and for future research were formulated. / Industrial and Organisational Psychology / DCom (Bedryfsielkunde)

Corporate governance failures raise questions by stakeholders seeking explanations why audit committees are failing to play their agency role effectively. The objective of this study was to determine the relation between 49 disclosed audit committee effectiveness variables based on King III Code recommended practices and the external audit opinion expressed in South African central government departments. Descriptive statistics highlighted variances in 14 variables across 93 departments. Categorical principal component analysis categorised the 14 variables into four factor variables and hypotheses. Multivariate ordinal logistic regression tested the hypotheses. Results suggest that disclosure of a higher number of variables was generally associated with a clean audit report, while the association between a higher number of disclosures regarding audit committee structure and profile variables and a clean audit report was significant. Improvements to National Treasury’s disclosure templates and review of departmental managers’ disclosures about audit committees in annual reports are recommended. / Gevalle van korporatiewe beheer mislukking laat vrae by belanghebbers ontstaan waarom ouditkomitees versuim om hul oorsigrol doeltreffend te vervul. Die doel van hierdie studie was om te bepaal watter verband daar bestaan tussen 49 vasgestelde ouditkomiteedoeltreffendheidsveranderlikes vervat in die aanbevole praktyke volgens die King III-kode en die eksterne ouditmening wat in sentrale staatsdepartemente in Suid-Afrika uitgepreek is. Beskrywende statistiek het variasies in 14 veranderlikes oor 93 departemente uitgewys. Kategoriesebeginsel-komponentontleding het die 14 veranderlikes in vier faktorveranderlikes en hipoteses gekategoriseer. Meerveranderlike ordinale logistieke regressie het die hipoteses getoets. Resultate toon dat openbaarmaking van ʼn groter getal veranderlikes oor die algemeen verband hou met ʼn skoon ouditverslag; en die verband tussen ʼn groter getal openbaarmakings betreffende ouditkomiteestruktuur- en profielveranderlikes en ʼn skoon ouditverslag was beduidend. Verbeteringe aan Nasionale Tesourie se openbaarmakingstemplet en nasiening van departementele bestuurders se openbaarmakings rakende ouditkomitees in jaarverslae word aanbeveel. / Go palelwa ga ditshepedišo tšeo di latelwago go laola khamphani go dirile gore bengdithoto ba ipotšiše dipotšišo tše di nyakago ditlhalošo tša gore gobaneng dikomiti tša tlhakišo di šitwa go kgatha tema ya tšona ya bodiredi ka bokgoni. Maikemišetšo a thutelo ye e be e le go šupa tswalano gare ga mabaka ao a ka fetogago a go tliša katlego a 49 ao a utollotšwego a komiti ya tlhakišo go ya ka ditlwaelo tše di šišintšwego tša King III Code le maikutlo a tlhakišo ya ka ntle ao a filwego ke dikgoro tša mmušo wa gare tša Afrika Borwa. Dipalopalo tšeo di fago tlhalošo ya popego ya datha di bontšhitše phetogo go mabaka ao a ka fetogago a 14 ka go dikgoro tše 93. Tshekatsheko ya karolo ye kgolo ya tlhopho e hlophile mabaka ao a ka fetogago a 14 go ya ka mabaka ao a ka fetogago le ditlhalošo tše di šišintšwego tše nne. Mokgwa wa tshekatsheko ya go fetogafetoga ga didatha go ya ka tatelano goba kgetho o dirišitšwe go leka ditlhalošo tše di šišintšwego. Dipoelo di šišintše gore kutollo ya palo ya godingwna ya mabaka ao a ka fetogago ka kakaretšo e tswalane le maikutlo a tlhakišo ao a se nago bosodi, gomme tswalano gare ga palo ya godingwana ya dikutollo tša mabaka ao a ka fetogago a popego ya komiti ya tlhakišo le profaele le maikutlo ao a se nago bosodi e bile bohlokwa. Dikaonafatšo go mokgwatshepedišo wa kutollo wa Polokelo ya Bosetšhaba le tekolo ya dikutollo tša bolaodi ka ga dikomiti tša tlhakišo ka go dipego tša ngwaga ka ngwaga di a eletšwa / Centre for Accounting Studies / M. Phil. (Accounting Sciences)

Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident. The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health. To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender. The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance. To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found. Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident. The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health. To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender. The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance. To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found. Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Summaries in English, Afrikaans and Southern Sotho / The aim of this study was to assess the suitability of International Financial Reporting Standards (IFRS) adoption in Ethiopia. To this effect, the study focused on examining the key factors that would influence IFRS adoption in the context of Ethiopia, namely economic growth, economic openness, capital market development, level of accounting education as well as legal systems and government policies. The study used a mixed-method approach, which involved a survey and content analysis. While the survey was the primary research approach in this study, the secondary data analysis was used to obtain additional evidence to corroborate the information gathered through the survey. Descriptive statistics was used to analyse and interpret the data. The study results show that the aforementioned factors examined were not conducive to adopting IFRS, and thus IFRS was not regarded as suitable in Ethiopia at the time of this study. The study also revealed an absence of a single set of accounting standards in Ethiopia. / Die doel van hierdie studie was om die geskiktheid van Internasionale Finansiële Verslagdoeningstandaarde-aanneming (IFRS-aanneming) in Ethiopië te assesseer. Die studie het derhalwe daarop gefokus om die sleutelfaktore te ondersoek wat die IFRS-aanneming in die konteks van Ethiopië sal beïnvloed, naamlik ekonomiese groei, ekonomiese oopheid, kapitaalmarkontwikkeling, vlak van rekeningkundeopvoeding, asook regstelsels en regeringsbeleide. Die studie het ’n gemengdemetodebenadering gebruik, wat ’n ondersoek en inhoudsontleding ingesluit het. Hoewel die ondersoek die primêre navorsingsbenadering in hierdie studie was, is die sekondêre ontleding gebruik om bykomende bewyse te bekom om die inligting wat deur middel van die ondersoek ingesamel is, te bevestig. Beskrywende statistiek is gebruik om die data te ontleed en te interpreteer. Die resultate van die studie dui daarop dat die bogenoemde faktore wat ondersoek is, nie bevorderlik is om die IFRS aan te neem nie en derhalwe is die IFRS as nie geskik vir Ethiopië ten tye van hierdie studie beskou nie. Die studie het ook ’n afwesigheid van ’n enkele stel rekeningkundige standaarde in Ethiopië aan die lig gebring. / Maikaelelo a thutopatlisiso eno e ne e le go sekaseka go tshwanelega ga go amogelwa ga Seemo sa Tlhagiso ya Dipegelo Tsa Ditšhelete sa Boditšhabatšhaba (IFRS) kwa Ethiopia. Go fitlhelela seno, thutopatlisiso e totile go tlhatlhoba dintlha tsa botlhokwa tse di tlaa susumetsang go amogelwa ga IFRS mo bokaong jwa Ethiopia, e leng kgolo ya ikonomi, go bulega ga ikonomi, tlhabololo ya mmaraka wa matlotlo, seelo sa thuto ya palotlotlo gammogo le dithulaganyo tsa semolao le dipholisi tsa puso. Thutopatlisiso e dirisitse molebo wa mekgwa e e tswakaneng, o o akareditseng tshekatsheko ya diteng. Le fa tshekatsheko e ne e le molebo wa ntlha wa patlisiso mo thutopatlisisong eno, go dirisitswe tshekatsheko ya bobedi ya data go bona bosupi jwa tlaleletso go tshegetsa tshedimosetso e e kokoantsweng ka tshekatsheko. Go dirisitswe dipalopalo tse di tlhalosang go sekaseka le go ranola data. Dipoelo tsa thutopatlisiso di bontsha gore dintlha tse di tlhagisitsweng fa pele tse di tlhatlhobilweng di ne di sa siamela go amogela IFRS mme ka jalo IFRS ga e a tsewa e tshwanelegile go ka dirisiwa kwa Ethiopia ka nako ya thutopatlisiso eno. Gape thutopatlisiso e senotse gore ga go na le fa e le peelo e le nngwe ya palotlotlo kwa Ethiopia. / Financial Accounting / M. Phil. (Accounting Sciences)

