This study focuses on the development of a validated and confirmed employee engagement measuring model for use by managers and academia. Data was collected from an array of South African managers by employing a structured 5-point Likert scale questionnaire. A total of 260 usable questionnaires could be analysed, signifying a high response rate of 80%. The Statistical Package for Social Sciences software (Version 18, Version 22.0 and AMOS for Windows) was used as the quantitative analytical software. The following statistical techniques were employed to analyse the data, namely the Kaiser-Meyer-Olkin measure of sampling adequacy, Bartlett‟s test of sphericity, Cronbach Alpha reliability coefficients, Exploratory factor analysis, Confirmatory factor analysis and the Pearson correlation coefficient. The development of the Measure Employee Engagement model wielded theoretical and empirical research. The format was structured into four logical stages, hence the presentation of the study in the approved article format. The study covers the following four steps (as per articles): Article one departed by performing a literature study of employee engagement constructs and its measuring criteria. It examined the application of a myriad of models in various application settings to identify the relevant constructs and measuring criteria. From these constructs and criteria, a draft questionnaire was constructed to collect the data on 11 employee engagement constructs. Validation of measuring criteria was performed to ensure that the criteria accurately measure the specific employee engagement construct. The data was also tested for acceptable reliability levels. The second article departs on the validation of the constructs and its measuring criteria, this time as a unified model and not, as performed in Article 1, the construct validation individually. The objective of this article was to simplify the complex model without deterioration of the measuring contribution thereof. This was achieved by employing factor analysis, and after four rounds of eliminating low-loading and dual-loading criteria, the questionnaire was reduced by 25 measuring criteria and seven factors were extracted explaining a favourable 69.75% of the variance. The simplified model was scrutinised to ascertain statistical validity thereof, an objective achieved with flying colours. The inter-correlations between the seven factors were satisfactory, underpinning the validity of the model. The third article focuses on confirming the employee engagement constructs statistically by means of Confirmatory Factor Analysis as well as to determine the goodness of the model fit. The results confirmed that all seven constructs were significant (p<0.05) and important according to the standardised regression weights. Surprisingly, the most important respondent construct Behavioural engagement had the lowest regression weight, while the lower rated Career growth opportunities showed a much higher regression weight – signifying a higher importance and influence on employee engagement. Regarding goodness of model fit, the CFI, RMSEA and Hoelter‟s indices‟ were used. These indices showed that the model as stated above to measure employee engagement is a good fit and that it can be operationalised to be employed in managerial application settings. Article four operationalised the model validated in Articles 2 and 3. The article thus reports on the actual measurement of the different employee engagement constructs as perceived by the respondents. The results showed that the respondents regarded all seven the constructs as important, with Behavioural employment being regarded as the most important one. Career growth opportunities, surprisingly, was rated the least important construct of employee engagement. Correlational analysis indicated that no significant correlation coefficients exist between the demographic variables and the constructs of employee engagement. The study consisted of both a literature study as well as an empirical study. The university libraries of the North-West University and Management College of South Africa‟s Business School were used to source reference materials with the aid of a specialised research librarian at the North-West University to assist in the location of the most appropriate sources. Apart from the conclusions based on the results obtained in model development, generalised conclusions include the development of a successful model development methodology and guidance in the use of a number of the statistical techniques. This could greatly assist future researchers in the design of their studies, even outside the discipline of employee engagement. / PhD (Business Administration), North-West University, Potchefstroom Campus, 2015

Although student enrolment in South African universities has significantly increased, the retention and graduation rates remain low. One reason for the low student success is the lack of engagement in their studies. It is therefore very important for universities to determine the various predictors of student engagement. The aim of this study is to establish whether proactive behaviour towards strengths use, proactive behaviour towards deficit improvement and fit with study course have an impact on engagement. Universities need to focus on creating an environment in which students can actively use their strengths and develop their weaknesses for improved study fit and enhanced levels of engagement. The general objective of this research study was to test a structural model of proactive behaviour towards strengths use (PBSU), proactive behaviour towards deficit improvement (PBDI), fit with study course and engagement amongst first-year students, and to test the mediating effect of study course between PBSU/PBDI and engagement. This study was conducted in order to gain more knowledge and a better understanding of the antecedents of engagement amongst first-year students in South African. The Mplus and SPSS programmes were utilised for the statistical analysis of the data. A cross-sectional research design was used with a sample of 692 first-year students of a higher education institution in South Africa. The hypothesised model was tested by performing structural equation modelling. The bootstrapping method was used to identify possible mediating effects of fit with study course. The results confirmed a significant positive relationship between PBDI and engagement but no direct significant relationship between PBSU and engagement (although the significant levels were close to 0.05). The results also indicated a significant positive relationship with PBDI and engagement. PBDI was also found to be positively related to engagement. Furthermore, fit with study course fully mediated the relationship between PBSU and engagement and partially mediated the relationship between PBDI and engagement. After conclusions for the study had been drawn recommendations for the institution, students, as well as for future research were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

