Denna studie tittar på hur personlighet och generellt politiskt ställningstagande samvarierar med politisk tolerans i en svensk kontext. Formerna av tolerans som undersöktes var generell politisk tolerans samt riktad politisk tolerans mot både höger och vänster i dess mer extrema form. Studien undersöker också samband mellan personlighet samt en vilja till att tysta andra. Studien baserades på en internetbaserad enkät med 273 respondenter i det slutgiltiga urvalet. Resultaten visade att personlighet hade en inverkan på hur vi agerar gentemot andra expressivt där nivåer på extraversion och neuroticism korrelerade med viljan att tysta andra och där extraversion även var en prediktor. Studiens resultat visar också på att personlighetsdraget öppenhet predicerade riktad politisk tolerans mot vänster samt att politiskt ställningstagande kunde predicera tolerans mot höger. För generell politisk tolerans var neuroticism från Big Five samt ärlighet från HEXACO signifikanta prediktorer. Detta skiljer sig delvis från tidigare forskning. / This study examines how personality and general political stance correlate with political tolerance in a Swedish context. The forms of tolerance investigated were general political tolerance as well as directed political tolerance towards both the right and left in its more extreme form. The study also examines the relationship between personality and a belief in silence others. The study was based on an internet-based survey with 273 respondents in the final sample. The results showed that personality had an impact on how we behave towards others expressively, where levels of extraversion and neuroticism correlated with the belief in silence others, and where extraversion was also a predictor. The study's results also show that the personality trait openness predicted directed political tolerance towards the left and that political stance could predict tolerance towards the right. For general political tolerance, neuroticism from the Big Five and honesty from HEXACO were significant predictors. This differs partly from previous research.

Denna studie undersöker om vilka olika personlighetsdrag hos studenter som har ett samband med akademisk oärlighet. Studien delar upp akademisk oärlighet i följande fem kategorier: plagiering, fusk under tentamen, otillåten hjälp, oetiskt samarbete och manipulering av inlämningsarbeten. Datainsamlingen genomfördes via en enkät med 48 frågor genom ett bekvämlighetsurval, antalet studenter som deltog var 324, varav 240 kvinnor och 80 män och 4 valde att inte ange kön. En korrelationsanalys och regressionsanalys genomfördes för att undersöka sambanden mellan variablerna personlighetsdrag i relation till akademisk oärlighet. Den multipla regressionsanalysen visade ett signifikant samband mellan akademisk oärlighet och personlighetsdragen oärlighet, öppenhet och ålder. Oärlighet visade sig vara starkast prediktor till akademisk oärlighet, vilket tyder på att högre nivåer i oärlighet tenderar att öka risken för akademiskt oärligt beteende. Studiens slutsats är att personlighetsdragen oärlighet och öppenhet, samt ålder visar ett signifikant samband i relation till akademisk oärlighet.

Thesis (MComm)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: It is the role of the Industrial Psychologist and the Human Resources function within a company to contribute positively to an organisation’s competitive advantage. Human capital should be viewed and managed as a critical success factor within this context. The probability of attaining success over competitors could be addressed through focussing on the impact of employee performance on competitive advantage. With reference to the organisational life cycle, the e-commerce industry in South Africa seems to be in its infancy. It is in this stage when attaining high levels of performance from employees is of critical importance. In this lies the key for building and growing a competitive advantage that would set one organisation apart from the other – where one organisation would survive the infancy stage and another would drown in the quest to match the demands posed by the relevant industry and its customers. There is minimal Industrial or Organisational Psychology research that has tested hypotheses in the e-commerce industry. This contributed to the decision to implement this research in the e-commerce industry. The e-commerce industry is growing rapidly, and performance therefore is a key factor for success in any e-commerce company in South Africa. The focus of this study was to review the Job Demands Resources model (JD-R model) within the e-commerce retail industry in South Africa in order to add to the knowledge base regarding human behaviour at work, with specific reference to engagement, burnout and