South Africa has gone through immense changes in the past two decades. The period around 1994 has been characterised by a comprehensive set of political, social and economic changes, which greatly influenced not only the lives of individuals in this county but also many businesses, organisations and companies. Further to this, South Africa has become increasingly intercultural in orientation as companies persevered in establishing intricate networks with partners in a diverse set of cultures. This has put enormous strain on organisations to remain competitive in the market. It is critical that organisations develop a more resilient workforce with greater psychological capacities to succeed in the on-going war for talent. Attracting and retaining talented employees can give organisations a sustained competitive advantage. In view of the growing intricacies in the business world, ambiguity in markets, and employees’ attitudes, it is crucial that organisations invest in psychological assessments. However, investing in valid and reliable psychological assessments has become more difficult due to vast cultural diversity South Africa comprises off. The general objective of this study was to explore social desirability in the white Afrikaans group. A qualitative design was used and a quota non-probability sampling method was implemented among white Afrikaans-speaking people of South Africa (N=60), who differed from one another with regard to age, gender and socio-economic status. The measuring instrument was a semi-structured interview, which was based on the phenomenological approach. The results of the interviews were transcribed and captured in Excel. Content analysis was used to interpret the responses in socially desirable themes. Independent psychologists and language and cultural experts were employed in order to validate the initial interpretations. The descriptive terms were reduced through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. In the representation of social desirability and impression management strategies within the white Afrikaner group, six main themes with sixty sub-themes in total were identified. The six themes are facilitating, gender-based, intellect-openness, interpersonal relatedness, intrapersonal relatedness and value-based. Firstly, to facilitate others by giving advice and guidance will be seen as desirable and make a favourable impression. Secondly, to display characteristics that are typically associated with males and females, such as masculinity and femininity, will be seen as desirable and can make a positive impression. Thirdly, having a unique natural ability or skill and being receptive to new and different ideas will be seen as desirable and make a good impression on others. Fourthly, remaining constructive in one’s relationships, and fifthly, remaining constructive in one’s inner thoughts and possessing inner confidence and having respect will make a favourable impression and can be seen as socially desirable. Lastly, exhibiting moral consciousness and being trustworthy, loyal and reliable will make a positive impression and will be perceived as desirable by the white Afrikaner group. Recommendations for future research and for practice were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

South Africa has gone through immense changes in the past two decades. The period around 1994 has been characterised by a comprehensive set of political, social and economic changes, which greatly influenced not only the lives of individuals in this county but also many businesses, organisations and companies. Further to this, South Africa has become increasingly intercultural in orientation as companies persevered in establishing intricate networks with partners in a diverse set of cultures. This has put enormous strain on organisations to remain competitive in the market. It is critical that organisations develop a more resilient workforce with greater psychological capacities to succeed in the on-going war for talent. Attracting and retaining talented employees can give organisations a sustained competitive advantage. In view of the growing intricacies in the business world, ambiguity in markets, and employees’ attitudes, it is crucial that organisations invest in psychological assessments. However, investing in valid and reliable psychological assessments has become more difficult due to vast cultural diversity South Africa comprises off. The general objective of this study was to explore social desirability in the white Afrikaans group. A qualitative design was used and a quota non-probability sampling method was implemented among white Afrikaans-speaking people of South Africa (N=60), who differed from one another with regard to age, gender and socio-economic status. The measuring instrument was a semi-structured interview, which was based on the phenomenological approach. The results of the interviews were transcribed and captured in Excel. Content analysis was used to interpret the responses in socially desirable themes. Independent psychologists and language and cultural experts were employed in order to validate the initial interpretations. The descriptive terms were reduced through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. In the representation of social desirability and impression management strategies within the white Afrikaner group, six main themes with sixty sub-themes in total were identified. The six themes are facilitating, gender-based, intellect-openness, interpersonal relatedness, intrapersonal relatedness and value-based. Firstly, to facilitate others by giving advice and guidance will be seen as desirable and make a favourable impression. Secondly, to display characteristics that are typically associated with males and females, such as masculinity and femininity, will be seen as desirable and can make a positive impression. Thirdly, having a unique natural ability or skill and being receptive to new and different ideas will be seen as desirable and make a good impression on others. Fourthly, remaining constructive in one’s relationships, and fifthly, remaining constructive in one’s inner thoughts and possessing inner confidence and having respect will make a favourable impression and can be seen as socially desirable. Lastly, exhibiting moral consciousness and being trustworthy, loyal and reliable will make a positive impression and will be perceived as desirable by the white Afrikaner group. Recommendations for future research and for practice were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