This study focuses on the development of a validated and confirmed employee engagement measuring model for use by managers and academia. Data was collected from an array of South African managers by employing a structured 5-point Likert scale questionnaire. A total of 260 usable questionnaires could be analysed, signifying a high response rate of 80%. The Statistical Package for Social Sciences software (Version 18, Version 22.0 and AMOS for Windows) was used as the quantitative analytical software. The following statistical techniques were employed to analyse the data, namely the Kaiser-Meyer-Olkin measure of sampling adequacy, Bartlett‟s test of sphericity, Cronbach Alpha reliability coefficients, Exploratory factor analysis, Confirmatory factor analysis and the Pearson correlation coefficient. The development of the Measure Employee Engagement model wielded theoretical and empirical research. The format was structured into four logical stages, hence the presentation of the study in the approved article format. The study covers the following four steps (as per articles): Article one departed by performing a literature study of employee engagement constructs and its measuring criteria. It examined the application of a myriad of models in various application settings to identify the relevant constructs and measuring criteria. From these constructs and criteria, a draft questionnaire was constructed to collect the data on 11 employee engagement constructs. Validation of measuring criteria was performed to ensure that the criteria accurately measure the specific employee engagement construct. The data was also tested for acceptable reliability levels. The second article departs on the validation of the constructs and its measuring criteria, this time as a unified model and not, as performed in Article 1, the construct validation individually. The objective of this article was to simplify the complex model without deterioration of the measuring contribution thereof. This was achieved by employing factor analysis, and after four rounds of eliminating low-loading and dual-loading criteria, the questionnaire was reduced by 25 measuring criteria and seven factors were extracted explaining a favourable 69.75% of the variance. The simplified model was scrutinised to ascertain statistical validity thereof, an objective achieved with flying colours. The inter-correlations between the seven factors were satisfactory, underpinning the validity of the model. The third article focuses on confirming the employee engagement constructs statistically by means of Confirmatory Factor Analysis as well as to determine the goodness of the model fit. The results confirmed that all seven constructs were significant (p<0.05) and important according to the standardised regression weights. Surprisingly, the most important respondent construct Behavioural engagement had the lowest regression weight, while the lower rated Career growth opportunities showed a much higher regression weight – signifying a higher importance and influence on employee engagement. Regarding goodness of model fit, the CFI, RMSEA and Hoelter‟s indices‟ were used. These indices showed that the model as stated above to measure employee engagement is a good fit and that it can be operationalised to be employed in managerial application settings. Article four operationalised the model validated in Articles 2 and 3. The article thus reports on the actual measurement of the different employee engagement constructs as perceived by the respondents. The results showed that the respondents regarded all seven the constructs as important, with Behavioural employment being regarded as the most important one. Career growth opportunities, surprisingly, was rated the least important construct of employee engagement. Correlational analysis indicated that no significant correlation coefficients exist between the demographic variables and the constructs of employee engagement. The study consisted of both a literature study as well as an empirical study. The university libraries of the North-West University and Management College of South Africa‟s Business School were used to source reference materials with the aid of a specialised research librarian at the North-West University to assist in the location of the most appropriate sources. Apart from the conclusions based on the results obtained in model development, generalised conclusions include the development of a successful model development methodology and guidance in the use of a number of the statistical techniques. This could greatly assist future researchers in the design of their studies, even outside the discipline of employee engagement. / PhD (Business Administration), North-West University, Potchefstroom Campus, 2015