performance. The research question of the study was formulated regarding which “state of wellbeing” would increase performance. The JD-R model makes provision for evaluating this question in a structured manner. The JD-R model indicates that performance is influenced by work engagement/burnout (wellbeing). It also indicates that there are certain job demands, job resources and personal resources that will influence wellbeing. The study was facilitated through the use of an ex post facto correlational research design. A sample of 117 workers was chosen from the e-commerce retail industry to participate in the study. Participation was voluntary, the data was collected specifically for the purpose of this study, and all responses were treated confidentially. The measurements that were used included key performance indicators (KPIs), the Utrecht Work Engagement Scale (UWES), the Maslach Burnout Inventory – General Survey (MBI-GS), the Job Characteristics Scale, and the HEXACO model. The literature review formed a logical argument that culminated in a theoretical Stellenbosch University https://scholar.sun.ac.za iii model as well as a set of hypotheses with reference to the various dimensions in the JD-R model. The results showed that: a) Engagement has a significant positive influence on performance. b) Job resources (advancement, personal growth and organisational support) have a significant positive influence on engagement. c) Job resources (advancement, personal growth and organisational support) have a significant negative influence on burnout. d) Personal resources (extraversion) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant positive influence on engagement. f) Personal resources (agreeableness) have a significant negative influence on burnout. The following hypotheses were not supported: a) Burnout has a significant negative influence on performance. b) Personal resources (extraversion) have a significant positive influence on engagement. c) Personal resources (emotionality) have a significant positive influence on engagement. d) Personal resources (emotionality) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant negative influence on burnout. f) Personal resources (agreeableness) have a significant positive influence on engagement. g) Job demands (job overload) have a significant negative influence on engagement. h) Job demands (job overload) have a significant positive influence on burnout. i) Job demands (job insecurity) have a significant negative influence on engagement. j) Job demands (job insecurity) have a significant positive influence on burnout. Attention was also paid to future research considerations, recommendations to the managers of employees and to the limitations of the study. / AFRIKAANSE OPSOMMING: Dit is die rol van die Bedryfsielkundige en die Menslike Hulpbronne funksie in maatskappye om 'n positiewe bydrae tot 'n organisasie se mededingende voordeel te maak. Menslike kapitaal moet beskou en bestuur word as ‘n kritiese sukses faktor in hierdie konteks. Die waarskynlikheid om sukses bo die kompetisie te behaal kan aangespreek word deur om fokus te plaas op die impak wat werknemersprestasie het op mededingings voordeel. Met verwysing na die organisatoriese lewenssiklus blyk die e-handelbedryf in Suid-Afrika om in sy beginstadium te wees. Dit is in hierdie stadium waar die bereiking van hoë vlakke van prestasie van werknemers van kritieke belang is. Hierin lê die sleutel vir die vordering en groei van 'n mededingende voordeel van een maatskappy bo ‘n ander - waar die een organisasie die beginstadium sou oorleef en die ander onder die druk van die versoeke/eise van die betrokke bedryf en sy kliënte sou swyk. Daar is ‘n beperkte hoeveelheid navorsing wat gevind kon word in die veld van Bedryfsielkunde wat hipoteses in die e-handelbedryf toets. Hierdie bevinding het bygedra tot die besluit om hierdie navorsingstudie oor die e-handelbedryf voort te sit. Die e-handelbedryf toon vinnige groei, en prestasie is dus tans 'n belangrike faktor vir sukses in enige e-handelmaatskappy in Suid-Afrika. Die fokus van hierdie navorsingstudie was om die “Job Demands Resources model (JD-R model)” in die e-kleinhandelbedryf in Suid-Afrika toe te pas om sodoende by te dra tot die huidige kennis beskikbaar ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbegeestering, uitbranding en prestasie. Die navorsingsvraag van die navorsingstudie is geformuleer rondom die aanname dat die "toestand van welsyn" prestasievlakke sal verhoog. Die primêre doel van die navorsingstudie was om deur middel van die toepassing van die JD-R model in die e-kleinhandelbedryf, by te dra tot die beskikbare kennis ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbetrokkenheid, uitbranding en prestasie. Die JD-R model maak op 'n gestruktureerde wyse voorsiening vir die evaluering van hierdie verhoudings. Die JD-R model dui aan dat prestasie beïnvloed word deur werksbetrokkenheid/uitbranding (welsyn). Dit dui ook dat daar sekere werksvereistes, werkshulpbronne en persoonlike hulpbronne is wat welstand beïnvloed. Stellenbosch University https://scholar.sun.ac.za v Die navorsingstudie is gefasiliteer deur die gebruik van 'n ex post facto korrelasie-ontwerp. 