Urbanisation is an ever-growing global phenomenon which creates altered environments characterised by increased human habitation, exotic species, impermeable surfaces, artificial structures, landscape fragmentation, habitat loss, and modified energy– and resource pathways. The vulnerable Rand Highveld Grassland vegetation unit in the Tlokwe Municipal area, South Africa, has been extensively degraded and transformed by urbanisation and agriculture. Only 1% of this endangered ecosystem is currently being actively conserved. Grassland fragments in urban areas are considered to be less species rich and less functional than their more “natural” counterparts, and are therefore not a priority for conservation. In this study the effects of landscape matrix quality on intra patch variables, namely plant species diversity and functional diversity, and fine-scale biogeochemical landscape function (as determined by Landscape Function Analysis or LFA) of 30 fragments of the Rand Highveld Grassland vegetation unit were explored. Four urbanisation measures (percentage urban land cover, percentage grass land cover, edge density, and density of people), acting as indicators for patterns and processes associated with urban areas, were calculated for matrix areas with a 500m radius surrounding each selected grassland fragment to quantify the position of each grassland remnant along an urban-to-rural gradient. Using the specific urbanisation measures, the grassland fragments were objectively classified into two classes of urbanisation, namely “rural/peri-urban” and “urban”, to allow for statistical comparisons between intra-patch variables for grassland remnants exposed to similar urbanisation pressures. Plant species composition and diversity were determined in the selected grassland fragments and nine functional traits were described for each species. Plant functional diversity was determined by five functional diversity indices, namely functional richness, evenness, divergence, dispersion, and specialisation. Fine-scale biogeochemical landscape function was determined by executing the LFA method. LFA assesses fine-scale landscape patchiness and 11 soil surface indicators to produce three main LFA parameters (stability, infiltration, and nutrient cycling), which indicates how well a system is functioning in terms of resource conservation and soil processes. Possible relationships between fine-scale biogeochemical landscape function and plant species- and functional diversity were also investigated. NMDS ordinations and basic statistics were used to determine trends and effects within the data. The results indicated that urban grassland remnants had lower mean plant species richness, Shannon species diversity (significantly), and Pielou species evenness than rural/peri-urban grassland fragments. Urban grassland fragments also contained significantly higher percentage of exotic species. Correlations were found between the four urbanisation measures and percentage species of the total species richness possessing certain functional attributes. This indicated that increased urbanisation may influence the species composition and the occurrence of certain plant traits in the selected grassland fragments. Urbanisation seems to have no effect on fine-scale landscape heterogeneity of the selected grassland fragments. Rural/peri-urban grassland fragments had higher infiltration capacity, nutrient cycling potential, and total SSA functionality (although not significantly), which may be ascribed to differences in management practices, such as mowing in urban areas and grazing in rural areas. Rand Highveld Grassland fragments in the urban landscape matrix of Potchefstroom city are just as conservable in terms of plant species diversity and functional diversity, as well as on a biophysical function level involving soil processes than rural/peri-urban grassland fragments. High plant species diversity and the presence of certain plant traits did not contribute to high soil surface stability, infiltration capacity, nutrient cycling potential and total soil surface functioning. / MSc (Environmental Sciences), North-West University, Potchefstroom Campus, 2013

