Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Drawing from the fields of positive psychology and career psychology, this research endeavours to study the manifestation of resilience in the workforce population and the elements or attributes which contribute to resilience. More particularly, this paper examines the evident paradigm shift in the changing world of work, as well as whether the culture of the organisation has the potential to play a role in the manifestation of such resilience. The RS-25 by Wagnild and Young (1993) was used to determine levels of resilience and in-depth interviews were conducted in order to expand upon the evidence of resilience. The outcome was that many factors such as positive emotions, individual differences, learned resourcefulness, positive appraisal, positive affectivity, altruism, gender, birth order, emotional intelligence, locus of control, self-directedness, human agency, motivational forces and challenges experienced, sense of coherence and psychological stamina were identified as contributing factors to the level of resilience in an individual. The amalgamation of these factors was solely reliant on the different appraisal of situations and the perceived level of difficulty that was presented by a challenge or hardship, which differed from one person to another. It was largely recognized that resilience is a construct that is learnt and accrued from a very young age. In addition, the greater the hardships experienced, the more resilient a person could become. Moreover, organisational cultures seemed to play a particular role in preparing or enabling employees to become acclimatized or more accustomed to a harsher working world, which required more acts of resilience pertinent to growth and survival. Whether resilience is an inherited trait or learned attribute is not clear. The main aim of this study is to gain insight into the manifestation of resilience in the lived worlds of individuals who overcame severe tribulations. An existential-phenomenological epistemology informed the in-depth interview method applied. The persons interviewed had different ideas about this problem, ranging from the viewpoint that either nature or nurture, or an interaction between the influence of the social environment and inner individual personality qualities, were contributory factors. / AFRIKAANSE OPSOMMING: Binne die vakterrein van die Positiewe Sielkunde en Loopbaansielkunde, strewe hierdie studie daarna om die manifistasie van die konstruk “veerkragtigheid” in die arbeidsmag van naderby te ondersoek. Daar word gelet op verskeie bydraende faktore wat veerkragtigheid kan bevorder. Klem word geplaas op die paradigmaskuif teweeggebring deur ‘n veranderende arbeidswêreld asook die kultuur binne organisasies wat die potensiaal het om in te speel op die bevordering van veerkragtigheid. Die RS-25 deur Wagnild en Young (1993) is gebruik om die vlakke van veerkragtigheid kwantitatief te bepaal. In-diepte onderhoude is gevoer met persone wie sodanig deur die kwantitatiewe metode as hoog op in veerkragtigheid geidentifiseer is. Die doel is om insigte aangaande die manifestasie en persoonlike belewenis van die konstruk te bekom deur middel van ‘n eksitensieël –fenomenologiese benadering. Die bevinding was dat daar verskeie persoonlikheidsfaktore bydraend was tot veerkragtigheid. Aspekte wat vanuit die teorie asook vanuit die praktiese navorsing na vore gekom het en bespreek word, sluit in: positiewe emosies, individuele verskille, vindingrykheid, positiewe selfbeoordeling, effektiwiteit, altruïsme, geslag, geboorte-orde, emosionele intelligensie, lokus van beheer, selfgerigtheid en verantwoordelikhied. Motiverende kragte, vorige uitdagings, ‘n gevoel van koherensie en sielkundige stamina is ook elemente waarna verwys word. Hoe elkeen sy spesifieke situasie geëvalueer het, asook watter vlak van uitdaging in probleme aanvaar word, sou afhang van die kombinasie van hierdie faktore en persoonlike eienskappe soos dit afspeel in die persoonlike ontwikkeling van die individu binne ‘n bepaalde omgewingskonteks. Dit wil voorkom asof veerkragtigheid ‘n eienskap is wat vanaf ‘n jong ouderdom aangeleer word en dat daar ‘n verband ontstaan tussen die mate van swaarkry en gevolglike versterking van hierdie konstruk. ’ n Komplekse interaksie tussen persoonlikhied, ondersteunende omgewing en intensiteit van ervarings word uiteindellik geidentifiseer as die boustene van die konstruk . Daarbenewens sal verskeie organisasie kulture ’n bepalende rol speel in die voorbereiding of ondersteuning van werknemers om te kan aanpas by ‘n veeleisender arbeidsomgewing, om sodoende, meer veerkragtigheid te kan ontwikkel vir toekomstige uitdagings by die werkplek. Of veerkragtigheid suiwer ‘n aangeleerde of suiwer oorerflike eienskap is, is nie onbevange duidelik belig deur die antwoorde wat uit die onderhoude verkry is nie. Die persone waarmee onderhoude gevoer is, het verskil ten opsigte van hul siening hieromtrent. Dit wil tog voorkom dat daar ‘n komplekse interaksie is ten opsigte van die rol van ‘n verskeidenheid persoonlikheids- en omgewingsfaktore en dat organisasies wel kan bydra tot die skepping van ‘n klimaat wat veerkragtigheid kan ontgin en bevorder. Daar word van die standpunt uitgegaan dat veerkragtighied ‘n positiewe eienskap is wat algemeen tot voordeel van die werker sowel as die organisie sal strek, veral in ‘n dinamiese, vinnig veranderende tegnologiese werksomgewing.