Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Bandura definierar (1997) outcome expectancy som individens skattning av sannolikheten att ett beteende ska leda till ett specifikt utfall. Utöver individens skattning av sitt eget beteendes följder (individual outcome expectancy), är hennes bedömning av sin grupps möjlighet att nå ett specifikt utfall (collective outcome expectancy) en del av begreppet (Riggs & Knight, 1994). Studien syftar till att undersöka huruvida arbetsrelaterad- self efficacy, locus of control och collective efficacy predicerar outcome expectancy. En enkätundersökning genomfördes med 102 deltagare från olika yrkesgrupper. Resultatet visade att arbetsrelaterad- self efficacy och locus of control samvarierade med individual outcome expectancy och att collective efficacy predicerade collective outcome expectancy. Dock var gruppstorleken av betydelse för prediktionen. Studiens hypoteser bekräftades av tidigare forskning.

Organisations all over the world have attempted to decrease at–risk behaviour by targeting at–risk acts, exclusive of safe acts, and using corrective feedback, reprimands, or disciplinary actions to motivate behaviour change. Research has shown that this approach was useful but did not improve since it was a reactive approach and not proactive. In an attempt to stem the tide of safety related incidence they have implemented Behaviour–based Safety. However, as is the case with other initiatives, this one also showed early results but started to plateau towards to end. Aside from safety behaviour, demographic variables and constructs such as sense of Self–esteem, Self–efficacy and Work Locus of Control have a direct effect on the associated safety behaviour of employees. These styles may either be effective or ineffective, or have a direct impact on the demonstrated safety behaviour within the petrochemical company. The purpose of this research study was to determine the possible relationship between individual characteristics, specifically Self–esteem, Self–efficacy and Work Locus of Control, and safety behaviour. A convenience survey design was used. The sample of 201 represented managers, supervisors and employees in a petrochemical company. A battery of four questionnaires were utilised, namely Self–esteem, the Generalised Perceived Self–efficacy Scale (GPSES), the Work Locus of Control Scale (WLOC) and a Safety Behaviour scale specifically designed for this study. In this research study, individual characteristics and safety behaviour is conceptualised. Individuals with a high self–esteem may have an accurate, justified, balanced appreciation of their worth or value as a person and their successes and competencies. Self–efficacy can be conceptualised as a general, stable trait, which relates to individuals' beliefs regarding the ability to mobilise their motivation, cognitive resources and actions to comply with demands from a situation. In respect of locus of control it refers to individuals' beliefs regarding their behaviour and the outcomes thereof. Individuals with an internal locus of control believe that outcomes in their lives are the result of their own internal attributes, as opposed to individuals with an external locus of control who believe that outcomes in their lives are beyond their control. Cronbach alpha coefficients and factor analysis were used to determine the reliability and validity of the tests. Descriptive statistics (means, standard deviations, skewness and kurtosis) were used in the compiling of the profile of safety behaviour and individual characteristics as manifested in the group. In summary, results of the present study indicate that Self–esteem, Work Locus of Control, and Generalised Self–efficacy are significant predictors of safety behaviour. However, there is much to be known about the exact nature of the traits (whether or not these are indicators of the broader core self–evaluations construct) and the processes by which they affect these outcomes. In light of the similar correlations of the traits with satisfaction and performance observed here, and the high correlations among the traits, future research considering these traits together appears warranted. Recommendations for further research were made, as well as recommendations with regard to the company concerned. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Organisations world-wide, but most especially in South Africa, are exposed to radical change in the economic, political, social, demographical and technological arenas. They are also exposed to the effects of the world economy, structural reforms and international competition which lead to transformations in the labour market. Consequently job insecurity became more wide spread as organisations engaged in downsizing, rightsizing, restructuring; or all three simultaneously, in an attempt to survive these difficult economic conditions. This changing world of work is perhaps most evident in changes in the psychological contract. Employees are expected to give more in terms of time, effort, skills, and flexibility, whereas they receive less in terms of career opportunities, lifetime employment, and job security. This violation of the psychological contract is likely to have dire consequences such as a reduction in work engagement, because it erodes the notion of reciprocity, which is crucial in maintaining well-being. Long-ten job insecurity will M e r more impact an employee's overall life situation since economic as well as other highly valued aspects of life will be perceived as being under threat. Thus job insecurity has the potential of becoming more stressful than job loss in that the coping process may be inhibited by the uncertainty of the event. Although the experience of job insecurity is a reality in the South African context as well as worldwide. Only a limited number of programmes were implemented in the past to address the problem. Furthermore, there is a lack of research regarding the causal (dispositional and situational) factors in job insecurity and the relationship with the psychological forces (sense of coherence, work