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

L’objectif de cette thèse est de jeter un éclairage sur ce qui influence une personne, ayant peur d’être abandonnée, à s’automutiler. Les modèles psychologiques des relations d’objet et de l’attachement ont montré empiriquement que la peur de l’abandon, via les concepts de l’anxiété d’attachement et de la dépendance, est associée à l’automutilation. Cependant, la nature de cette relation n’a jamais été approfondie. Après avoir défini et mis en contexte la notion d’automutilation, une explication théorique est proposée à l’aide des approches des relations d’objet, de l’attachement et de l’évitement expérientiel des fonctions de l’automutilation, afin de mieux comprendre ce qui influencerait une personne dépendante à s’automutiler. La présente thèse suggère que les individus dépendants et ayant peur d’être abandonnés s’automutileraient afin de gérer leurs émotions négatives liées à la perception d’un abandon, d’une séparation ou d’un rejet. Cette influence de l’automutilation se ferait, théoriquement, à travers des fonctions de régulation intrapersonnelle et interpersonnelle, telles que la régulation affective, l’autopunition et l’influence interpersonnelle, mais également par une fonction d’évitement de l’autonomie. Ces fonctions permettraient de préserver les représentations internes d’une relation de dépendance et ainsi réduire les sentiments subjectifs de l’abandon. Pour appuyer empiriquement ces propositions, 58 participants consultant en clinique externe de psychologie ont, entre autres, complété le Questionnaire des expériences dépressives (DEQ), l’Inventaire d’énoncés sur l’automutilation (ISAS) et l’Entrevue diagnostique révisée pour les troubles limites de la personnalité (DIB-R). Les résultats montrent qu’une dépendance, de type anaclitique, et la fréquence de l’automutilation sont associées et que leur relation peut s’expliquer par les effets médiateurs des difficultés sur les plans affectifs et interpersonnels. En outre, la dépendance anaclitique apparaît être liée spécifiquement à différentes fonctions de l’automutilation, soit symboliser la détresse interne, l’antidissociation, l’influence interpersonnelle ainsi que l’évitement de l’autonomie. Ces résultats suggèrent que la dépendance anaclitique favorise l’expérience de difficultés affectives et interpersonnelles qui augmentent la fréquence de l’automutilation. En outre, ils suggèrent que l’automutilation, associée à ce type de dépendance, servirait à réguler des états affectifs internes, influencer l’environnement interpersonnel et éviter l’autonomie. Quant à elles, la régulation affective et l’autopunition sont présentes chez une majorité des personnes qui s’automutilent, sans égard à leur niveau de dépendance. Ainsi, si ces fonctions sont bien liées théoriquement à la dépendance derrière l’automutilation de certains individus, les analyses rappellent qu’elles contribuent également à l’automutilation chez des personnes n’ayant pas de crainte particulière de l’abandon. / The objective of this thesis is to shed light on what may lead a dependent person who fears abandonment to engage in self-injury. Psychological models of object relations and attachment have shown that self-injury is empirically associated with fear of abandonment via dependency and attachment anxiety. However, the nature of this relationship has yet to be thoroughly explained. Having defined and contextualised self-injury, a theoretical explanation is proposed through object relations, attachment and experiential avoidance functions of self-injury, all with the goal of better understanding what can influence a dependent individual to self-injure. This thesis suggests that individuals who are dependent and afraid of being abandoned might use self-injury to regulate negative emotions associated with their perception of abandonment, separation or rejection. Theoretically, this influence of self-injury could occur through intrapersonal and interpersonal functions, such as affect regulation, self-punishment and interpersonal influence, as well as autonomy avoidance. These functions might serve to protect internal representations of dependence and thus, reduce subjective feelings of abandonment. To test these theoretical proposals, 58 outpatient participants completed, among other measures, the Depressive Experiences Questionnaire (DEQ), the Inventory of Statements About Self-Injury (ISAS) and the Revised Diagnostic Interview for Borderlines (DIB-R). Results showed a relationship between anaclitic neediness and self-injury frequency, which was explained by mediator effects of both affective and interpersonal problems. Furthermore, this type of dependency was found to be specifically associated with marking distress, anti-dissociation, interpersonal influence and autonomy avoidance functions of self-injury. These findings suggest that anaclitic neediness favours the experience of affective and interpersonal difficulties, which in turn increase the frequency of self-injury. Results also suggested that self-injury associated with this type of dependency might serve to regulate internal affective states, to influence the interpersonal environment and to avoid autonomy. Affect regulation and self-punishment functions were endorsed by the majority of individuals who self-injured, regardless of their level of dependence. While these two functions are associated in theory to dependency issues that underpin self-injury for some individuals, analyses indicated that these functions also contribute to self-injury behaviour in people who do not fear abandonment specifically.