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: In recent years, organisations in South Africa and around the world have started to realise that they have responsibilities towards the environment and communities they operate in, and that their responsibilities stretch further than just making profits for their shareholders. This growing awareness amongst organisations resulted in the concept of corporate social responsibility (CSR) to escalate in importance and significance (Carroll & Shabana, 2010). The organisations‟ social responsibilities entail more than merely philanthropic activities in that the “social responsibility of business encompasses the economic, legal, ethical, and discretionary (voluntary) expectations that society has of organisations at a given point in time” (Carroll & Shabana, 2010, p. 89). Apart from being a powerful and positive force for social change, organisations can also reap multi-faceted business returns from their CSR endeavours. Large organisations that have specific positions or departments that coordinates the various components of their CSR initiatives needs competent CSR leaders who can act as champions and drive CSR initiatives in their respective organisations. The purpose of this study was to identify the behaviours/competencies necessary to be an effective CSR leader and to develop a CSR leadership measurement instrument that could be used to assess CSR leadership competencies amongst CSR leaders of South African organisations. An ex post facto research design that included both qualitative and quantitative phases was used. A three-phase scale development process based on the work of Netemeyer, Bearden and Sharma (2003) was followed to develop the CSR leadership measurement instrument. Phase 1 (construct definition and domain specification) entailed a literature review, expert judging, as well as the identification of CSR leadership behaviours/competencies. The Leadership Behaviour Inventory (LBI-2) (Spangenberg & Theron, 2010; 2011) was identified to form the basis of the CSR-LQ. In-depth interviews with five CSR leaders were held and they judged the applicability of the 20 dimensions of the LBI-2 for CSR leadership. Additional CSR leader behaviours and competencies were identified through the use of the Critical Incident Technique (CIT). Phase 2 (generation and judging of measurement items) included a process of item generation and expert judgement of measurement items. The revised LBI-2 items, together with new items were compiled in a questionnaire. A 5 point Likert-type scale (1=not at all important to 5=absolutely critical) was used to judge the importance of the CSR-LQ items. A further sample of CSR leaders (n=13) served as expert judges to indicate the applicability and relevancy of the CSR-LQ items. Purposive sampling together with snowball sampling was used to generate the sample. Phase 3 (finalisation of the measurement instrument) entailed finalising the CSR-LQ prior to empirical testing. The study resulted in the identification of CSR leadership competencies and the development of a CSR leadership measurement instrument. It is however too early to draw conclusions from this study, and it is hoped that future researchers will build on this study and develop a comprehensive CSR leadership competency model that could be used to identify and develop successful CSR leaders that will contribute to the CSR objectives of their respective organisations and add to the future development of the country. / AFRIKAANSE OPSOMMING: Organisasies regoor die wêreld, asook in Suid-Afrika, het in die afgelope jare begin besef dat hulle verantwoordelikhede het teenoor die omgewing en gemeenskappe waarin hulle werksaam is en dat hul verantwoordelikhede verder strek as om bloot wins vir hul belanghebbendes te maak. Hierdie toenemende bewustheid onder organisasies het tot gevolg gehad dat die konsep van korporatiewe sosiale verantwoordelikheid (KSV) in belangrikheid en betekenis toegeneem het (Carroll & Shabana, 2010). Organisasies se sosiale verantwoordelikheid behels meer as bloot filantropiese aktiwiteite deurdat dit ekonomiese, wetlike, etiese, en diskresionêre (willekeurige) verwagtinge wat die gemeenskap van organisasies het op 'n gegewe tydstip insluit (Carroll & Shabana, 2010). Buiten vir die feit dat KSV 'n kragtige en positiewe mag vir sosiale verandering is, kan organisasies ook veelvuldige besigheidsvoordele uit hul KSV-pogings trek. Groot organisasies, wat spesifieke posisies of departemente het om die verskeie komponente van hul KSV-inisiatiewe te koördineer, benodig bevoegde KSV-leiers wat as kampvegters kan optree en die KSV-inisiatiewe in hul onderskeie organisasies kan dryf. Die doel van hierdie studie was om die nodige gedrag/bevoegdhede van 'n effektiewe KSV-leier te identifiseer en om 'n KSV-leierskap-meetinstrument te ontwikkel wat gebruik kan word om KSV-leierskapbevoegdhede onder KSV-leiers van Suid-Afrikaanse organisasies te meet. 'n Ex post facto navorsingsontwerp wat beide kwalitatiewe en kwantitatiewe fases ingesluit het, is gebruik. 'n Skaalontwikkelingsproses, gebaseer op die werk van Netemeyer, Bearden and Sharma (2003) en bestaande uit drie fases, is gevolg om die KSV-leierskap-meetinstrument te ontwikkel. Fase 1 (konstrukomskrywing en domeinspesifikasie) het 'n literatuurstudie, kennersoordeel, asook die identifikasie van KSV-leierskapsgedrag/-bevoegdhede bevat. Die Leierskapsgedrag-inventaris (LBI-2) (Spangenberg & Theron, 2010; 2011) is geïdentifiseer om die basis te vorm van die korporatiewe sosiale verantwoordelikheidsleierskap-vraelys (CSR-LQ). In-diepte onderhoude is met vyf KSV-leiers gevoer en hulle het die toepaslikheid van die 20 dimensies van die LBI-2 ten opsigte van KSV-leierskap beoordeel. Bykomende KSV-leierskapsgedrag en -bevoegdhede is geïdentifiseer deur gebruik te maak van die Kritiese Insident-tegniek (KIT). Fase 2 (skep en oordeel van metingsitems) het 'n proses van itemskepping en kennersoordeel van metingsitems ingesluit. Die hersiene LBI-2-items, tesame met nuwe items, is in 'n vraelys saamgevat. 