locus of control and dispositional optimism) in the financial industry in South Africa (Gauteng). The objective of this study was to determine whether a relationship exists between job insecurity and psychological well-being which was measured in the form of sense of coherence, work locus of control and dispositional optimism. The research method proceeded by using a cross-sectional research design with a survey technique to collect data from a stratified, random sample of employees within various job levels of a financial institution in Gauteng. The measuring battery consisted of four questionnaires namely the Job Insecurity Questionnaire (JIQ), Sense of Coherence Scale (SOC-29), The Work Locus of Control Scale (WLOC) and the Life Orientation Test-Revised (LOT-R) Questionnaire. The data analysis were conducted with help of the a SAS-programme to perform statistical analysis regarding reliability and validity of the measuring instruments, descriptive statistics, t-tests, analysis of variance, correlation coefficients and regression analyses. Conclusions were drawn from the findings and recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Organisations world-wide, but most especially in South Africa, are exposed to radical change in the economic, political, social, demographical and technological arenas. They are also exposed to the effects of the world economy, structural reforms and international competition which lead to transformations in the labour market. Consequently job insecurity became more wide spread as organisations engaged in downsizing, rightsizing, restructuring; or all three simultaneously, in an attempt to survive these difficult economic conditions. This changing world of work is perhaps most evident in changes in the psychological contract. Employees are expected to give more in terms of time, effort, skills, and flexibility, whereas they receive less in terms of career opportunities, lifetime employment, and job security. This violation of the psychological contract is likely to have dire consequences such as a reduction in work engagement, because it erodes the notion of reciprocity, which is crucial in maintaining well-being. Long-ten job insecurity will M e r more impact an employee's overall life situation since economic as well as other highly valued aspects of life will be perceived as being under threat. Thus job insecurity has the potential of becoming more stressful than job loss in that the coping process may be inhibited by the uncertainty of the event. Although the experience of job insecurity is a reality in the South African context as well as worldwide. Only a limited number of programmes were implemented in the past to address the problem. Furthermore, there is a lack of research regarding the causal (dispositional and situational) factors in job insecurity and the relationship with the psychological forces (sense of coherence, work locus of control and dispositional optimism) in the financial industry in South Africa (Gauteng). The objective of this study was to determine whether a relationship exists between job insecurity and psychological well-being which was measured in the form of sense of coherence, work locus of control and dispositional optimism. The research method proceeded by using a cross-sectional research design with a survey technique to collect data from a stratified, random sample of employees within various job levels of a financial institution in Gauteng. The measuring battery consisted of four questionnaires namely the Job Insecurity Questionnaire (JIQ), Sense of Coherence Scale (SOC-29), The Work Locus of Control Scale (WLOC) and the Life Orientation Test-Revised (LOT-R) Questionnaire. The data analysis were conducted with help of the a SAS-programme to perform statistical analysis regarding reliability and validity of the measuring instruments, descriptive statistics, t-tests, analysis of variance, correlation coefficients and regression analyses. Conclusions were drawn from the findings and recommendations were made for the organisation and future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The new world of work has an enormous impact on the work-life of employees. Retrenchment, early retirement, unemployment and the demand for better performance are the result of massive restructurings, outsourcing, mergers and acquisitions. The old Psychological contract, as well as lifelong employment, is becoming obsolete in a changing world of work. This leads to increased job insecurity in the workplace. There is substantial evidence in the literature that job insecurity is damaging to psychological health. Job insecurity in not only damaging the individual but impacts negatively on the organisation. Job insecurity leads to mistrust, lack of commitment and general dissatisfaction. In the end it will have a definite impact on organisational performance. The empirical objective of this research was to investigate the relationship between job insecurity, psychological well-being and the relationship with future literacy. A cross-sectional design with an availability sample (n =. 459) was used. The sample was subjected to a specific programme of future literacy training (Map Your Life). Questionnaires were completed prior to the training programme. The reliability and construct validity of the measuring instruments acceptable. (Cronbach alpha coefficients adhere to the cut-off point of > 0,70) with the exception of the Dispositional Optimism Questionnaire (Cronbach alpha coefficient of 0,64). Future literacy is an unknown concept and it was necessary to conceptualise the concept. No instrument to measure future literacy existed and it was necessary to compile such an instrument. A questionnaire consisting of 18 items was compiled to measure future literacy. Factor analysis revealed two factors that measured future literacy. Factor One was named Positive Mindset Towards Future Possibilities and Factor Two, Anticipating, Planning and Preparing for Future Changes. The Cronbach alpha for Factor One was 0,76 and 0,8 1 for the second factor. Results indicated statistical