Urbanisation is an ever-growing global phenomenon which creates altered environments characterised by increased human habitation, exotic species, impermeable surfaces, artificial structures, landscape fragmentation, habitat loss, and modified energy– and resource pathways. The vulnerable Rand Highveld Grassland vegetation unit in the Tlokwe Municipal area, South Africa, has been extensively degraded and transformed by urbanisation and agriculture. Only 1% of this endangered ecosystem is currently being actively conserved. Grassland fragments in urban areas are considered to be less species rich and less functional than their more “natural” counterparts, and are therefore not a priority for conservation. In this study the effects of landscape matrix quality on intra patch variables, namely plant species diversity and functional diversity, and fine-scale biogeochemical landscape function (as determined by Landscape Function Analysis or LFA) of 30 fragments of the Rand Highveld Grassland vegetation unit were explored. Four urbanisation measures (percentage urban land cover, percentage grass land cover, edge density, and density of people), acting as indicators for patterns and processes associated with urban areas, were calculated for matrix areas with a 500m radius surrounding each selected grassland fragment to quantify the position of each grassland remnant along an urban-to-rural gradient. Using the specific urbanisation measures, the grassland fragments were objectively classified into two classes of urbanisation, namely “rural/peri-urban” and “urban”, to allow for statistical comparisons between intra-patch variables for grassland remnants exposed to similar urbanisation pressures. Plant species composition and diversity were determined in the selected grassland fragments and nine functional traits were described for each species. Plant functional diversity was determined by five functional diversity indices, namely functional richness, evenness, divergence, dispersion, and specialisation. Fine-scale biogeochemical landscape function was determined by executing the LFA method. LFA assesses fine-scale landscape patchiness and 11 soil surface indicators to produce three main LFA parameters (stability, infiltration, and nutrient cycling), which indicates how well a system is functioning in terms of resource conservation and soil processes. Possible relationships between fine-scale biogeochemical landscape function and plant species- and functional diversity were also investigated. NMDS ordinations and basic statistics were used to determine trends and effects within the data. The results indicated that urban grassland remnants had lower mean plant species richness, Shannon species diversity (significantly), and Pielou species evenness than rural/peri-urban grassland fragments. Urban grassland fragments also contained significantly higher percentage of exotic species. Correlations were found between the four urbanisation measures and percentage species of the total species richness possessing certain functional attributes. This indicated that increased urbanisation may influence the species composition and the occurrence of certain plant traits in the selected grassland fragments. Urbanisation seems to have no effect on fine-scale landscape heterogeneity of the selected grassland fragments. Rural/peri-urban grassland fragments had higher infiltration capacity, nutrient cycling potential, and total SSA functionality (although not significantly), which may be ascribed to differences in management practices, such as mowing in urban areas and grazing in rural areas. Rand Highveld Grassland fragments in the urban landscape matrix of Potchefstroom city are just as conservable in terms of plant species diversity and functional diversity, as well as on a biophysical function level involving soil processes than rural/peri-urban grassland fragments. High plant species diversity and the presence of certain plant traits did not contribute to high soil surface stability, infiltration capacity, nutrient cycling potential and total soil surface functioning. / MSc (Environmental Sciences), North-West University, Potchefstroom Campus, 2013

This research was aimed at validating the PHQ–9 in an African context. This study forms part of the project of Psychosocial Health and Biomarkers in an African context (FORT3, Wissing, 2008). The Patient Health Questionnaire (PHQ–9) is a nine–item depression scale that has the potential of being a dual–purpose instrument to establish the diagnosis of a depressive disorder, as well as the grade of symptom severity (Kroenke, Spitzer & Williams, 2001). The PHQ–9 was administered with criterion related measures to a multicultural convenience sample of 2214 participants from the North West Province of South Africa, including two groups of adolescents (n1 = 1480 and n2 = 559) and an availability sample of adults (n3 = 185). Instruments to determine criterion validity were the General Health Questionnaire (GHQ), designed to detect symptoms of mental disorders; the Mental Health Continuum - Short Form for Adults (MHC–SF) which measures the degree of emotional, social and psychological well–being; and the New General Self–Efficacy Scale (NGSE) designed to measure an individual’s general self–efficacy. Descriptive statistics for the PHQ–9 including its reliability in the various groups is reported. The PHQ–9 manifested a Cronbach Alph are liability index of 0.86. Criterion–related validity was supported by significant correlations between the PHQ–9 and criterion measures. Confirmatory factor analysis for the PHQ–9 yielded a one–factor solution in all groups. The percentage variance explained ranged between 34.71% and 46.62%. Exploratory factor analyses yielded two factors in all groups with the second factor comprised of no more than 2 items and thus interpreted as a minor factor. The construct validity obtained in this research indicates that the PHQ–9 may be a valid measure to identify depression in a South African context. Based on the psychometric properties found in this study, it can be concluded that the PHQ–9 is a valid measure of depression in two of the samples selected for this study. Future studies may further validate this instrument in specific language and cultural groups, and explore the cross–cultural measurement equivalence. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

This research was aimed at validating the PHQ–9 in an African context. This study forms part of the project of Psychosocial Health and Biomarkers in an African context (FORT3, Wissing, 2008). The Patient Health Questionnaire (PHQ–9) is a nine–item depression scale that has the potential of being a dual–purpose instrument to establish the diagnosis of a depressive disorder, as well as the grade of symptom severity (Kroenke, Spitzer & Williams, 2001). The PHQ–9 was administered with criterion related measures to a multicultural convenience sample of 2214 participants from the North West Province of South Africa, including two groups of adolescents (n1 = 1480 and n2 = 559) and an availability sample of adults (n3 = 185). Instruments to determine criterion validity were the General Health Questionnaire (GHQ), designed to detect symptoms of mental disorders; the Mental Health Continuum - Short Form for Adults (MHC–SF) which measures the degree of emotional, social and psychological well–being; and the New General Self–Efficacy Scale (NGSE) designed to measure an individual’s general self–efficacy. Descriptive statistics for the PHQ–9 including its reliability in the various groups is reported. The PHQ–9 manifested a Cronbach Alph are liability index of 0.86. Criterion–related validity was supported by significant correlations between the PHQ–9 and criterion measures. Confirmatory factor analysis for the PHQ–9 yielded a one–factor solution in all groups. The percentage variance explained ranged between 34.71% and 46.62%. Exploratory factor analyses yielded two factors in all groups with the second factor comprised of no more than 2 items and thus interpreted as a minor factor. The construct validity obtained in this research indicates that the PHQ–9 may be a valid measure to identify depression in a South African context. Based on the psychometric properties found in this study, it can be concluded that the PHQ–9 is a valid measure of depression in two of the samples selected for this study. Future studies may further validate this instrument in specific language and cultural groups, and explore the cross–cultural measurement equivalence. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