Abstract in English, Afrikaans and Sesotho / Scuba diving is a popular marine recreational activity along the eastern and southern coast of Africa. This region is characterised as the East African Marine Ecoregion (EAME) and is known for its richness in marine fauna and flora, including some of the Indian Ocean‟s most diverse and abundant coral reef ecosystems, making it a popular destination for scuba divers. The future of the scuba diving industry has come under threat as a result of environmental, social, political and economic impacts, and there is a need to better understand how these external risks impact on scuba diving tourism businesses in the EAME. Empirical evidence suggests that external risks, both international and domestic, have an effect on the tourism industry as a whole. However, limited research has been conducted on the impact of such external risks on the dive tourism industry specifically. Existing research has also focused extensively on environmental risks rather than on how external risks of a political, economic and social nature affect dive operator sustainability in the EAME. Most studies have also focused on the demand side (divers) as opposed to the supply side (dive operators). In addition, as dive tourists have greater flexibility to change their destination should risks arise, this threatens the success of dive operators in higher risk areas. To address these problems, the primary objective of the research undertaken sought to comprehensively identify the impact of external risks (environmental, economic, social and political) on dive operators in four countries within the EAME from a supply-side perspective. In order to achieve the primary objective, the following secondary objectives were achieved: 1. Identified scuba diving tourism operators in the EAME and their scope of operation. 2. Determined the external risks most relevant to dive operators in the EAME and assessed their level of impact. 3. Compared the individual external risks experienced by each of the countries in the EAME (Kenya, Tanzania, Mozambique and South Africa) using a cross-case analysis. 4. Assessed the perception of dive operators regarding whether external risks would influence a dive tourists decision to travel to the dive operators area of operation in the EAME ii The study consisted of two phases. Phase 1 comprised structured interviews with a select group of dive operators to gain insight into the external risks most prevalent in the scuba diving industry, as well as to assist in developing a quantitative structured survey (Phase 2), which was subsequently completed by dive operators in Kenya, Tanzania, Mozambique and South Africa. Data was imported into SPSS for quantitative statistical analysis. From the primary data collected, the major findings from this study determined that current economic and political risks have the greatest impact on dive operators in the EAME, and this trend is expected to continue. Environmental degradation of coral reefs, while not seen as a threat at present, constitutes a key threat for the near future. The greatest influences expressed in terms of risk categories impacting on dive tourism are domestic economic risks, international economic risks, domestic political risks