The complexity of mental development in humans together with human interaction in the social context presents itself to be a continued source of investigation and exploration. Emotional Intelligence (EI) is such a field of study in the discipline of psychology. Researchers emphasized the importance and value of emotional development ("soft-skills") equal to cognitive development (“hard-skills”). EI abilities are associated with key skills and competencies required for operating successfully in today’s organizations. This study focused on this theme specifically and tried to determine how EI training impacted on the success of the individual who fits the modern working profile and how emotionally intelligent employees are beneficial to organisational success overall. An ethnographic qualitative study (including an autoethnography) was performed on individuals of different participant groupings who completed the Neuro-Link EI Program. The aim was to assess if they showed increased growth in areas of EI, specifically addressed in the program namely self-awareness, self-management, social awareness, and social management. Findings indicated that EI training works with positive results. It was of great value to the individual having an immense impact on their personal lives. It further had a major positive impact on the group dynamics of individuals who attended the training. At companies where facilitators presented the program, EI training had a positive impact. A conclusion on the impact that such training had on the two companies whose staff members directly participated in this study, was not yet possible at the time of the study. The development of an awareness model for the promotion of EI training in the workplace is recommended. This may increase available knowledge regarding corporate EI training but also accelerates an emerging, but a too slowly growing movement. / Psychology / M.A. (Psychology)

Text in English / Exploring the Impact of Emotional Intelligence Training in the Workplace. The complexity of mental development in humans together with human interaction in the social context presents itself to be a continued source of investigation and exploration. Emotional Intelligence (EI) is such a field of study in the discipline of psychology. Researchers emphasized the importance and value of emotional development ("soft-skills") equal to cognitive development (“hard-skills”). EI abilities are associated with key skills and competencies required for operating successfully in today’s organizations. This study focused on this theme specifically and tried to determine how EI training impacted on the success of the individual who fits the modern working profile and how emotionally intelligent employees are beneficial to organisational success overall. An ethnographic qualitative study (including an autoethnography) was performed on individuals of different participant groupings who completed the Neuro-Link EI Program. The aim was to assess if they showed increased growth in areas of EI, specifically addressed in the program namely self-awareness, self-management, social awareness, and social management. Findings indicated that EI training works with positive results. It was of great value to the individual having an immense impact on their personal lives. It further had a major positive impact on the group dynamics of individuals who attended the training. At companies where facilitators presented the program, EI training had a positive impact. A conclusion on the impact that such training had on the two companies whose staff members directly participated in this study, was not yet possible at the time of the study. The development of an awareness model for the promotion of EI training in the workplace is recommended. This may increase available knowledge regarding corporate EI training but also accelerates an emerging, but a too slowly growing movement. / Psychology / M.A. (Psychology)

本研究乃在探討個人內在衝突、人際衝突、個人生涯規劃的瞭解程度以及生涯發展效能之間的關係，並提出衝突管理的技巧與方法以做為個人生涯規劃時的技術之一。 　　本文共分為六章，第一章為「緒論」，說明本文之研究緣起與研究目的、研究範圍、研究方法與研究限制、及重要名詞界定。 　　其次，本文採文獻探討法與問卷調查法，在文獻探討方面，於第二章為「生涯發展的理論基礎與相關文獻」，將說明生涯發展理論的概況、生涯發展的理論與模型、生涯發展的階段與任務以及生涯發展的效能。第三章為「衝突管理的理論基礎及其應用」，探討衝突管理的基本內涵、衝突管理的理論與模型、衝突管理的方法與技巧。 　　再者，在問卷調查方面，本研究之抽樣對象為財政部賦稅署、高雄市國稅局、臺灣省南區國稅局、台北市稅捐稽徵處及花蓮縣稅捐稽徵處等五個機關，總計531位稅務人員。研究量表為筆者自行編製，主要的變項為個人內在衝突、人際衝突、個人生涯規劃的瞭解程度以及生涯發展效能四大部份，資料分析方法則採次數分配、t考驗、變異數分析、相關分析及迴歸分析等方法。這些內容皆於第四章「實證研究調查與設計」中，分為相關研究與本文研究架構及假設、研究對象的探討、研究工具及樣本特性、及資料分析方法四節說明之。 　　再次，於第五章「研究結果分析與討論口說明本研究的結果，而本文的研究發現可歸納為以下數點： 　　1.男性、已婚者、主管人員、年齡較長者、服公職年資較久者、及簡任官等人員對生涯規劃的瞭解程度較高。 　　2.女性、未婚，在目前機關任職五年以下者、及委任官等人員之「個人一角色的衝突」較高。 　　3.年齡較輕者與服公職年資較短者，其個人的內在衝突較高。 　　4.男性、主管人員、年齡較輕者、服公職年資較短者、及薦任官等人員，對人際衝突處理風格較偏向採取「整合」的方法。 　　5.男性、已婚、主管人員、年齡較長者、服公職年資較久者、監察政風人員、官等較高者、及花蓮縣稅捐稽徵處人員，其生涯發展的效能較高。 　　6.個人生涯規劃瞭解程度與個人內在衝突、人際衝突的處理風格及生涯發展效能的相關性，分別呈負相關、正相關及正相關。 　　7.個人內在衝突與人際衝突的處理風格、及與生涯發展效能的相關性，皆呈現負相關。 　　8.「整合」、「專斷」及「妥協」等人際衝突的處理風格與生涯發展效能呈現正相關。 　　9.個人的生涯規劃瞭解程度、個人內在衝突及人際衝突對生涯發展效能的預測力不盡理想。 　　10.在本研究中，稅務人員人際衝突的處理風格僅出現四種，亦即整合、謙恭、專斷、及妥協四種風格。 　　最後，第六章「結論」將綜合前述的研究結果加以討論，並就理論探討與實証研究部份提出研究建議。