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

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)

Summaries in English and Afrikaans / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses meet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee eksterne invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit toeganklikheid en objektiwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in noHor-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation.

Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demographic factors such as race, gender, age, education level and type of industry should be investigated to determine if differences exist with regard to the experience of workplace bullying. The personality resource, sense of coherence, should add an important element to this study, as the results could offer an important indicator for managers to change the employee’s environment in order to render the stimuli to which they are exposed more understandable, significant and manageable. In South Africa, diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic country. Literature suggests that if diversity within African organisations is positively experienced, it could enhance harmony and effectiveness within that organisation. The objectives of this study were to 1) determine the relationship between workplace bullying, socio–demographic characteristics, sense of coherence and diversity experiences according to the literature; 2) to determine how frequently employees in South Africa experience acts of workplace bullying; 3) to determine if there are significant differences between socio–demographic groups (including race, gender, age, education and industry) with regards to workplace bullying; 4) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regards to sense of coherence; and 5) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regard to diversity experiences. An availability sample (N = 13 911) was utilised to determine the prevalence of workplace bullying in a sample of South African employees. Frequencies were used to determine the prevalence of workplace bullying for the total sample and MANOVA was used to determine differences between the groups. The results indicated that workplace bullying is a prevalent problem in South Africa, as people experience frequent overall bullying (4% reported being often bullied; 31,1% reported being always bullied). On the socio–demographic characteristics, Blacks experienced a higher level of workplace bullying in comparison with the other race groups, and men and women experience statistically significant differences with regards to workplace bullying. It was evident that older employees experience statistically significantly lower levels of bullying, and a statistically significant difference between those employees with a secondary and tertiary education was found. It seems that the highest levels of direct bullying by supervisors occurred in the government industry, followed by the mining industry. Individuals with a higher SOC experienced lower levels of bullying compared to individuals with a lower SOC. Statistically significant differences were found on all bullying dimensions with regards to diversity experiences. Recommendations were made for future research and organisations. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demographic factors such as race, gender, age, education level and type of industry should be investigated to determine if differences exist with regard to the experience of workplace bullying. The personality resource, sense of coherence, should add an important element to this study, as the results could offer an important indicator for managers to change the employee’s environment in order to render the stimuli to which they are exposed more understandable, significant and manageable. In South Africa, diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic country. Literature suggests that if diversity within African organisations is positively experienced, it could enhance harmony and effectiveness within that organisation. The objectives of this study were to 1) determine the relationship between workplace bullying, socio–demographic characteristics, sense of coherence and diversity experiences according to the literature; 2) to determine how frequently employees in South Africa experience acts of workplace bullying; 3) to determine if there are significant differences between socio–demographic groups (including race, gender, age, education and industry) with regards to workplace bullying; 4) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regards to sense of coherence; and 5) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regard to diversity experiences. An availability sample (N = 13 911) was utilised to determine the prevalence of workplace bullying in a sample of South African employees. Frequencies were used to determine the prevalence of workplace bullying for the total sample and MANOVA was used to determine differences between the groups. The results indicated that workplace bullying is a prevalent problem in South Africa, as people experience frequent overall bullying (4% reported being often bullied; 31,1% reported being always bullied). On the socio–demographic characteristics, Blacks experienced a higher level of workplace bullying in comparison with the other race groups, and men and women experience statistically significant differences with regards to workplace bullying. It was evident that older employees experience statistically significantly lower levels of bullying, and a statistically significant difference between those employees with a secondary and tertiary education was found. It seems that the highest levels of direct bullying by supervisors occurred in the government industry, followed by the mining industry. Individuals with a higher SOC experienced lower levels of bullying compared to individuals with a lower SOC. Statistically significant differences were found on all bullying dimensions with regards to diversity experiences. Recommendations were made for future research and organisations. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Text in Afrikaans, summary in Afrikaans and English / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses moet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee ekstreme invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit, toeganklikheid en objektlwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in not-for-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation. / Social Work / M.Diac. (Maatskaplike Werk-rigting)