and international political risks. A cross-case analysis conducted on the four countries concluded that external risks have varying effects within the different countries. Finally, the results indicated that external risks significantly influence a dive tourist's decision to travel to the EAME. By identifying and assessing the external risks that have an impact on dive operators in the EAME, this research contributes to knowledge on the dive tourism industry in the EAME, as well as dive tourism further afield and the wider field of tourism management. The study's findings create awareness of the effect that external risks have on dive operators in the region. A conceptual framework was developed which encompasses external risks in the scuba diving industry. Risk radars, risk maps and colour-coded tables were further outputs this study which can assist businesses, society and economies in responding to current and future threats and crises in a more informative and intuitive way. This can be achieved by implementing risk management strategies to mitigate or reduce exposure to external risks; strengthening stakeholder involvement along the tourism value chain; and stressing the need for government involvement towards the protection of the environment and promotion of small business growth in the region. Future research can include a wider view of the marine tourism industry and other areas of the Blue Economy. / Skubaduik is 'n gewilde mariene ontspanningsaktiwiteit langs die oos- en suidkus van Afrika. Hierdie streek staan bekend as die Oos-Afrika Mariene Ekostreek (East African Marine Ecoregion, EAME) en is bekend vir sy rykheid aan mariene fauna en flora, insluitende sommige van die Indiese Oseaan se mees diverse en welige koraalrif-ekostelsels, wat dit 'n gewilde bestemming vir skubaduikers maak. Die toekoms van die skubaduikbedryf word bedreig weens die impak van omgewings-, sosiale, politieke en ekonomiese gebeure, en daar is 'n behoefte om beter te verstaan hoe hierdie eksterne risiko's skubaduiktoerisme-besighede in die EAME beïnvloed. Empiriese bewyse suggereer dat eksterne risiko's, internasionaal sowel as plaaslik, 'n invloed op die toerismebedryf as 'n geheel het. Beperkte navorsing is egter gedoen oor die impak van sulke eksterne risiko's op spesifiek die duiktoerisme-bedryf. Bestaande navorsing het ook uitvoerig gefokus op omgewingsrisiko's eerder as hoe eksterne risiko's van 'n politieke, ekonomiese en sosiale aard duik-operateur-volhoubaarheid in die EAME beïnvloed. Die meeste studies het ook gefokus op die aanvraagkant (duikers) in teenstelling met die aanbodkant (duik-operateurs). Verder, omdat duiktoeriste meer buigsaamheid het om hulle bestemming te verander indien risiko's voorkom, bedreig dit die sukses van duik-operateurs in hoë-risiko-gebiede. Om hierdie probleme te hanteer is die primêre doel van die navorsing wat gedoen is om op omvattende wyse die impak van eksterne risiko's (omgewing, ekonomies, sosiaal en polities) op duik-operateurs in vier lande in die EAME te identifiseer uit 'n aanbodkant-perspektief. Om die primêre doelwit te behaal, is die volgende sekondêre doelwitte bereik: 1. Skubaduik-toerisme-operateurs in die EAME en hulle operasionele omvang is geïdentifiseer. 2. Die eksterne risiko's wat die relevantste vir duik-operateurs in die EAME is, is bepaal en hulle vlak van impak is geassesseer. 3. Die individuele eksterne risiko's wat deur elkeen van die lande in die EAME (Kenia, Tanzanië, Mosambiek en Suid-Afrika) ervaar is, is vergelyk deur die gebruik van 'n kruisgeval-analise. 