Employees discretion over the scheduling of their work hours, often referred to as schedule flexibility, has been repeatedly linked to increases in both job satisfaction and family satisfaction. Despite the international research, evidence on these relationships has not been empirically tested in the South African context. There is also a gap in understanding the role of perceived work-to-family enrichment on the relationship between schedule flexibility and domain-specific satisfaction. To address these gaps in our knowledge, this study investigated the relationship between schedule flexibility and domain-specific satisfaction amongst South African employees, and assessed the role of work-to-family enrichment as a mediator of this relationship. Work-to-family enrichment occurs when a resource gain in the work domain promotes gains in the family domain. The propositions were tested among working parents that used schedule flexibility (N= 121) across multiple organisations in South Africa. Working parents responded to a self-report online survey. The questionnaire contained, inter alia, measures of schedule flexibility use, schedule flexibility availability, work-to-family enrichment, job satisfaction, family satisfaction and personal demographics. Correlation and regression analysis were used to test the propositions. Preacher and Hayes' (2004) PROCESS script was used to test mediation effects. The results of the analyses indicated that there is a significant positive and proportional relationship between the use of schedule flexibility and domain-specific satisfaction. The use of schedule flexibility was more strongly correlated to job satisfaction than employee knowledge regarding the availability of schedule flexibility in the organisation. Further analysis showed that work-to-family enrichment mediated the relationship between schedule flexibility use and domain-specific satisfaction.

Includes bibliographical references (leaves 42-50). / This research study investigated the relationship between injustice at work and cunterproductive work behaviour (CWB). Participants consisted of 152 blue-collar workers from a national retail group consisting of six chain stores. The research was conducted in the Western Cape in two of these chain stores and comprised of an exploratory survey with Likert-type scales.

Includes bibliographical references. / Employee wellbeing has become a major concern for organisations globally, with an increased interest in the prevention of burnout and the maximisation of employee work engagement. Burnout and work engagement are of particular importance to organisations due to their respective negative and positive outcomes on employees. While burnout is linked to high turnover intentions and low performance, work engagement has a positive correlation with job satisfaction, life satisfaction and extra-role performance. Accordingly, the job demands-resources (JD-R) model was developed as a theoretical framework, highlighting those work characteristics that predict employee work engagement and burnout. A main criticism of the JD-R model is its lack of consideration for the impact of personal resources on employee wellbeing. Emanating from this concern, the current study used the conservation of resources (COR) theory to empirically test whether the personal resource of psychological capital or PsyCap (conceptualised as self-efficacy, hope, optimism and resilience) interacted within the health impairment and motivation processes of the JD-R model. More specifically, this study examined whether PsyCap moderated the relationship between job demands and burnout and mediated the relationship between job resources and work engagement.

This study examined the relationship between family-focused organisational and .supervisor support and the positive work outcomes, job satisfaction, affective commitment, continuous commitment and work-family enrichment.

In South Africa, where there are many recruitment and selection challenges due to scarce skills and education gaps that exist within the country, the employment interview process may contribute to maintaining racial and gender gaps if decision-making is discriminatory. The purpose of the research was to determine whether interviewers base decisions on stereotypical information, and whether interviewer first impressions can be influenced and changed when interviewees display stereotype congruent or incongruent behaviour in the employment interview. A total of 360 psychology students from the University of Cape Town participated in the study. Participants completed one of eight randomly assigned versions corresponding to eight experimental conditions, in which they rated a black male, black female, white male or white female face in terms of competence, likeability and trustworthiness. Participants rated the same face again after receiving additional information portraying the presented person as either assertive or nice. Results revealed that males and females seen as equally likeable and equally competent, although females are seen as more trustworthy than males. White and black individuals are seen as equally competent however; white females rate white individuals as more competent than black individuals. Black individuals are seen as more likeable than white individuals. White individuals rate white faces as more trustworthy than black faces, while black individuals tended to rate black and white faces as equally trustworthy. Competence and trustworthy ratings increased when individuals displayed assertive behaviour, regardless of candidate race or gender. Likeability ratings, however, were influenced by candidate race and gender, and were in line with assumptions about stereotypical behaviour. Results thus indicate that out-group biases still exist, and that being assertive, regardless of whether it is congruent with an individual's race or gender stereotype or not, increases perceptions of competence.