'n Steekproef van 117 werkers is uit die e-kleinhandelbedryf gekies om aan die studie deel te neem. Deelname was vrywillig, die data is spesifiek ingesamel vir die doel van hierdie navorsingstudie en alle data is as vertroulik hanteer. Die volgende metingsinstrumente is gebruik: kern prestasie aanwysers (KPA’s), die Utrecht Work Engagement Scale (UWES), die Maslach Burnout Inventory – General Survey (MBI-GS), die Job Characteristics Scale, en die HEXACO model. Die literatuuroorsig vorm 'n logiese argument wat lei tot 'n teoretiese model, sowel as 'n stel hipoteses met verwysing na die verskillende dimensies soos gevind in die JD-R model. Die resultate toon: a) Werksbetrokkenheid het ‘n beduidende positiewe invloed op prestasie. b) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende negatiewe invloed op uitbranding. d) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende negatiewe invloed op uitbranding. Die volgende hipoteses was nie aanvaar nie: a) Uitbranding het ‘n beduidende negatiewe invloed op prestasie. b) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende positiewe invloed op werksbetrokkenheid. d) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende negatiewe invloed op uitbranding. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. Stellenbosch University https://scholar.sun.ac.za vi g) Werksvereistes (oorlading) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. h) Werksvereistes (oorlading) het ‘n beduidende positiewe invloed op uitbranding. i) Werksvereistes (werkonsekerheid) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. j) Werksvereistes (werkonsekerheid) het ‘n beduidende positiewe invloed op uitbranding. Aandag is ook geskenk aan toekomstige navorsings oorwegings, aanbevelings aan die bestuurders van werknemers asook aan die beperkinge van die navorsinstudie.

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Wasser ist eine der wichtigsten Ressourcen. Jedoch schätzt man, dass sich das globale Wasserdefizit schon im Jahr 2030 auf ca. 40 Prozent belaufen wird. Klimawandel, veränderte Lebensweisen, und Bevölkerungswachstum verstärken das Nachfrage-Angebot-Defizit. Als Konsequenz leiden immer mehr Regionen unter Wasserknappheit. Eine reduzierte Wassernachfrage bedingt durch verstärktes Wassersparen kann das Problem verringern. Das Ziel dieser Dissertation ist es daher, zu einem besseren Verständnis der sozio-demographischen und psychologischen Determinanten von Wassersparverhalten beizutragen. Basierend auf drei Datensätzen aus Deutschland und Jordanien wurden die verschiedenen Facetten von Wassersparverhalten und deren Determinanten beleuchtet. Das Verhältnis zwischen Wassersparen und Umwelteinstellung, einem latenten Konstrukt, das kooperative, prosoziale und sogar moralische Tendenzen widerspiegelt, wurde konzeptionell untersucht. Zusätzlich wurde Wassersparen in Deutschland als ein Repräsentant für moralisches Verhalten verwendet. In diesem Zusammenhang wurden Umwelteinstellung und der Persönlichkeitsfaktor Ehrlichkeit-Bescheidenheit auf ihr Vermögen hin verglichen, moralisches Verhalten vorherzusehen. Eine ausführliche Analyse zur Bewertung einer Kampagne zur Förderung des Wassersparbewusstseins hat detaillierte Informationen zu ihren tatsächlichen Effekten gezeigt. Eine weitere Analyse hat sich auf die Determinanten von Wassersparverhalten in Jordanien konzentriert. Die Ergebnisse zeigen, dass Wassersparverhalten nicht durch Alter, Bildungsgrad und Einkommen beeinflusst wird, sondern eher durch die Ausprägung der Umwelteinstellung. Diese Dissertation liefert wertvolle Informationen für Forscher und Politiker. Die detaillierte Untersuchung von verschiedenen Wasserspardeterminanten birgt großes Potenzial für ein verbessertes Wassermanagement. / Water is one of the most important resources. However, the global water deficit was estimated to reach about 40% by 2030. Climate change, changing lifestyles, and population growth increase the supply and demand gap further. As a consequence, more and more regions experience water scarcity. In that context, reduced household water demand due to enhanced water conservation could alleviate the problem or, at least, reduce the pressure on water resources. Thus, this thesis aims to contribute to a better understanding of the socio-demographic and psychological determinants of