4. Die persepsie van duik-operateurs wat betref of eksterne risiko's 'n duiktoeris se besluit sal beïnvloed om na die duik-operateur se operasionele gebied in die EAME te reis, is geassesseer. Die studie het uit twee fases bestaan. Fase 1 het gestruktureerde onderhoude met 'n geselekteerde groep duik-operateurs behels om insig te kry in die eksterne risiko's wat die algemeenste in die skubaduikbedryf voorkom, en om te help om 'n kwantitatiewe gestruktureerde peiling (fase 2) te ontwikkel, wat gevolglik deur duik-operateurs in Kenia, Tanzanië, Mosambiek en Suid-Afrika voltooi is. Data is ingevoer in SPSS vir kwantitatiewe statistiese analise. Uit die primêre data wat ingesamel is, het die belangrikste bevindings van hierdie studie bepaal dat die huidige ekonomiese en politieke risiko's die grootste impak op duik-operateurs in die EAME het, en daar word verwag dat hierdie tendens sal voortduur. Die omgewingsagteruitgang van koraalriwwe, hoewel dit nie tans as 'n bedreiging beskou word nie, is 'n sleutelbedreiging vir die nabye toekoms. Die grootste invloede wat uitgedruk is as risiko-kategorieë wat 'n invloed op duiktoerisme het, is plaaslike ekonomiese risiko's, internasionale ekonomiese risiko's, plaaslike politieke risiko's en internasionale politieke risiko's. 'n Kruisgeval-analise wat op die vier lande uitgevoer is, het bevind dat eksterne risiko's wisselende uitwerkings binne die verskillende lande het. Laastens het die resultate aangedui dat eksterne risiko's 'n duiktoeris se besluit om na die EAME te reis, aansienlik beïnvloed. Deur die eksterne risiko's te identifiseer en te assesseer wat 'n impak op duik-operateurs in die EAME het, dra hierdie navorsing by tot kennis oor die duiktoerismebedryf in die EAME, asook duiktoerisme verder weg en die wyer veld van toerismebestuur. Die studie se bevindings skep 'n bewustheid van die uitwerking wat eksterne risiko's op duik-operateurs in die streek het. 'n Konseptuele raamwerk is ontwikkel wat eksterne risiko's in die skubaduikbedryf omvat. Risiko-radars, risiko-kaarte en tabelle wat volgens kleur gekodeer is, was verdere uitsette van hierdie studie wat besighede, die gemeenskap en ekonomieë kan help om te reageer op huidige en toekomstige bedreigings en krisisse op 'n meer ingeligte en intuïtiewe manier. Dit kan bereik word deur risikobestuurstrategieë te implementeer om blootstelling aan eksterne risiko's te mitigeer of te verminder; belanghebberbetrokkenheid op die toerismewaardeketting te versterk; en om die behoefte vir regeringsbetrokkenheid by die insluit. / Ho sesa tlasa metsi a lewatle ke mosebetsi o tsebahalang haholo wa boithabiso ba lewatle haufi le mabopo a ka botjhabela le borwa ba Afrika. Sebaka sena se kgethollwa e le lefatshe la bophelo ba mawatle a Afrika Botjhabela (EAME) mme se tsejwa ka leruo la sona la diphoofolo tsa lewatle le dimela, ho kenyelletsa le tse ding tsa diphedi tse fapaneng tsa lewatle la Indian, e leng se etsang hore e be sebaka se tumeng bakeng sa batho ba sesang tlasa lewatle. Bokamoso ba indasteri ya ho tola tlasa lewatle bo kotsing ka lebaka la tshusumetso ya tikoloho, kahisano, dipolotiki le moruo, mme ho na le tlhokahalo ya ho utlwisisa hantle hore dikotsi tsena tsa kantle di ama jwang dikgwebo tsa bothori bo amanang le ho sesa tlasa lewatle EAME (Mabatoweng a Afrika Botjhabela a diphedi tsa mawatle). Bopaki bo hlakileng bo fana ka maikutlo a hore dikotsi tsa kantle, tsa matjhaba le tsa lehae, di na le tshwaetso indastering ya bohahlauli ka kakaretso. Leha ho le jwalo, dipatlisiso tse fokolang di ile tsa etswa mabapi le sefutho sa dikotsi tse jwalo tsa kantle indastering ea bohahlaudi ba ho sesa ka ho kgetheha. Dipatlisiso tse teng di boetse di tsepamisitse maikutlo haholo ka dikotsi tsa tikoloho di sa shebe hore na dikotsi tsa kantle tsa dipolotiki, tsa moruo le tsa kahisano di ama jwang ho tsitsisa tshebetso ho EAME. Diphuputso tse ngata di boetse di tsepame lehlakoreng la tlhokahalo (disesi) ho fapana le lehlakore la diphallelo (batho ba sesang). Ho phaella moo, jwalo