'n Vyf-punt Likert-tipe skaal (1=glad nie belangrik nie tot 5=absoluut noodsaaklik) is gebruik om die belangrikheid van die CSR-LQ-items te bepaal. 'n Verdere steekproef van KSV-leiers (n=13) het as kenners/beoordelaars gedien om die toepaslikheid en relevansie van die CSR-LQ-items aan te dui. Doelgerigte steekproefneming deur middel van sneeubal-steekproefneming is gedoen om die monster te genereer. Fase 3 (finalisering van die meetinstrument) het die finalisering van die CSR-LQ – voor empiriese toetsing – behels. Die studie het gelei tot die identifisering van KSV-leierskapbevoegdhede en die ontwikkeling van 'n KSV-leierskap-meetinstrument. Dit is egter te vroeg om gevolgtrekkings uit hierdie studie te maak, en daar word gehoop dat toekomstige navorsers op hierdie studie sal voortbou. Sodoende kan 'n omvattende KSV-leierskapbevoegdheidsmodel ontwikkel word wat gebruik kan word om suksesvolle KSV-leiers te identifiseer en te ontwikkel. Hierdie suksesvolle KSV-leiers sal tot die KSV-doelwitte van hul onderskeie organisasies kan bydra en waarde kan toevoeg tot die toekomstige ontwikkeling van die land.

Thesis (MComm (Psych))--Stellenbosch University, 2013. / ENGLISH ABSTRACT: An emerging perspective of workplace diversity proposes that a well-managed diverse workforce holds inherent advantages for organisational performance. Little empirical evidence exists to support this view, which may partly be due to a lack of operational frameworks for diversity management at the firm level. This study aims to address two research gaps through (1) the development of a diversity management competency (DMC) framework which can guide diversity management efforts, and (2) the evaluation of the relationship between DMC, different diversity management outcomes (DMO), and firm performance. A mixed method approach was followed, which entailed an initial qualitative phase to explore the DMC construct and to develop a DMC measure. Next, a quantitative phase followed that tested (a) the reliability and validity of the instrument, as well as (b) the hypothesised relationships between DMC and important firm outcomes. Data were generated in the qualitative phase through interviewing managers (N = 12), using the Critical Incident Technique (CIT). Content analysis of the transcribed interviews culminated in distinctive diversity management competencies (DMCs), which represent clusters of diversity management practices, and a DMC measure which was subsequently content validated through both the Content Validity Ratio (Lawshe, 1975) and Cohen's (1960) approaches. The DMC questionnaire was then pilot tested on managers (N = 25) from three large companies to make final modifications. The final questionnaire consisted of eleven subscales (DMCs) and 98 items. The data for the quantitative phase were collected by administering on-line questionnaires measuring the study variables (DMC, DMO and firm performance) to managers (N = 77) from different medium to large companies (k = 33). The measures were item analysed and the hypotheses tested through correlation analysis, using SPSS. The measures indicated high internal consistency. A firm-level analysis of the research data showed that DMC, DMO and firm performance were strongly and significantly correlated, as hypothesised. This study makes three major contributions. First, it develops a firm-level DMC framework that outlines specific clusters of diversity management practices expected to contribute to firm performance by means of enhancing key DMOs. Second, it develops and validates a DMC measure which, along with the DMC framework, has practical utility for diagnostic and developmental purposes. Last, the analyses revealed that DMC, DMO and firm performance are significantly and strongly correlated, which may indicate that diversity management has a significant influence on firm performance. Because of the limited sample size, the results of this study should be cross-validated in larger samples. However, the present research creates an agenda for further confirmatory and exploratory studies on the relationship between diversity management and important firm outcomes. / AFRIKAANSE OPSOMMING: ‘n Ontluikende perspektief van werkplekdiversiteit stel voor dat ‘n goed bestuurde werksmag inherente voordele vir organisasieprestasie inhou. Daar is egter weinig empiriese bewyse om hierdie siening te staaf, wat gedeeltelik onstaan as gevolg van ‘n tekort aan operasionele raamwerke vir diversiteitbestuur op die firma-vlak. Hierdie studie beoog om hierdie navorsingsgaping aan te spreek deur (1) die ontwikkeling van ‘n raamwerk vir diversiteitbestuursbevoegdheid (DBB) wat pogings tot diversiteitbestuur kan lei, en (2) die evaluering van die verwantskaptussen DBB, verskillende diversiteitbestuuruitkomste (DBU), en firmaprestasie. ’n Gemengde-metode benadering is gevolg bestaande uit ’n aanvanklike kwalitatiewe fase om die DBB konstruk te verken en om ‘n DBB metingsinstrument vir DBB te ontwikkel. Vervolgens het ‘n kwantitatiewe fase (a) die betroubaarheid en geldigheid van die meetinstrument bepaalen (b) die hipotetiese verwantskap tussen DBB en belangrike firma-uitkomste getoets. Data is in die kwalitatiewe fase gegenereer deur onderhoudvoering met bestuurders (N = 12) met gebruik van die Kritieke Insident Tegniek (KIT). Inhoudsanalise van die getranskribeerde onderhoude het in onderskeibare diversiteitbestuursbevoegdhede (DBB’e) gekulmineer wat groeperings van diversiteitbestuuurspraktyke verteenwoordig. ’n DBB metingsinstrument is gevolglik vir inhoudsgeldigheid getoets deur beide die Inhoudsgeldigheidverhouding (Lawshe, 1975) en Cohen (1960) se -benaderings te gebruik. Die vraelys het