water conservation behavior. Based on three distinct datasets from Germany and Jordan, the manifold facets of water conservation and its determinants were examined. From a conceptual perspective, the relationship between water conservation and environmental attitude, a latent construct representing cooperative, prosocial, and even moral tendencies, were investigated. Furthermore, water conservation in Germany was used as a proxy for moral behavior. In that respect, environmental attitude and the personality factor Honesty-Humility were compared in order to determine, which factor constitutes the better predictor of moral behavior. Using original data from Jordan, a comprehensive impact evaluation of a water conservation awareness campaign revealed detailed information on its actual effects. Another analysis focused on a wide variety of water conservation determinants in Jordan. The results indicate that water conservation does not differ with respect to age, education, and income, but rather with different levels of environmental attitude. This thesis provides valuable information for researchers and policy makers alike. The detailed examination of various water conservation determinants offer a great potential for an improved management of household water demand.

Thesis (MCOM)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The flexible nature of the service delivery environment has had a major impact on the functioning of organisations. Managers realise that they need to be flexible and able to change if they want to survive in the long run. Employees are the tools service organisations utilise to make profit in the hospitality industry. The restaurant industry is a highly competitive environment and managers cannot afford poor service delivery from employees. Employees experiencing high levels of job engagement and low levels of job burnout have indicated superior performance and increased financial returns. The primary objective of this research study was to develop and empirically test a structural model that elucidates the antecedents of variance in job engagement and job burnout among frontline waitrons at franchise x in the Western Cape. In addition, the research study investigated whether employees utilise deep acting or surface acting when faced with emotional labour demands. The study investigated whether certain personality traits are more suitable for the industry by investigating whether certain personality characteristics are related to job engagement or job burnout. In this research study, partial least square (PLS) analyses were utilised to test the formulated hypotheses. Quantitative data was collected from 333 frontline waitrons employed at franchise x in the Western Cape. Data was collected specifically for the purposes of the study and participation was voluntary. The survey was distributed at the branches of franchise x. Managers had a week to facilitate their frontline waitrons in the completion of the surveys. The data was kept confidential and anonymous throughout the study. The survey comprised five sections. The first section asked participants for specific biographical and employment information. Subsequent sections measured specific latent variables applicable to the study utilising reliable and valid measuring instruments. These instruments were the Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) and the Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data was subjected to a range of statistical analyses. The findings shed light on the importance of job engagement for frontline waitrons at the branches of franchise x in the Western Cape. The results indicate that proactive management of job and personal resources and job demands may result in desirable outcomes such as increased job engagement and financial returns. The study provides South African industrial psychologists with much needed insight into the presenting problem within the hospitality industry. With reference to the managerial implications and the recommended interventions, industrial psychologists can ensure retention of job engagement and decrease of job burnout among frontline waitrons within the hospitality industry. / AFRIKAANSE OPSOMMING: Die buigsame aard van die diensverskaffingsomgewing het ‘n groot impak gehad op die funksionering van organisasies. Bestuurders het tot die besef gekom dat hulle buigsaam moet wees asook bereid wees om te verander indien hulle op die lange duur wil oorleef. Werknemers is die gereedskap wat diensorganisasies gebruik om ‘n wins in die gasvryheidsbedryf te maak. Die restaurantbedryf is ‘n hoogs mededingende omgewing en bestuurders kan nie swak dienslewering deur hul werknemers bekostig nie. Werknemers wat hoë vlakke van werksbetrokkenheid (job engagement) en lae