Although studies are conducted on economical gains due to BI system adoption, limited knowledge is available on factors which influence BI system usage. Identifying these factors is necessary for organisations because this may enable the design of effective BI systems, thus increasing the chance of firms adopting them to realise the actual value inherent in the exploitation of BI systems. The purpose of this study is, therefore, to investigate factors which influence BI system usage. The investigation employed constructs derived from three theoretical frameworks, namely technology acceptance model (TAM), task-technology fit (TTF) and social cognitive theory (SCT) as follows: intention to use, perceived usefulness, perceived ease use, task characteristics, technology characteristics, task-technology fit and computer self-efficacy. To test the hypotheses, data was collected by administering the study to 682 BI system users in a South African financial institution, SA-Bank, wherein 193 usable responses were received. The findings of the study with partial least squares (PLS) analysis indicated support for the joint use of constructs from the three theoretical frameworks, explaining 65% of BI system usage variance. Furthermore, the perceived usefulness of a BI system reflected a stronger influence as a factor of BI system usage over the beliefs that the system was easy to use, and the belief that it was aligned to the performance of business tasks. An unusual outcome in this study was the lack of influence of computer self-efficacy on BI system usage. Nonetheless, the study extended validation of the use of constructs derived from the three theoretical frameworks for a BI technology in the context of SA-Bank, thereby contributing to theory. Finally, the results of hypothesis testing suggested a starting point for practitioners towards designing BI systems, and recommendations and suggestions are included in this report.

In knowledge management research domain, there is lack of research to investigate what factors influence individuals¡¦ knowledge sourcing behaviors. Most literatures focus on supply end of knowledge flow, but few literatures focus on demand end of knowledge flow. Therefore, this study developed a conceptual model to explain individual¡¦ knowledge sourcing behaviors, and we categorized individuals¡¦ knowledge sourcing behaviors into People-to-People and People-to-Published. We also adopt three main categories of antecedents to individuals¡¦ knowledge sourcing behaviors including: group¡¦s factors, individual factors, task-related factors. We adopted the quantitative research method and focus on individuals from different organization in various Industries to collect research data. Then, Structural equations model analysis was conducted to test the research model. The results revealed that: (1)The factors influenced individuals performing People-to-People knowledge sourcing behaviors including: (a)Trust from group¡¦ factors, (b)Risk-aversion from individual factors, (c)Tacit knowledge demanded, and Variety from task-related factors. (2)The factors influenced individuals performing People-to-Published knowledge sourcing behaviors including: (a)Learning orientation from individual factors, (b)Explicit knowledge demanded, Standardization, and Time pressure from task-related factors. With the results of this study, we hope to present a further understanding of the demand for knowledge within organizations and offer a theoretical framework for researchers and managers to predict individuals¡¦ knowledge sourcing behaviors, then improving the management mechanism about these behaviors.

Driven by the demands of drastic changes in today’s nature of work due to globalization and technological advances, researchers have continually revisited, redesigned, and restructured work design processes in a quest to identify the key characteristics that can result in desired organizational outcomes. Specifically, in current times, organizations are looking to develop socially responsible outcomes, otherwise referred as corporate social responsibility (CSR). A possible link between work design and CSR has been postulated by researchers, but few studies have emerged where the associations between work design and CSR factors are examined. The purpose of this study was to explore the link between work design and CSR using a work design-CSR conceptual model that was developed based on previous literature. The model depicted relationships between work design factors and CSR factors. Work design factors included work characteristics and worker characteristics. Work characteristics were measured using task, knowledge, social, and contextual characteristics; while worker characteristics were measured using personality traits. CSR Orientation (CSRO) was used as a reflective indicator of CSR at the individual level. The study sample consisted of 941 job incumbents of a public education institution in Texas. The data were collected using an online survey that included the work design questionnaire, the short Big Five Inventory, and the CSRO questionnaire. The model was tested using Structural Equation Modeling. Based on the results, a significant association between work characteristics and CSRO factors were obtained. As hypothesized, associations were found between task characteristics and profit CSRO, and between social characteristics and legal CSRO and philanthropic CSRO. The knowledge characteristics were found to have negative association to philanthropic CSRO. The findings also suggest that jobs that are high on problem solving and job autonomy had a negative association to philanthropic CSRO. Similarly, as the job complexity increased, individuals’ orientation towards profit making decreased, and information processing was found to be linked to legal compliance. Research and practice implications of these results are discussed.

The tasks with which students engage in their mathematics courses determine, for a large part, what students learn. Therefore, it is essential that teachers are able to design tasks that are worthwhile for developing mathematical understanding. Since practicing teachers seldom incorporate worthwhile mathematical tasks in their lessons, we would expect that they did not become proficient at designing worthwhile tasks while in their teacher education programs. This thesis describes a study that investigated what preservice secondary teachers attend to as they attempt to design worthwhile mathematical tasks. Three participants were selected from a course at a large private university where preservice teachers are taught and practice the skill of task design. This "Task Design" course was observed, and the three participants were interviewed to determine what they attend to while designing tasks. There were seven main characteristics that the main participants in the study attended to the most often and thought were the most important: sound and significant mathematics, reasoning, appropriateness, clarity, communication, engagement, and openness. How the participants attended to these characteristics is described. Some implications for teacher education, such as requiring preservice teachers to explain how their tasks embody certain characteristics, are given based on the results.