Although student enrolment in South African universities has significantly increased, the retention and graduation rates remain low. One reason for the low student success is the lack of engagement in their studies. It is therefore very important for universities to determine the various predictors of student engagement. The aim of this study is to establish whether proactive behaviour towards strengths use, proactive behaviour towards deficit improvement and fit with study course have an impact on engagement. Universities need to focus on creating an environment in which students can actively use their strengths and develop their weaknesses for improved study fit and enhanced levels of engagement. The general objective of this research study was to test a structural model of proactive behaviour towards strengths use (PBSU), proactive behaviour towards deficit improvement (PBDI), fit with study course and engagement amongst first-year students, and to test the mediating effect of study course between PBSU/PBDI and engagement. This study was conducted in order to gain more knowledge and a better understanding of the antecedents of engagement amongst first-year students in South African. The Mplus and SPSS programmes were utilised for the statistical analysis of the data. A cross-sectional research design was used with a sample of 692 first-year students of a higher education institution in South Africa. The hypothesised model was tested by performing structural equation modelling. The bootstrapping method was used to identify possible mediating effects of fit with study course. The results confirmed a significant positive relationship between PBDI and engagement but no direct significant relationship between PBSU and engagement (although the significant levels were close to 0.05). The results also indicated a significant positive relationship with PBDI and engagement. PBDI was also found to be positively related to engagement. Furthermore, fit with study course fully mediated the relationship between PBSU and engagement and partially mediated the relationship between PBDI and engagement. After conclusions for the study had been drawn recommendations for the institution, students, as well as for future research were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

South Africans are engaged in daily battles with work-related and non-work related issues. Although an organisation is not capable of addressing or changing all the issues experienced by the South African population, it can intervene in order to improve the quality of its employees’ working lives. A suggested starting point is person-environment fit (PE fit), due to its effect on job satisfaction and intentions to leave. Consequently, when an individual experiences low PE fit, it will contribute to job dissatisfaction, and intentions to leave as international research has shown. To possibly decrease the impact of these relationships, it is important for leader empowering behaviour to be evident throughout the organisation. The objectives of this study were to determine possible relationships, indirect effects, and moderating effects between PE fit, job satisfaction, intentions to leave, and leader empowering behaviour. A convenience sample of employees working under the guidance of a leader/manager/supervisor was taken from a retail company in Gauteng. Participation in the study was voluntary. A measuring battery measuring PE fit (i.e. person-organisation fit, needs-supplies fit, and demands-abilities fit), job satisfaction, intentions to leave, and leader empowering behaviour (i.e. delegation of authority, accountability, self-directed decision making, information sharing, skills development, and coaching for innovative performance) was used. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations, measurement models, structural models, and goodness-of-fit statistics were used to analyse the data. The results indicate that PE fit has a positive relationship with job satisfaction. Job satisfaction has a negative relationship with intentions to leave. PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderates the relationship between job satisfaction and intentions to leave. Various recommendations were made for the selected retail company as well as for future research. The retail company and employees should comprehend the impact of PE fit on outcomes such as job satisfaction and intentions to leave, as both parties are equally affected by its implications. Therefore, both pro-active and re-active measures should be institutionalised to address PE fit. Additionally, the retail company should understand the importance of leader empowering behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research include longitudinal research designs, as well as the expansion of research beyond the selected company in the retail industry. / MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015

Master of Science / Department of Statistics / Suzanne Dubnicka / To help with identifying distributions to effectively model univariate continuous data, the R function diagnostic is proposed. The function will aid in determining reasonable candidate distributions that the data may have come from. It uses a combination of the Pearson goodness of fit statistic, Anderson-Darling statistic, Lin’s concordance correlation between the theoretical quantiles and observed quantiles, and the maximum difference between the theoretical quantiles and the observed quantiles. The function generates reasonable candidate distributions, QQ plots, and histograms with superimposed density curves. When a simulation study was done, the function worked adequately; however, it was also found that many of the distributions look very similar if the parameters are chosen carefully. The function was then used to attempt to decipher which distribution could be used to model weekly grocery expenditures of a family household.