vlakke van werksuitbranding (job burnout) ervaar, toon superieure prestasie en verhoogde finansiële opbrengste. Die hoofdoelwit van hierdie navorsingstudie was om ‘n strukturele model te ontwikkel en empiries te toets om die antesedente van variansie in werksbetrokkenheid en werksuitbranding onder eerstelynkelners by franchise x in die Wes-Kaap te verklaar. Daarbenewens het die navorsingstudie ook ondersoek of werknemers van deep acting of surface acting gebruik maak wanneer hulle deur emosionele arbeidseise gekonfronteer word. Die studie het ondersoek of sekere persoonlikheidseienskappe meer geskik is vir die bedryf deur te kyk of hulle verwant is aan werksbetrokkenheid of werksuitbranding. In hierdie navorsingstudie is gedeeltelike kleinstekwadrate (partial least squares (PLS)) analises gebruik om die geformuleerde hipoteses te toets. Kwantitatiewe data is verkry vanaf 333 eerstelynkelners wat vir franchise x in die Wes-Kaap werk. Die data is spesifiek vir die doelwitte van die studie versamel en deelname was vrywillig. Die opname is in harde kopie onder die bestuurders van franchise x versprei. Bestuurders het ‘n week gehad om die opname onder hulle eerstelynkelners te versprei vir voltooiing. Die data is as vertroulik beskou en anonimiteit is verseker. Die opname is in vyf dele verdeel. Die eerste gedeelte het die deelnemers se biografiese en indiensnemingsinligting gemeet. Die daaropvolgende dele het spesifieke latente veranderlikes gemeet wat van toepassing was op die studie deur van betroubare en geldige meetinstrumente gebruik te maak. Hierdie instrumente was die Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), die Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) en die Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data is aan ‘n reeks statistiese analises onderwerp. Die bevindinge werp lig op die belangrikheid daarvan dat eerstelynkelners in franchise x se takke in die Wes-Kaap werksbetrokkenheid ervaar. Die resultate toon dat pro-aktiewe bestuur van werk en persoonlike hulpbronne en werk aanvraag kan lei tot gewenste resultate soos hoër werksbetrokkenheid en finansiële groei. Die studie verskaf Suid-Afrikaanse bedryfsielkundiges met belangrike insigte in die presenterende probleem in die gasvryheidsbedryf. Met verwysing na die bestuursimplikasies en die aanbevole ingrypings, kan bedryfsielkundiges die behoud van werksbetrokkenheid en ‘n vermindering van werksuitbranding onder eerstelynkelners in die gasvryheidsbedryf verseker.

There is abundant anecdotal evidence substantiating Mori’s initial observation of the "uncanny valley", a point at which human response to non-human entities drops sharply with respect to comfort (Mori, 1970), and the construct itself has a long-standing history in both Robotics and Psychology. Currently, many fields such as design, training, entertainment, and education make use of heuristic approaches to accommodate the anticipated needs of the user/consumer/audience in certain important aspects. This is due to the lack of empirical substantiation or, in some cases, the impossibility of rigorous quantification; one such area is with respect to the user’s experience of uncanniness, a feeling of "eeriness" or "wrongness" when interacting with artefacts or environments. Uncanniness, however, continues to be defined and measured in a largely subjective way, and often after the fact; an experience or product’s uncanny features are pointed out after the item has been markedly avoided or complained about by the general public. These studies are among the first seeking to determine a constellation of personality traits and physiological responses that incline the user to have a more frequent or profound "uncanny" reaction when presented with stimuli meeting the criteria for a level of "eeriness". In study 1, 395 adults were asked to categorize 200 images as uncanny, neutral, pleasant, or other. In Study 2, physiological and eye-tracking data was collected from twenty two adults as they viewed uncanny, neutral and pleasant images culled from study 1. This research identifies components of the uncanny valley related to subjective assessment, personality factors (using the HEXACO and Anthropomorphic Tendencies Scale), and biophysical measures, and found that traits unique to Emotionality on the HEXACO inventory, compounded with a form of anthropomorphism demonstrates a level of relationship to the subjective experience of uncanny stimuli. There is evidence that HEXACO type and forms of anthropomorphic perception mediates the biophysical iv expression and the subjective perception of the stimuli. In keeping with psychological hypotheses, stimuli to which the participants had greatest response centered on death, the threat of death, or mismatched/absent facial features.