The happiness of managers is an important research theme for several reasons. Managers spend most of their working day with people, are constantly interacting with various social systems and are role models for happiness in organisations. Furthermore, happiness (in terms of feeling and functioning well) is associated with mental health and positive organisational outcomes. The prevalence of positive mental health is relatively low, with less than a third of the population experiencing high mental health. Research about happiness is necessary given that gains in mental health predict declines in mental illness. Two conceptualisations of happiness, namely authentic happiness (Seligman, 2002), and flourishing (Keyes, 2005) include dimensions of feeling and functioning well. No studies have been conducted regarding the happiness of managers in South Africa. Therefore, research is necessary to investigate the factors associated with happiness, as well as the pathways to managers’ happiness. Psychological need satisfaction is an important pathway through which social-contextual variables impact happiness of people. The aim of this research was to investigate the state of, antecedents and outcomes of happiness of managers in the agricultural sector in South Africa. A cross-sectional design with managers in the South African agricultural sector (N = 507) was used. The Orientations to Happiness Questionnaire, Satisfaction with Life Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale, Organisational Commitment Scale, Antecedents Scale, Work-related Basic Need Satisfaction Scale, Work Engagement Scale, Mental Health Continuum Short Form, Questionnaire for Eudaimonic Well-being, Work-role Fit Scale, Work-Life Questionnaire and Turnover Intention Scale were utilised. Cronbach alpha coefficients, exploratory factor analysis, Pearson correlations, multiple regression analysis, descriptive statistics and mediational analysis (Omnibus procedure) were applied. Structural equation modelling was used to test a structural model of orientations to happiness and its relation to various organisational outcomes. The results of study 1 showed that orientations to happiness (i.e. pleasure, meaning and engagement) had strong direct effects on subjective well-being, job satisfaction and organisational citizenship behaviour. Orientations to happiness impacted job satisfaction indirectly through subjective well-being. Subjective well-being had a strong direct and positive effect on job satisfaction. Orientations to happiness and subjective well-being affected organisational commitment indirectly through their effects on job satisfaction. Concerning happiness as flourishing at work, the results of study 2 showed that 3% of the managers were languishing, 48.5% were moderately flourishing, while 48.5% were flourishing. Task characteristics, supervisor relations, availability of resources impacted job satisfaction, emotional and psychological well-being of managers. Remuneration was associated with job satisfaction, emotional and social well-being. Task characteristics, supervisor relations, personal resources and remuneration satisfied the psychological needs for autonomy, competence and relatedness, which impacted job satisfaction, work engagement and flourishing of managers positively. The results of study 3 showed that factors contributing to meaningful work (work role fit, good co-worker relations, meaningful tasks and work beliefs) had direct effects on psychological need satisfaction, purpose and meaning in life, organisational citizenship behaviour and turnover intention. Work role fit, co-worker relations, task characteristics and career orientation (as a work belief) impacted meaning and purpose in life indirectly through competence satisfaction. Purpose in life impacted turnover intention negatively via psychological need satisfaction, while meaning in life impacted organisational citizenship behaviour and turnover intention via competence and relatedness satisfaction. Recommendations for future research were made. / PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