Includes bibliographical references (leaves 79-86).

Includes abstract. / Includes bibliographical references. / This study examines the situational and personal characteristics that predict academic cheating. It examines the situational characteristics such as the perceived likelihood of getting caught and punished when cheating, the perception of how much peer cheating takes place and the standards and culture of integrity that exists at the institution. The personal characteristics are the level of intrinsic motivation of the student, gender, grade point average, year of study and the perceived cost or benefit of cheating. A descriptive design was used and a survey administered at three different universities in the Western Cape, South Africa. The results indicated that all of the factors except the year of study and the grade point average of the student influence the frequency of academic dishonesty.

Researchers and practitioners in the personnel selection and assessment field are interested in understanding the characteristics of a good rater. However, few studies have so far examined raters’ personality traits and trait accessibility as predictors of accuracy. The present study investigated the relationship between these individual difference constructs and judgement accuracy for specific traits. Respondents from a field sample (N = 223) of managers and staff employed in financial services completed the survey questionnaire and rated the personalities of five hypothetical interview applicants depicted in vignettes. Our results showed that raters’ personality traits and judgement accuracy for corresponding target traits were unrelated. In other words, raters were not more accurate at judging traits they shared with targets. However, we found that certain personality traits such as agreeableness and openness to experience were related to trait accessibility for the same trait-raters high on these traits also tended to perceive others in terms of them. In addition, accessibility for certain traits such as extroversion and openness to experience predicted judgement accuracy for the same traits. Therefore, these findings enrich our understanding of rater individual differences that may affect judgement accuracy.

The Theory of Planned Behaviour and The Entrepreneurial Event Model were used as models to predict entrepreneurial intention amongst final year students. The sufficiency of this paradigm was compared with the aim of determining which model predicts entrepreneurial intention the most within a South African context. A sample of 186 students was used to determine the sufficiency of the Theory of Planned Behaviour. As part of our methodology, a sub-set (n = 123) of the sample was used to determine the sufficiency of the Entrepreneurial Event Model. The sample consisted of final year commerce and engineering students. The results of the regression analysis indicated that the Theory of Planned Behaviour explained 58% of the variance in entrepreneurial intention. The Entrepreneurial Event Model was found to be less sufficient than the Theory of Planned Behaviour and only explained 38% of the variance in entrepreneurial intention. Therefore, when predicting entrepreneurial intention in a South African context, the Theory of Planned Behaviour can be considered the more sufficient model of prediction. Future research should consider using the Theory of Planned Behaviour, rather than Entrepreneurial Event Model, for entrepreneurial intention prediction among students in South Africa.

Bibliography: pages 149-173. / The unresolved question of whether Fear of Success is a motive or a measure of gender-role stereotypes is at the centre of the confusion about this construct. The purpose of the present study was to re-explore the nature of Fear of Success through the relationship of this construct to other theoretically related variables. The list of variables included Self-Efficacy, Autonomous and Social Achievement Values, Attitudes Towards Women, Positive and Negative Affect and Age. Cronbach and Meehl's (citedin Tresemer, 1976a) statement that the nomological net of propositions in which a construct is embedded must show predicted relationships with that construct, fostered the expectation that at least some of these variables would predict Fear of Success. It was anticipated that establishing a relationship with either the sociological or the personality constructs would clarify the nature of Fear of Success. The sample consisted of 240 white, English-speaking Capetonian women. The sample was restricted to women from the same cultural group so as to avoid the introduction of confounding variables, and to facilitate comparison of the results with the bulk of the research, most of which has been conducted in America. Furthermore, subjects were drawn from the working population· rather than students, as many researchers in this field have done, so that results would be generalizable to the workplace. Each subject was administered a questionnaire containing the following scales: Good and Good's(1973) Fear of Success Scale, The Positive and Negative Affect Schedule which was developed by Watson, Clark and Tellegen (1988), Tipton, Everett and Worthington's(1984) Generalized Self-Efficacy Scale, Spence and Helmreich's (1972) Attitudes Towards Women Scale and the Autonomous and Social Achievement Values Scale which was compiled by Strümpfer (1975).