signiticant correlations (of a medium effect) between job insecurity, self-efficacy, dispositional optimism and work locus of control. Self-efficacy and dispositional optimism correlated negatively with job insecurity, indicating that job insecurity decreases as self-efficacy and dispositional optimism increases. The results also indicated a significant negative correlation (medium effect) between job insecurity and future literacy. This implies that as job insecurity decreases future literacy increases. The negative correlation between future literacy and job insecurity indicates that candidates who are future literate experience less job insecurity. When candidates with high and low scores on future literacy were compared with one another, candidates who scored low on all the scales of future literacy experienced high levels job insecurity. Candidates who demonstrated high levels of future literacy experienced significantly lower job insecurity. Black employees experienced significantly higher levels of future literacy when compared to White employees. Multiple regression analysis indicated that self-efficacy, dispositional optimism, work locus of control and future literacy predicted job insecurity when controlling for biographical variables. Limitations and recommendations regarding future research, as well as recommendations for the organisation were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

Organisations all over the world have attempted to decrease at–risk behaviour by targeting at–risk acts, exclusive of safe acts, and using corrective feedback, reprimands, or disciplinary actions to motivate behaviour change. Research has shown that this approach was useful but did not improve since it was a reactive approach and not proactive. In an attempt to stem the tide of safety related incidence they have implemented Behaviour–based Safety. However, as is the case with other initiatives, this one also showed early results but started to plateau towards to end. Aside from safety behaviour, demographic variables and constructs such as sense of Self–esteem, Self–efficacy and Work Locus of Control have a direct effect on the associated safety behaviour of employees. These styles may either be effective or ineffective, or have a direct impact on the demonstrated safety behaviour within the petrochemical company. The purpose of this research study was to determine the possible relationship between individual characteristics, specifically Self–esteem, Self–efficacy and Work Locus of Control, and safety behaviour. A convenience survey design was used. The sample of 201 represented managers, supervisors and employees in a petrochemical company. A battery of four questionnaires were utilised, namely Self–esteem, the Generalised Perceived Self–efficacy Scale (GPSES), the Work Locus of Control Scale (WLOC) and a Safety Behaviour scale specifically designed for this study. In this research study, individual characteristics and safety behaviour is conceptualised. Individuals with a high self–esteem may have an accurate, justified, balanced appreciation of their worth or value as a person and their successes and competencies. Self–efficacy can be conceptualised as a general, stable trait, which relates to individuals' beliefs regarding the ability to mobilise their motivation, cognitive resources and actions to comply with demands from a situation. In respect of locus of control it refers to individuals' beliefs regarding their behaviour and the outcomes thereof. Individuals with an internal locus of control believe that outcomes in their lives are the result of their own internal attributes, as opposed to individuals with an external locus of control who believe that outcomes in their lives are beyond their control. Cronbach alpha coefficients and factor analysis were used to determine the reliability and validity of the tests. Descriptive statistics (means, standard deviations, skewness and kurtosis) were used in the compiling of the profile of safety behaviour and individual characteristics as manifested in the group. In summary, results of the present study indicate that Self–esteem, Work Locus of Control, and Generalised Self–efficacy are significant predictors of safety behaviour. However, there is much to be known about the exact nature of the traits (whether or not these are indicators of the broader core self–evaluations construct) and the processes by which they affect these outcomes. In light of the similar correlations of the traits with satisfaction and performance observed here, and the high correlations among the traits, future research considering these traits together appears warranted. Recommendations for further research were made, as well as recommendations with regard to the company concerned. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The interest in boundaries between work and personal life has become more invigorated since the Covid-19 pandemic, where many people had to work from home which potentially blurred the lines between work and family life. This technological development which made working from home during the pandemic possible is not likely to stagnate. Therefore it is of importance to investigate boundaries and what other factors can possibly affect them further. One such factor being control and the belief that one does or does not have it. The aim of this study was to look for a relationship between Boundary Strength at Home (BSH) and Work Locus of Control (WLOC) with demographic variables such as age and gender. This was researched through a survey sent to different work related forums using a mix of snowball and convenience sample (n=153). The results did not support there being a relationship between BSH and WLOC. Although, the results did show an interaction effect between WLOC and age in relation to BSH. It is unclear why this interaction effect manifested but it suggests that age is not as trivial of a factor as first thought. Therefore we encourage further research into the relationship between age, WLOC and boundary management.

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