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

Qu’est-ce que la spontanéité en langue ? Comment investit-elle les différents types de discours oraux ? Avec quelles limites ? Nous cherchons à mettre au jour les aspects formels (marqueurs) de la spontanéité à partir de corpus de différents types. Nous partons de l’hypothèse selon laquelle un locuteur a tendance à produire des énoncés syntaxiquement plus complexes s’il parle spontanément que s’il surveille son énonciation, et que cette complexité linguistique se manifeste par une réduction syntaxique. La réduction des énoncés ou des formes qui le constituent, alliée à d’autres critères tels que leur caractère prédicatif, et le rôle de l’intonation pour leur complétude, s’observe effectivement dans des énoncés où l’élan de la spontanéité est patent. Cet élan est scalaire, il varie même au sein d’un tour de parole, comme le montrent les auto-ajustements. Sa variation chez un même locuteur se manifeste par des variations linguistiques intrapersonnelles.Ces variations corrélées (élan/langue) sont observables grâce au corpus spécifique que nous avons constitué : au cours d’interactions informelles, un procédé de sollicitation freine l’élan du locuteur, et celui-ci est amené à reformuler son énoncé avec plus d’attention à la forme. Les équivalences sémantiques produites dans ce contexte sont confrontées et mettent au jour l’effet de la scalarité de la spontanéité sur la grammaire des énoncés. Il se confirme que la réduction est bien un marqueur de spontanéité. Mais surtout, cette réduction investit tous les niveaux de la langue. Cette concomitance d’éléments réduits est non seulement compatible avec l’élan de la spontanéité mais elle le nourrit. / What is spontaneity in language? What role does it play in different types of oral discourse, and which constraints is it subject to? This study sets out to identify formal markers of spontaneity in different corpora. We hypothesize that a speaker tends to produce more complex syntactic statements when speaking spontaneously than when monitoring his /her spoken discourse, and that this linguistic complexity is manifested in syntactic reduction. The reduction of the statements or their component forms, combined with other criteria such as their predictive nature, and the role of intonation in their completeness, is indeed observed in statements where the impulse of spontaneity is very evident. This impulse varies, even within a single speaking turn, as can be seen in self-adjustments. Impulse variation in a single speaker is manifested by intrapersonal linguistic variations.These correlated variations (impulse and language) can be observed thanks to the specific corpus compiled for this study, which permits the comparison of semantic equivalences, revealing the effect of the degree of spontaneity on the grammar of statements. The study confirms that reduction is indeed a marker of spontaneity. But reduction affects all levels of language. This concomitance of reduced elements is both compatible with and also fosters the impulse of spontaneity.

This study explores the world of human conflict in the workplace, the workplace (in this case) being a South African university. Using the academic tools of ethnography and autoethnography, I investigate the dimensions of human conflict management, which include intrapersonal, interpersonal and intra-group conflict management, from a psychological perspective. In this thesis I refer, in particular, to examples and extractions taken from case studies that focus on conflicts between employees. In doing so I used an eclectic, psychodynamic theoretical frame of reference. The data was collected and processed over a period of fourteen years. Another focus of this thesis is my reflections on my personal development as a counselling psychologist specialising in intrapersonal, interpersonal and intra-group conflict management within an institutional organisation. The participants‟ stories revealed intense emotional experiences and I have put forward suggestions on how these experiences could be explored and dealt with by means of psychologically orientated techniques and interventions within the boundaries of the ethical codes and values of counselling psychology. My eclectic choice of brief psychotherapy, strengths-based counselling, and psychodynamic-based intrapersonal, interpersonal and intra-group interventions are included in my personal narrative. This study serves only as a guideline to other counselling psychologists who deal with human conflicts in similar situations. I have not tried to present a generalised theory. In this study, I argue strongly that there is indeed a place for counselling psychologists and the application of psychological knowledge in the world of human resources departments in organisations. I believe that counselling psychologists can operate, alternatively, as individual counselling psychologists, workshop facilitators and co-facilitators, as consultants, and as members of multidisciplinary teams to address, among other, conflict management in a tertiary institution. / Psychology / D. Litt. et Phil. (Psychology)