The happiness of managers is an important research theme for several reasons. Managers spend most of their working day with people, are constantly interacting with various social systems and are role models for happiness in organisations. Furthermore, happiness (in terms of feeling and functioning well) is associated with mental health and positive organisational outcomes. The prevalence of positive mental health is relatively low, with less than a third of the population experiencing high mental health. Research about happiness is necessary given that gains in mental health predict declines in mental illness. Two conceptualisations of happiness, namely authentic happiness (Seligman, 2002), and flourishing (Keyes, 2005) include dimensions of feeling and functioning well. No studies have been conducted regarding the happiness of managers in South Africa. Therefore, research is necessary to investigate the factors associated with happiness, as well as the pathways to managers’ happiness. Psychological need satisfaction is an important pathway through which social-contextual variables impact happiness of people. The aim of this research was to investigate the state of, antecedents and outcomes of happiness of managers in the agricultural sector in South Africa. A cross-sectional design with managers in the South African agricultural sector (N = 507) was used. The Orientations to Happiness Questionnaire, Satisfaction with Life Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale, Organisational Commitment Scale, Antecedents Scale, Work-related Basic Need Satisfaction Scale, Work Engagement Scale, Mental Health Continuum Short Form, Questionnaire for Eudaimonic Well-being, Work-role Fit Scale, Work-Life Questionnaire and Turnover Intention Scale were utilised. Cronbach alpha coefficients, exploratory factor analysis, Pearson correlations, multiple regression analysis, descriptive statistics and mediational analysis (Omnibus procedure) were applied. Structural equation modelling was used to test a structural model of orientations to happiness and its relation to various organisational outcomes. The results of study 1 showed that orientations to happiness (i.e. pleasure, meaning and engagement) had strong direct effects on subjective well-being, job satisfaction and organisational citizenship behaviour. Orientations to happiness impacted job satisfaction indirectly through subjective well-being. Subjective well-being had a strong direct and positive effect on job satisfaction. Orientations to happiness and subjective well-being affected organisational commitment indirectly through their effects on job satisfaction. Concerning happiness as flourishing at work, the results of study 2 showed that 3% of the managers were languishing, 48.5% were moderately flourishing, while 48.5% were flourishing. Task characteristics, supervisor relations, availability of resources impacted job satisfaction, emotional and psychological well-being of managers. Remuneration was associated with job satisfaction, emotional and social well-being. Task characteristics, supervisor relations, personal resources and remuneration satisfied the psychological needs for autonomy, competence and relatedness, which impacted job satisfaction, work engagement and flourishing of managers positively. The results of study 3 showed that factors contributing to meaningful work (work role fit, good co-worker relations, meaningful tasks and work beliefs) had direct effects on psychological need satisfaction, purpose and meaning in life, organisational citizenship behaviour and turnover intention. Work role fit, co-worker relations, task characteristics and career orientation (as a work belief) impacted meaning and purpose in life indirectly through competence satisfaction. Purpose in life impacted turnover intention negatively via psychological need satisfaction, while meaning in life impacted organisational citizenship behaviour and turnover intention via competence and relatedness satisfaction. Recommendations for future research were made. / PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

Firefighters providing emergency services to the public are involved with some of the most tragic aspects of the boundary between life and death, often in a context over which they have little or no control. The outcome of this may be that stress at work and at home are without doubt the reason that highly qualified and loyal firefighters give themselves over to alcohol or drug abuse, extramarital relationships and suicidal thoughts. The general aim of the research is to evaluate job and family stress amongst firefighters in the South African context, and to use the results in developing a developmental/counselling programme for firefighters and their families. The research is quantitative and qualitative, consisting of a survey design and a phenomenological design. Three measuring instruments were used, namely the Biographical questionnaire, the Experience of Work and Life Circumstances questionnaire, and the Stress questionnaire. Task characteristics, organisational functioning, physical working conditions and job equipment, career and social matters, remuneration, fringe benefits and personnel policy were identified as causes of job stress originating within the work situation. Interviews were conducted to determine how these firefighters experience job and family stress. Marital dysfunction and divorce, limited time with the family, problems with children, alcohol and drug abuse, lack of exercise, suicide, anger aimed at family members, physical and emotional exhaustion, lonely marital partners, unavailability to help the family when needed and depression were identified as causes of family stress arising outside the work situation. The main recommendation is to implement a developmental/counselling job and family stress programme. The programme can be instituted to enhance the wellness and psychological health of firefighters and their families, or for counselling of firefighters and their families who are experiencing job and/or family stress. The multi-dimensionality and flexibility make this programme unique and one of its kind in the South African context. / Indust & Org Psychology / DLITT ET PHIL (IND & ORG PS)

Firefighters providing emergency services to the public are involved with some of the most tragic aspects of the boundary between life and death, often in a context over which they have little or no control. The outcome of this may be that stress at work and at home are without doubt the reason that highly qualified and loyal firefighters give themselves over to alcohol or drug abuse, extramarital relationships and suicidal thoughts. The general aim of the research is to evaluate job and family stress amongst firefighters in the South African context, and to use the results in developing a developmental/counselling programme for firefighters and their families. The research is quantitative and qualitative, consisting of a survey design and a phenomenological design. Three measuring instruments were used, namely the Biographical questionnaire, the Experience of Work and Life Circumstances questionnaire, and the Stress questionnaire. Task characteristics, organisational functioning, physical working conditions and job equipment, career and social matters, remuneration, fringe benefits and personnel policy were identified as causes of job stress originating within the work situation. Interviews were conducted to determine how these firefighters experience job and family stress. Marital dysfunction and divorce, limited time with the family, problems with children, alcohol and drug abuse, lack of exercise, suicide, anger aimed at family members, physical and emotional exhaustion, lonely marital partners, unavailability to help the family when needed and depression were identified as causes of family stress arising outside the work situation. The main recommendation is to implement a developmental/counselling job and family stress programme. The programme can be instituted to enhance the wellness and psychological health of firefighters and their families, or for counselling of firefighters and their families who are experiencing job and/or family stress. The multi-dimensionality and flexibility make this programme unique and one of its kind in the South African context. / Indust and Org Psychology / DLITT ET PHIL (IND & ORG PS)