vervolgens‘n toetsloop by bestuurders (N = 25) van drie groot maatskappye ondergaan om finale aanpassings aan te bring. Die finale vraelys bevat elf subskale (DBB’e) en 98 items. Die data vir die kwantitatiewe fase is met behulp van aanlynvraelyste wat die konstrukte van DBB, DBU, en firmaprestasie meet, verkry, wat deur bestuurders (N = 77) van verskillende middelslag tot groot maatskappye (k = 33) ingevul is. Die metingsinstrumente het item-ontleding ondergaan en korrelasie-analise deur middel van SPSS is gebruik om die hipoteses te toets. Die metingsinstrumente het hoë interne bestendigheid getoon. ’n Firm-vlak analise van die navorsingsdata het getoon dat DBB, DBU, en firmaprestasie het sterk en beduidend met mekaar gekorreleer, ter ondersteuning van die navorsingshipoteses. Die studie lewer drie hoofbydraes: eerstens, ‘n firmavlak DBB-raamwerk is ontwikkel wat spesifieke groeperings van diversiteitbestuurspraktyke omlyn wat na verwagting tot die verhoging van belangrike DBU’e en uiteindelik ook firmaprestasie behoort by te dra; tweedens, ‘n DBB metingsinstrument is ontwikkel en gevalideer wat, tesame met die DBB-raamwerk, praktiese gebruikswaarde vir diagnostiese en ontwikkelingsdoeleindes het; en, laastens, het die analises getoon dat DBB, DBU en firmaprestasie beduidend en sterk met mekaar korreleer, wat moontlik aandui dat diversiteitbestuur ‘n beduidende invloed op firmaprestasie het. As gevolg van die beperkte steekproefgrootte, behoort die resultate van hierdie studie gekruisvalideer te word in groter steekproewe. Die belowende resultate van hierdie studie skep egter ‘n agenda vir toekomstige bevestigende en verkennende studies oor die verband tussen diversiteitsbestuurspraktyke en firmaprestasie.

Within academic literature and contemporary organisations, it has become widely accepted that transformational leaders are required to harness the potential of their human resources in the direction of accomplishing organisational objectives and achieving organisational success. Transformational leaders are typically portrayed as charismatic, visionary individuals who are primarily concerned with the needs of their followers and who project a passionate and inspirational attitude within the organisational context. Little research however, has been directed toward a critical analysis of the power dynamics inherent in the leader-follower relationship and the discursive practices which influence and are influenced by this relationship. The current study sought to determine the extent to which a textual analysis of electronic journal articles pertaining to transformational leadership accurately reflected the presence of discursive effects. The findings revealed that both the knowledge products associated with transformational leadership as well as the practice of transformational leaders were informed by and embedded within a human resources management (HRM) discourse. As this discourse seeks to advance the interests of management and the organisation, transformational leadership functions as a mechanism through which the control and domination of workers is enacted within the workplace. Transformational leaders, through their alliance with a managerialist ideology, aspire to motivate employees to transcend their own self-interests and align their values with those of the organisation thereby engendering compliance, docility and self-domination. Discursive formations persuade employees to invest their subjectivities in the organisation, producing a hegemonic situation in which employees become instrumental in their own subordination. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2010.

This research aimed to investigate the internal and external factors influencing career choice and development over a period of approximately ten years and subsequently the variation in, or development of, these factors over this time. In addition, further investigations aimed to understand the extent to which broader economic and global shifts have influenced career trajectory or the experience of careers. The participants in this research were five males, aged between twenty-eight and fortyone, currently completing their Master of Business Administration (MBA). The participants, from different race groups, were interviewed twice using semi-structured interviews and their information recorded and analysed. The analysis, making use of inductive thematic analysis, realised approximately 17 themes that aided in the following findings being confirmed: Firstly, both internal and external factors influenced initial career choice with external factors being somewhat predominant. Secondly, findings suggested a strong relationship between these two sets of factors, with initial internal factors increasing considerably with time, becoming strongly dependant on an entirely new, different set of external factors. Thirdly, findings suggested that career direction and trajectory has become more dynamic and diversified as a result of immense changes in the actual job, resulting in individuals recognising the need to acquire more specialised skills and knowledge to adapt to the current job. In terms of the acquisition of skills, findings suggest that there is no need to change/move jobs; instead it is more important to acquire skills necessary to grow and develop within their current job and company. Results conclude that employees would only be inclined to move/ change jobs only if there was no room for growth and development. Finally, considerable emphasis is being placed on the self, i.e.: self-management of one's career, one's quality oflife and emphasis on personal development (such as the enrolment for an MBA). / Thesis (M.Soc.Sc.)-University of Kwazulu-Natal, Durban, 2006.