ka ha disesi tsa bahahlaudi di ena le maemo a mangata a ho fetola dibaka tsa bona ha ho hlaha dikotsi, sena se senya katleho ya disesi dibakeng tse nang le dikotsi tse ngatanyana. Ho rarolla mathata ana, sepheo se ka sehloohong sa dipatlisiso tse entsweng di ile tsa leka ho lemoha ka ho hlaka sefutho sa dikotsi tsa kantle (tikoloho, moruo, kahisano le dipolotiki) ho disesi dinaheng tse nne tse ka hare ho EAME ho tloha lehlakoreng la phepelo. E le ho finyella sepheo se ka sehloohong, dipheo tse latelang di ile tsa fihlellwa: 1. Ho kgetholla basebeletsi ba bahahlaudi ba ho sesa lebatoweng la EAME le tsela ya tshebetso ya bona. 2. Ho etsa qeto ya dikotsi tse ka ntle tsa bohlokwa ho tsamaisa ba disesi ho EAME le ho hlahloba boemo ba tsona ba tshusumetso. 3. Ho bapiswa dikotsi tse ka ntle tsa naha ka nngwe ho EAME (Kenya, Tanzania, Mozambique le Afrika Borwa) ho sebedisa dintlha tsa ho hlahloba diketsahalo. 4. Hlahloba maikutlo a disesi mabapi le hore na dikotsi tse ka ntle di tla susumetsa qeto ya bahahlaudi ba ho etela sebakeng seo ba sebetsang ho sona ho EAME Thuto e ne e ena le mekgahlelo e mmedi. Mokgahlelo wa 1 o ne o ena le dipuisano tse hlophisitsweng le sehlopha se kgethilweng sa basebetsi ba disesi ho utlwisisa dikotsi tse ka ntle tse atileng haholo indastering ya ho sesa, le ho thusa ho ntlafatsa tlhahlobo e entsweng ka bongata (Phase 2), e ileng ya qetella e phethilwe ke basebetsi ba disesi Kenya, Tanzania, Mozambique le Afrika Borwa. Lesedi le ile la kenngwa ka SPSS bakeng sa tlhahlobo ya dipalopalo. Ho tswa leseding la motheho le bokelletsweng, diphuputso tse kgolo tsa thuto ena di bontshitse hore dikotsi tsa moraorao tsa moruo le tsa lipolotiki di na le tshusumetso e kgolo ho ba sebetsang e le basebetsi ba disesi EAME, mme mokgwa ona o lebeletswe hore o tswele pele. Ho senyeha ha tikoloho ya dimela/diphedi tsa lewatle, ha ho sa nkuweng e le tshoso hona jwale, ke tshoso e ka sehloohong bakeng sa nako e tlang. Tshusumetso e matla ka ho fetisisa e hlalositsweng ka mekgahlelo ya dikotsi tse amang tsela ya ho etela dibaka tsa bohahlaudi ke dikotsi tsa moruo wa lehae, dikotsi tsa matjhaba tsa moruo, dikotsi tsa dipolotiki tsa lehae le dikotsi tsa matjhaba tsa dipolotiki. Phuputso e entsweng dinaheng tse nne e qetile ka hore dikotsi tsa ka ntle di na le diphello tse fapaneng dinaheng tse fapaneng. Qetellong, diphello di bontshitse hore dikotsi tsa ka ntle di susumetsa haholo qeto ya mohahlaudi wa ya sesang tlasa lewatle ho etela EAME. Ka ho kgetholla le ho hlahloba dikotsi tse ka ntle tse nang le tshwaetso basebetsing ba disesi EAME, dipatlisiso tsena di tlatsetsa tsebong lefapheng la bohahlaudi ba ho ho sesa tlasa lewatle dibakeng tsa EAME, ha mmoho le bahahlaudi ba ho sesa ka ho phatlalla tsamaisong ya bohahlaudi. Diphuputso tsa thuto di etsa hore ho be le tlhokomediso ya phello ya ka moo dikotsi tse ka ntle di nang le kameho disesing sebakeng seo. Ho na le moralo o ileng wa etswa o kenyeletsang dikotsi tsa kantle indastering ya ho sesa tlasa lewatle. Diwaelese tse nkgellang dikotsi, dimmapa tsa dikotsi le ditafole tse nang le mebala di ne di boetse di hlahisa thuto ena e ka thusang dikgwebo, setjhaba le moruo ho arabela dikotsing tsa moraorao le tsa nakong e tlang ka ditsela tse rutang le tse nang le tsebo. Sena se ka fihlellwa ka ho kenya tshebetsong maano a tsamaiso ya kotsi bakeng sa ho fokotsa ho pepeseha dikotsing tsa kantle; ho matlafatsa tshebetsong ya bankaseabo motjheng wa bohlokwa wa bohahlaudi; le ho totobatsa tlhokahalo ya ho nka seabo ha mmuso ho sireletsa tikoloho le tshehetso ya kgolo ya dikgwebo tse nyenyane sebakeng seo. Phuputso ya nako e tlang e ka kenyelletsa pono e pharaletseng ya indasteri ya bahahlaudi ba lewatle le dibaka tse ding tsa Blue Economy. / Environmental Sciences / M. Com. (Tourism Management)