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abstract: This thesis describes a synthetic task environment, CyberCog, created for the purposes of 1) understanding and measuring individual and team situation awareness in the context of a cyber security defense task and 2) providing a context for evaluating algorithms, visualizations, and other interventions that are intended to improve cyber situation awareness. CyberCog provides an interactive environment for conducting human-in-loop experiments in which the participants of the experiment perform the tasks of a cyber security defense analyst in response to a cyber-attack scenario. CyberCog generates the necessary performance measures and interaction logs needed for measuring individual and team cyber situation awareness. Moreover, the CyberCog environment provides good experimental control for conducting effective situation awareness studies while retaining realism in the scenario and in the tasks performed. / Dissertation/Thesis / M.C.St. Computing Studies 2011

abstract: By extracting communication sequences from audio data collected during two separate five-person mission-planning tasks, interaction patterns in team communication were analyzed using a recurrence-based, nonlinear dynamics approach. These methods, previously successful in detecting pattern change in a three-person team task, were evaluated for their applicability to larger team settings, and their ability to detect pattern change when team members switched roles or locations partway through the study (Study 1) or change in patterns over time (Study 2). Both traditional interaction variables (Talking Time, Co-Talking Time, and Sequence Length of Interactions) and dynamic interaction variables (Recurrence Rate, Determinism, and Pattern Information) were explored as indicators and predictors of changes in team structure and performance. Results from these analyses provided support that both traditional and dynamic interaction variables reflect some changes in team structure and performance. However, changes in communication patterns were not detected. Because simultaneous conversations are possible in larger teams, but not detectable through our communication sequence methods, team pattern changes may not be visible in communication sequences for larger teams. This suggests that these methods may not be applicable for larger teams, or in situations where simultaneous conversations may occur. Further research is needed to continue to explore the applicability of recurrence-based nonlinear dynamics in the analysis of team communication. / Dissertation/Thesis / M.S. Applied Psychology 2012

This research comprised an investigation into the relationship between transformational leadership and organisational creativity. The overall aim of the research was to determine whether creativity in organisations can be linked to transformational leadership behaviours. A literature review was done to conceptualise transformational leadership and organisational creativity and to identify the theoretical relationship between these concepts. During the investigation it was found that a relationship does exist between transformational leadership and organisational creativity. A one-way ANOVA analysis and post hoc analysis were performed to address the empirical research questions. The descriptive statistics were analysed in terms of senior management and middle management, and their raters. The data analysis revealed that the research results were largely supportive of the theoretical research findings on the relationship between transformational leadership and organisational creativity. With regard to senior management, it was found that most raters rated their teams as creative, despite the fact that a relationship between transformational leadership and organisational creativity could not be determined due to the small sample size. With regard to middle management, it was found that a correlation existed between inspirational motivation, idealised influence (attributes and behaviour) and organisational creativity. It was further found that there was a correlation between senior management’s perceptions of their transformational leadership attributes and their direct reportees’ perceptions. There were significant differences between middle managers’ perceptions of certain elements of transformational leadership and that of their direct reportees. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This research comprised an investigation into the relationship between transformational leadership and organisational creativity. The overall aim of the research was to determine whether creativity in organisations can be linked to transformational leadership behaviours. A literature review was done to conceptualise transformational leadership and organisational creativity and to identify the theoretical relationship between these concepts. During the investigation it was found that a relationship does exist between transformational leadership and organisational creativity. A one-way ANOVA analysis and post hoc analysis were performed to address the empirical research questions. The descriptive statistics were analysed in terms of senior management and middle management, and their raters. The data analysis revealed that the research results were largely supportive of the theoretical research findings on the relationship between transformational leadership and organisational creativity. With regard to senior management, it was found that most raters rated their teams as creative, despite the fact that a relationship between transformational leadership and organisational creativity could not be determined due to the small sample size. With regard to middle management, it was found that a correlation existed between inspirational motivation, idealised influence (attributes and behaviour) and organisational creativity. It was further found that there was a correlation between senior management’s perceptions of their transformational leadership attributes and their direct reportees’ perceptions. There were significant differences between middle managers’ perceptions of certain elements of transformational leadership and that of their direct reportees. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Text in Afrikaans / Bestuursmodelle word vandag oor die algemeen as diagnostiese instrumente in organisasies benut. Die struktuur van hierdie bestuursmodelle word selde ondersoek om te bepaal of dit met die empiriese realiteit verband hou. Hierdie studie het ten doel om so 'n model, die bestuursbevoegdheidmodel wat deur Hall( 1988) ontwikkel was, te evalueer. Hall se model gee antwoorde op vrae oor die algemene bestuursklimaat van die organisasie. Die installing waar die navorsing gedoen was, is 'n Suid-Afrikaanse militere installing. Die Ramona-program is gebruik om te bepaal of daar wei passing is tussen die empiriese realiteit en bestuursprestasie in die betrokke organisasie waar die studie uitgevoer is. Daar is gevind dat daar gebrekkige passing tussen die empiriese realiteit en bestuursprestasie bestaan. Die waarde van die studie le daarin dat die betrokke organisasie in staat gestel word om alternatiewe modelle te oorweeg wat bes moontlik meer effektief sou kon wees. / Management models are used today as diagnostic instruments in organisations. The structure of these management models is seldom investigated for its validity and reliability. The aim of this study is to evaluate the Competence Process model developed by Jay Hall(1988). This model provides answers on the general management climate of the organisation. The research was performed at a South African military institution. The Ramona-programme was utilised in order to determine the match between the empirical reality and management performance in the particular organisation where this study was performed. The finding was that there is insufficient match between the empirical reality and management performance. The value of this study is that the specific organisation can now consider alternative models of management performance that are more effective. / Psychology / M.A. (Industrial Psychology)

Text in Afrikaans / Bestuursmodelle word vandag oor die algemeen as diagnostiese instrumente in organisasies benut. Die struktuur van hierdie bestuursmodelle word selde ondersoek om te bepaal of dit met die empiriese realiteit verband hou. Hierdie studie het ten doel om so 'n model, die bestuursbevoegdheidmodel wat deur Hall( 1988) ontwikkel was, te evalueer. Hall se model gee antwoorde op vrae oor die algemene bestuursklimaat van die organisasie. Die installing waar die navorsing gedoen was, is 'n Suid-Afrikaanse militere installing. Die Ramona-program is gebruik om te bepaal of daar wei passing is tussen die empiriese realiteit en bestuursprestasie in die betrokke organisasie waar die studie uitgevoer is. Daar is gevind dat daar gebrekkige passing tussen die empiriese realiteit en bestuursprestasie bestaan. Die waarde van die studie le daarin dat die betrokke organisasie in staat gestel word om alternatiewe modelle te oorweeg wat bes moontlik meer effektief sou kon wees. / Management models are used today as diagnostic instruments in organisations. The structure of these management models is seldom investigated for its validity and reliability. The aim of this study is to evaluate the Competence Process model developed by Jay Hall(1988). This model provides answers on the general management climate of the organisation. The research was performed at a South African military institution. The Ramona-programme was utilised in order to determine the match between the empirical reality and management performance in the particular organisation where this study was performed. The finding was that there is insufficient match between the empirical reality and management performance. The value of this study is that the specific organisation can now consider alternative models of management performance that are more effective. / Psychology / M.A. (Industrial Psychology)