<p> Worker fatigue has been the focus of research for many years. However, there is limited research available on the evaluation and measurement of fatigue for prolonged mentally demanding activities.</p><p> The objectives of the study are (1 )to evaluate fatigue for prolonged, mentally demanding work-tasks by considering task-dependent, task-independent and personal factors, (2) to identify effective subjective and objective fatigue measures, (3) to establish a relationship between time and factors that affect fatigue (4) to develop models to predict fatigue.</p><p> A total of 16 participants, eight participants with western cultural backgrounds and eight participants with eastern cultural backgrounds, currently employed in mentally demanding work-tasks (e.g., programmers, computer simulation experts, etc.) completed the study protocols. Each participant was evaluated during normal working hours in their workplace for a 4-hour test session, with a 15-minute break provided after two hours. Fatigue was evaluated using subjective questionnaires (Borg Perceived Level of Fatigue Scale and the Swedish Occupational Fatigue Index (SOFI)); and objective measures (change in resting heart rate and salivary cortisol excretion). Workload was also assessed using the NASA-TLX. Fatigue and workload scales were collected every 30 minutes, cortisol at the start and finish of each 2-hour work block, and heart rate throughout the test session.</p><p> Fatigue significantly increased over time (p-value &lt;0.0001). All measures, except cortisol hormone, returned to near baseline level following the 15-minute break (p-value &lt;0.0001). Ethnicity was found to have limited effects on fatigue development. Poor to moderate (Rho = 0.35 to 0.75) significant correlations were observed between the subjective and objective measures. Time and fatigue load (a factor that impacts fatigue development) significantly interact to explain fatigue represented by a hyperbolic relationship. Predictive models explained a maximum of 87% of the variation in the fatigue measures.</p><p> As expected, fatigue develops over time, especially when considering other factors that can impact fatigue (e.g. hours slept, hours of work), providing further evidence of the complex nature of fatigue. As the 15-minute break was found to reduce all measures of fatigue, the development of appropriate rest breaks may mitigate some of the negative consequences of fatigue.</p>

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: This study was rooted in the emerging positive psychology paradigm of a positive approach to organisational behaviour. The assumption of this study was that certain variables influence work engagement, and it was therefore important to gain an understanding of these antecedents of work engagement. The aim of the study was to investigate the respective relationships that exist between the positive organisational psychological constructs, namely authentic leadership, optimism, self-efficacy and the influence of these variables on work engagement. A study to obtain more clarity about these aspects was therefore planned and executed. Based on the literature, a model depicting a sequential process of interrelationships amongst the constructs was proposed in the study. Both survey and statistical modeling methodologies were employed to guide the investigation. In order to conduct this survey research, an electronic web-based questionnaire was used as the method of data gathering. The questionnaire was programmed and posted for a period of three weeks on the portal of the company where the survey was conducted. A total of 781 e-questionnaires were sent out to the employees working in the particular organisation (a large liquor producing company). A total of 407 (n=407) respondents who work in this company and participated in the study completed four questionnaires – comprising of one composite questionnaire they had to respond to electronically. The four questionnaires constituting the composite questionnaire to obtain the responses from the 407 employees, were the Authentic Leadership Questionnaire (ALQ), Life Orientation Test Revised (LOT-R), General Self-Efficacy Scale (GSES) and the Utrecht Work Engagement Scale (UWES). Confirmatory factor analysis was conducted to evaluate the proposed theoretical structure of each of the constructs. Exploratory factor analysis was only conducted to investigate the reasons where a poor fit was obtained from the confirmatory factor analysis. The results of a Pearson correlation analysis, stepwise multiple regression analysis, and the soft approach to structural equation modeling (SEM), indicated significant relationships between authentic leadership and work engagement, authentic leadership and optimism, optimism and self-efficacy, and self-efficacy and work engagement. Relationships between the constructs authentic leadership and self-efficacy, and optimism and work engagement, were found to be not significant. / AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die nuwe positiewe sielkunde paradigma, meer spesifiek positiewe organisasiegedrag. Die aanname van die studie was dat sekere veranderlikes werkstoewyding be nvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van sekere voorspellers van werkstoewyding. Die huidige studie het ten doel gehad om die verwantskappe tussen veranderlikes binne positiewe organisasiegedrag, naamlik outentieke leierskap, optimisme, selfbekwaamheid, en die invloed van hierdie veranderlikes op werkstoewyding te ondersoek. ‘n Studie om meer duidelikheid oor hierdie aspekte te verkry is dus beplan en uitgevoer. Op grond van die literatuur is ‘n model voorgestel wat ‘n logiese en opeenvolgende volgorde daarstel van hoe die verskillende konstrukte aan mekaar verwant is. Sowel opname- asook statistiese modelleringsmetodiek is in hierdie studie gebruik. Data vir hierdie opnamenavorsing is versamel deur middel van ‘n elektroniese webgebaseerde-vraelys. Die vraelys is geprogrammeer en vir ‘n tydperk van drie weke op die portaal van die organisasie geplaas waar die opname gedoen is. ‘n Totaal van 781 evraelyste is uitgestuur na die werknemers wat in hierdie spesifieke organisasie werk (‘n groot drankvervaardigingsmaatskappy). ‘n Totaal van 407 (n=407) respondente wat in die betrokke organisasie werk en aan hierdie studie deelgeneem het, moes vier vraelyste – wat deel uitgemaak het van een saamgestelde vraelys – elektronies voltooi. Die vier vraelyste wat deel uitgemaak het van die saamgestelde vraelys en gedien het om die 407 werknemers se menings mee te verkry, het bestaan uit die Authentic Leadership Questionnaire (ALQ), Life Orientation Test Revised (LOT-R), General Self-Efficacy Scale (GSES), en die Utrecht Work Engagement Scale (UWES). Bevestigende faktorontleding was gebruik om die onderliggende teoretiese struktuur van al die konstrukte te evalueer. Waar ‘n swak passing verkry was gedurende bevestigende faktorontleding, is verkennende faktorontleding gebruik om die oorsaak te identifiseer. Die resultate van die Pearson-korrelasie analise, stapsgewyse meervoudige regressie analise, en die sagte benadering tot struktuurvergelykings-modellering (SVM), het aangedui dat daar beduidende verwantskappe tussen outentieke leierskap en werkstoewyding, outentieke leierkap en optimisme, optimisme en selfbekwaamheid, en selfbekwaamheid en werkstoewyding bestaan.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Career management has received a significant amount of research attention because of its known effects on important work-related outcomes such as organisational commitment (De Vos, Dewettnick & Buyens, 2007). However, the modern world of work has brought fresh challenges for both individuals and organisations when it comes to the management of careers. Rapid economic, technological and societal change imply that, on the one hand, organisations face the challenge of retaining and motivating talented employees through the judicious use of career management systems. On the other hand, these influences indicate a growing awareness of the individual‟s responsibility for career development. However, the way in which individuals respond to organisational initiatives through their work-related attitudes is not well known. Despite previous research that has successfully investigated the relationship between career management and organisational commitment, the possible role that individual differences may play in this regard has received scant research attention. This research study firstly investigates the direct relationships between career management (i.e., both individually and organisationally driven activities) and affective organisational commitment, and secondly, it aims to explore the role of individual differences in this process by examining the moderating role of personality (in the form of openness to experience) in this relationship. For this purpose, quantitative data were collected by means of a survey questionnaire administered to a South African public sector organisation (N = 311) and analysed with correlation and moderated multiple regression analysis to test the hypothesised relationships. The results indicated that employees‟ perceptions regarding the organisation‟s career management activities influence whether individuals initiate internally or externally oriented career self management activities. Where respondents perceived receiving high levels of organisational career management, they also reported increased organisational commitment. More committed individuals, on their part, were found to be more likely to engage in internally oriented individual career management and less likely to practice career management activities aiming at leaving the organisation. Results showed that openness to experience did not moderate the relationship between organisational career management and commitment. However, openness to experience did moderate the effect of commitment on individuals‟ career self-management activities (both internally and externally oriented activities). The implications of these results are discussed and limitations of the present study, as well as recommendations for future studies, are presented. / AFRIKAANSE OPSOMMING: Loopbaanbestuur ontvang tradisioneel aansienlike navorsingsaandag weens die bewese effek daarvan op belangrike werksverwante uitkomste soos organisasie-verbondenheid (De Vos, Dewettnick & Buyens, 2007). Die modêrne werkswêreld bied egter vars uitdagings met betrekking tot loopbaanbestuur vir beide individuele werknemers én vir organisasies. Snelle verandering in die ekonomiese, tegnologiese en sosiale landskap veroorsaak dat, op hul beurt, organisasies, die uitdaging in die gesig staar om talentvolle werknemers te behou en te motiveer deur die oorwoë toepassing van loopbaanbestuurstelsels. Op die keersy, veroorsaak hierdie invloede „n groter bewustheid van die verantwoordelikheid van die individu vir sy/haar eie loopbaanbestuur. Die wyse waarop individue reageer op organisasie-inisiatiewe in terme van hul werkshoudings is egter relatief onbekend. Ten spyte van vorige navorsing wat suksesvol die verbandskap tussen loopbaanbestuur en organisasieverbondenheid ondersoek het, het die moontlike rol van individuele verskille in hierdie proses egter betreklik min navorsingsaandag