Thesis (MScEng (Mechanical and Mechatronic Engineering))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The c2 goodness-of-fit (GOF) test was used to determine which standard femoral component would achieve the best geometrical fit for a specific patient. This was done by creating 3D models from computerized tomography scan data through computer segmentation using Materialise MIMICS. The second step was to measure the morphological dimensions of the distal femur whereof twelve were selected and compared to the dimensions of two commercial femoral prosthesis designs. Thirdly, cadaveric femurs were scanned with a 3D desktop scanner to create a database with the dimensions of healthy knees. The 3D model database of the cadaveric femurs included cartilage layer. A cartilage thickness was added to the CT knee dimensions using a self-organizing map (SOM) calculation based on the healthy knee database. The developed method calculated alignment angles with higher accuracy than presently used and determined preoperatively which size to implant. Kinematic simulations of total knee arthroplasty (TKA) knees were compared to normal knee simulations created in LifeMOD. The articulating surface was the only variable changed between the two simulations and the kinematics of different sizes were evaluated. A method was created to scale the femoral component using the standard available sizes. The completed project will be used as foundation for customization of TKA prostheses. / AFRIKAANSE OPSOMMING: Die c2 graad van passing toets metode was gebruik om te bereken watter standaard femorale komponent ’n patiënt die beste geometries pas. Dit was gedoen deur eerstens 3D modelle gemaak vanaf CT skandeer data deur rekenaar segmentasie met Materialise MIMICS. Daarna was morfologiese dimensies gemeet vanaf die distale femur, waarvan twaalf gekies en vergelyk was teen two kommersiële femorale prostesis ontwerpe. Laastens was kadawer femurs geskandeer met ‘n 3D skandeerder om ’n databasis van gesonde knieë te maak. Die 3D modelle van die kadawer bene het die kraakbeen laag bevat. Die kraakbeen dikte was by die CT knie dimensies gevoeg d.m.v. SOM en die gesonde knie databasis. Die nuwe metode bereken die belynings hoeke met hoër akkuraatheid as wat huidiglik gebruik word en bereken voor die operasie watter grote om te gebruik. Kinematiese simulasies van knie prostesis was vergelyk met ’n normale knie simulasies gemaak in LifeMOD. Die artikulêre oppervlakte was die enigste veranderlike tussen die twee simulasies en kinematika van verskillende grotes was ondersoek. ‘n Metode was geskep om die standaard femorale komponent se skaal te verander vir ’n beter passing.

This thesis focuses on algorithms solving the on-line Bin-Covering problem, when the items are generated from a known, stationary distribution. We introduce the Prospect Algorithm. The main idea behind the Prospect Algorithm is to use information on the item distribution to estimate how easy it will be to fill a bin with small overfill as a function of the empty space left in it. This estimate is then used to determine where to place the items, so that all active bins either stay easily fillable, or are finished with small overfill. We test the performance of the algorithm by simulation, and discuss how it can be modified to cope with additional constraints and extended to solve the Bin-Packing problem as well. The Prospect Algorithm is then adapted to achieve perfect packing, yielding a new version, the Prospect+ Algorithm, that is a slight but consistent improvement. Next, a Markov Decision Process formulation is used to obtain an optimal Bin-Covering algorithm to compare with the Prospect Algorithm. Even though the optimal algorithm can only be applied to limited (small) cases, it gives useful insights that lead to another modification of the Prospect Algorithm. We also discuss two relaxations of the on-line constraint, and describe how algorithms that are based on solving the Subset-Sum problem are used to tackle these relaxed problems. Finally, several practical issues encountered when using the Prospect Algorithm in the real-world are analyzed, a computationally efficient way of doing the background calculations needed for the Prospect Algorithm is described, and the three versions of the Prospect Algorithm developed in this thesis are compared.

As German organisations expand their businesses into China, the potential risks associated with a lack of fit in management styles among International Joint Venture (IJV) partner-firms have become increasingly obvious to academic researchers, human resource professionals and partner-firm managers themselves. The general consensus among researchers and practitioners is that cultural differences in management styles are a major deterrent to the success of IJVs. Limited research has been undertaken to specifically examine and identify how partner-firm managers can overcome this barrier in Sino-German IJVs.

As the U.S. population ages, there is a significant increase in functional impairment, chronic conditions and other age related health concerns. In later life, functional limitations and poor quality of health often lead to the utilization of skilled nursing care in institutional settings. However, older adults often report the desire to age in place even when experiencing health challenges. Therefore, identifying ways to promote aging in place at home as a long-term care option could enhance quality of life. The objective of the study is to examine the impact of home modification and other home and community-based services on the ability of Black older adults to age in place in comparison to Whites. The study utilizes administrative data from the Georgia Money Follows the Person program. The results indicate that race, the use of financial support and the utilization of many services were significant in attaining success in the MFP program.