ontvang. Hierdie navorsingstudie ondersoek eerstens die direkte verwantskap tussen loopbaanbestuursaktiwiteite (d.w.s., beide individuele en organisasiegedrewe aktiwiteite) en organisasieverbondenheid, en tweedens, word die bemiddelende rol van individuele verskille in hierdie proses verken deur die rol van persoonlikheid (in die vorm van oopheid tot ervaring) te ondersoek. Vir hierdie doeleinde is kwantitatiewe data ingesamel deur middel van vraelyste afgeneem binne „n Suid Afrikaanse openbare sektor organisasie (N = 311). Hierdie data is ontleed met korrelasie-ontledings en meervoudige regressie-analise ten einde die gehipotiseerde verbandskappe te toets. Die resultate toon dat werknemers se perspepsies van die organisasie se loopbaanbestuuraktiwiteite bepaal tot watter mate hulle intern- of ekstern gefokusde loopbaanselfbestuuraktiwiteite onderneem. Waar respondente hoë vlakke van organisasiegedrewe loopbaanbestuur gerapporteer het, was hoë vlakke van organisasieverbondenheid teenwoordig. Meer verbonde individue, op hulle beurt, was meer geneig om intern-geöriënteerde loopbaanbestuur toe te pas en minder geneig om aktiwiteite te onderneem gerig op uittrede uit die organisasie. Die resultate toon verder dat, alhoewel oopheid tot ervaring nie die verband tussen organisasie-loopbaanbestuur en verbondheid modereer nie, dit wél die effek van verbondheid op individue se selfgedrewe loopbaanbestuursaktiwiteite (beide intern- en ekstern-geöriënteerde aktiwiteite) modereer. Die implikasies van die resultate word vervolgens bespreek en die beperkinge van die huidige studie word uitgelig. Ten slotte, word aanbevelings vir toekomstige studies gemaak.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Although fifteen years have passed since the change in political dispensation in South Africa, the integration of citizens belonging to the previously disadvantaged sections of society is still progressing at a bewilderingly slow pace. Gaining access to the world of work is instrumental in the alleviation of poverty and the promotion of economic and social stability in a country still plagued by the legacy of apartheid. While South Africa is currently in the process of breaking down the scaffolding of apartheid and promoting the welfare of all South Africans along more equitably lines, the overall success of relevant initiatives fundamentally hinges on both the former oppressors and the formerly oppressed coming to terms with the past and, more importantly, engaging in a process of constitutional reconciliation and compromise to overcome unconstructive attitudes brought about through decades of colonialism, racism and segregation. Following from this, attitudes towards cultural diversity in general and, more specifically, the forces (i.e. nomological network of antecedents) that shape such attitudes, informed the research question that initiated the current study. Preliminary theorising culminated in the formulation of a tentative theoretical model explicating the relationship between various variables and the attitude towards cultural diversity. The proposed theoretical model in an effort to answer the question that initiated the research implied that values influence the attitude towards cultural diversity. Furthermore, it was argued that the relationship between values and the attitude towards cultural diversity is moderated by race and gender. The proposed theoretical model was formally assessed with the use of a convenience sample of 1 357 students from four prominent universities in South Africa (Northwest University, Cape Peninsula University of Technology, University of Stellenbosch, and Nelson Mandela Metropolitan University). A quasi double cross-validation procedure was utilised whereby a single sample was divided into two equal subsamples: (a) a calibration sample and (b) validation sample. A combination of qualitative and quantitative research paradigms was utilised in the current study. Only quantitative results are reported formally, although the qualitative technique of Critical Discourse Analysis (CDA) was utilised extensively during the stages of theorisation. The statistical analysis became naturally segmented in four distinct sections: the validation of the Schwartz Value Survey (SVS) and the Cultural Diversity Belief Scales (CDBS); the refinement of the SVS and CDBS; testing of the proposed theoretical model via Structural Equation Modelling (SEM); and testing the moderating effects of race and gender on the attitude towards cultural diversity by means of moderated regression analysis. Partial support was found for the proposed linkages between values main effects and the attitude towards cultural diversity, as well as for the moderating effects of race and gender on the value-attitude linkages. Conclusions were drawn from the results obtained and recommendations for future research have been made. / AFRIKAANSE OPSOMMING: Alhoewel die politieke bewind in Suid-Afrika reeds vyftien jaar gelede verander het, vorder die integrasie binne die samelewing van die voorheen benadeelde gedeeltes van die bevolking teen ‘n verstommend stadige pas. Die verkryging van toetrede tot die wêreld van werk dra by tot die verligting van armoede en die bevordering van ekonomiese en maatskaplike stabiliteit in ‘n land wat steeds deur die nalatenskap van apartheid geteister word. Met Suid-Afrika tans betrokke by die aftakeling van die apartheidsteierwerk en die bevordering van die welsyn van alle Suid-Afrikaners op meer gelyke grondslag, rus die algehele sukses van relevante inisiatiewe daarop dat die voormalige verdruktes en die voormalige verdrukkers met die verlede vrede maak, maar ook meer dat hulle deur ’n proses van grondwetlike versoening en akkoord die onopbouende houdings wat deur dekades van kolonialisme, rassisme en segregasie tot stand gekom het, kan oorkom. Vanuit hierdie agtergrond het houdings teenoor kulturele diversiteit in die algemeen en, meer spesifiek, die magte (d.i. nomologiese netwerk van voorafgaande gebeure) wat aan sulke houdings vorm gee, die navorsingsvraag laat ontstaan wat tot die huidige studie gelei het. Die voorafgaande teorie-ontwikkeling het tot die formulering van ‘n tentatiewe teoretiese model gelei om die verhouding tussen verskeie veranderlikes en die houding teenoor kulturele diversiteit te ontvou. In ‘n poging om ‘n antwoord te vind vir die vraag wat tot die navorsing gelei het, het die voorgestelde teoretiese model geïmpliseer dat waardes die houding teenoor kulturele diversiteit beïnvloed. ‘n Verdere argument was dat die verband tussen waardes en die houding teenoor kulturele diversiteit deur ras en geslag gemodereer word. Die voorgestelde teoretiese model is formeel geassesseer met gebruik van ’n gerieflikheidssteekproef bestaande uit 1 357 studente vanuit vooraanstaande universiteite in Suid-Afrika (die Universiteit van die Noordweste, die Kaapse Skiereiland Universiteit van Tegnologie, die Universiteit van Stellenbosch en die Nelson Mandela Metropolitaanse Universiteit).’n Kwasi dubbele kruis-validering (quasi double cross-validation) prosedure is gebruik waardeur ‘n enkelvoudige steekproefneming in twee gelyke steekproewe verdeel is: (a) ‘n kalibreringssteekproef en (b) ‘n valideringsteekproef. ’n Kombinasie van kwalitatiewe en kwantitatiewe navorsingsparadigmas is in die huidige studie gebruik. Slegs kwantitatiewe resultate word formeel gerapporteer, alhoewel kwalitatiewe Kritiese Diskoers-analise (Critical Discourse Analysis) omvattend gebruik is gedurende die teoretiseringstadia. Die statistiese ontledings het op natuurlike wyse in vier duidelike afdelings verdeel: die validering van die Schwartz Value Survey (SVS) en die Cultural Diversity Belief Scales (CDBS); die verfyning van die SVS en die CDBS; die toets van die voorgestelde teoretiese model met behulp van Structural Equation Modelling (SEM); en die toets van die modererende effekte van ras en geslag op die houding teenoor kulturele diversiteit deur middel van modererende regressie-analise. Gedeeltelike ondersteuning is gevind vir die voorgestelde verband tussen hoof-effekte van waardes en die houding teenoor diversiteit, sowel as vir die modererende effek van ras en geslag op die waardes-houdings verband. Gevolgtrekkings is gemaak uit die resultate wat verkry is en voorstelle in verband met toekomstige navorsing is aan die hand gedoen.

Thesis (MPhil)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The aim of this research study was to look at the challenges which student peer educators face at Stellenbosch University. Semi-structured interviews were done with male and female peer educators who are involved at the Office for Institutional HIV Co-ordination (OIHC), where the peer educators have been recruited and trained. Interviews were done to determine what the peer educators’ experiences are when they work on campus, go out into the community and even when they socialise with their friends. From listening to the peer educators’ experiences it was found that with safe sex messaging there are mixed responses from males and females. According to the peer educators, students would rather purchase another brand of condoms than the Choice condoms distributed on campus. It was also found that males did not have a problem with condoms being placed in their residences, while females had a problem with that. Regarding HIV testing, females are much more open and enthusiastic to go for an HIV test than males. Challenging someone’s risky sexual behaviour is a huge challenge for all peer educators, since behaviour change does not happen easily. Many students also used withdrawal as a form of contraception. In the community peer educators were faced with language barriers and married people were not very enthusiastic to go for an HIV test. Behaviour change is possible, but difficult to bring about. / AFRIKAANSE OPSOMMING: Die doel van die navorsingstudie was om te kyk na die uitdagings wat studente portuurgroep-opleiers ervaar by Stellenbosch Universiteit. Semi-gestruktureerde onderhoude is gedoen met manlike en vroulike portuurgroep-opleiers wie betrokke is by die Kantoor vir Institusionele MIV Ko-ordinering, waar die portuurgroep-opleiers opleiding ontvang het. Onderhoude is gedoen om te bepaal wat die portuurgroep-opleiers se ervarings was wanneer hulle gewerk het op kampus, in die gemeenskap, of met hulle vriende gekuier het. Deur na die portuurgroep-opleiers se ervarings te luister is daar gevind dat deur die oordra van veilige seks boodskappe daar gemengde reaksies was by mans en vroue. Volgens die portuurgroep-opleiers sal studente liewer ander kondome koop en gebruik as die Choice kondome wat op kampus versprei word. Daar is ook gevind dat mans in die koshuise nie ’n probleem gehad het as daar kondome in hulle koshuis geplaas word nie, terwyl vroue wel ’n probleem daarmee het. Wat MIV toetse betref was vroue meer entoesiasties om vir ‘n MIV toets te gaan as mans. Om iemand se seksuele gedrag uit te daag is baie moeilik aangesien gedragsverandering nie so maklik gebeur nie. Baie studente gebruik ook “withdrawal” as ‘n tipe voorbehoedmiddel. In die gemeenskap was daar taal probleme wat portuurgroep-opleiers ondervind het sowel as getroude mense wat nie optimisties was om vir ‘n MIV toets te gaan nie. Gedragsverandering is moontlik, maar baie moeilik.