Thesis (M.S.)--University of Michigan, 1988.

Thesis (M. Sc. (Human Kinetics and Ergonomics))--Rhodes University, 2005.

Thesis (Ph.D. (Human resources management))-University of Pretoria, 2004. / Summary in English. Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (Ed.D.)--Duquesne University, 2009. / Title from document title page. Abstract included in electronic submission form. Includes bibliographical references (p. 109-118) and index.

Subjective time perception has received considerable attention in the past decade in management research. Organizational behavioral researchers increasingly emphasize the necessity of introducing a new perspective, the temporal perspective, to explore individual willingness to engage in discretionary behavior (i.e., organizational citizenship behavior and counterproductive behavior), as behavior entailing a temporal conflict of interest (e.g., short-term individual cost versus long-term individual and collective benefit). Temporal focus, defined as the degree to which people devote their attention to perceptions of the past, present, and future (Shipp, Edwards, & Lambert, 2009), is a core concept in the study of subjective time perception. However, most research on temporal focus is descriptive and vague in terms of explicating the causal mechanisms from temporal focus to individual decision-making and behavior. In this study, I use construal level theory to explain how temporal focus affects individual levels of mental construal, which in turn influences discretionary behavioral choices. Specifically, I propose that the effect of temporal focus on construal level is dependent on individual levels of need for cognition (NFC), defined as people's tendency to engage in and enjoy effortful cognitive activity (Cacioppo & Petty, 1984). Specifically, when high NFC persons reflect on their past, they recall, re-experience, and reanalyze the facts and details stored in their memory, resulting in a concrete mindset (low construal level). In contrast, when people with low NFC reflect on their past, they only retain or extract the general experiences, feelings, and lessons, leading to an abstract mindset (high construal level). Regarding the focus on the present, when high NFC people think about their current situation, they tend to interpret every detail and the context, leading to a constrained and narrow mindset (low construal level). Conversely, when low NFC people think about their present, they are less analytical and tend to be receptive about what is happening, resulting in an abstract mindset (high construal level). Regarding the focus of the future, when high NFC people think about their future, without involving concrete facts and details, they are able to predict global trends and aim at the superordinate goal (high construal level). In contrast, low NFC people who are reluctant to analyze, predict, and plan the future tend to simply extend the current subordinate goal into the future or just enter "daydreaming" mode (low construal level). Based on CLT, I further propose that temporal distance serves as a moderator exaggerating the abovementioned interactive effects of temporal focus and need for cognition. Specifically, when individuals higher in NFC think of their remote (versus recent) past, past focus has a stronger negative effect on their construal level; when those individuals who are lower in NFC think about their remote (versus recent) past, past focus has a stronger positive effect on their construal level. Similarly, when individuals with stronger NFC think of their remote (versus recent) future, future focus has a stronger positive effect on their construal level; in contrast, when individuals who have lower level of need for cognition think about the remote (versus recent) future, future focus has a stronger negative effect on their construal level. Regarding the interaction effect of different temporal foci, I argue that for individuals with low NFC, a temporal profile consisting of low past, low present, and high future focus results in the lowest level of mental construal; for individuals with a high need for cognition, low past focus, low present focus, and high future focus result in the highest mental construal level. Finally, I propose that high construal level leads to more OCB and less CWB by increasing individuals' ability to delay gratification (to forgo immediate desires for the sake of long-term rewards) and self-control (to resist short-term temptations and to refrain from impulsivity). I conduct a lab experiment (study 1) and a field survey (study 2) to test the proposed relationships in the model. In study 1, by recruiting 218 undergraduate students and randomly assigning them to one of three conditions where they are asked to focus on a specified temporal period of either past, present, or future, I establish the associations among manipulated temporal focus, need for cognition, and construal level. In study 2, I survey 291 employees and their immediate supervisors three times to test the entire model. The findings of the two studies confirm almost all of the hypotheses. In the section devoted to discussion, I further explore the data, findings, and theoretical and practical contributions. Finally, I discuss how this work has limitations and identify several directions for future research.

Lighting research has produced a wealth of knowledge concerning the visual effects of workplace lighting, but little understanding of other behavioural consequences. One trend in current lighting practice is toward providing users with the opportunity to control their own workstation lighting, often through the use of supplementary task lighting. The general assumption is that personal control over lighting will lead to better performance and improved mood. The personal control literature in psychology is abundant and tends to support this belief. Environmental psychologists in particular have embraced the idea that the provision of choices in the physical environment will lead to desirable outcomes, such as feelings of self-efficacy or competence. The present study tested the notion that personal control over lighting has beneficial effects, using a modified 2 x 2 Control x Preference factorial design with an additional control group to test for the possibility of subject reactivity biases. The Preference variable was included to test the hypothesis that working under favoured conditions, regardless of one's ability to control them, beneficially affects performance and mood. The design incorporated measures of motivation and attention to attempt to distinguish between two competing mechanisms that might underlie the effects. Male and female undergraduate students were randomly assigned to one of the five conditions in this laboratory experiment for a 2-hr session during which they completed a mood questionnaire and intellectual tasks including brain-teaser puzzles, a creativity task, an arithmetic task, and a grammar worksheet. The manipulation of Control as well as the manipulation of Preference (for the lighting at which one worked) affected ratings or perceived control. Subjects in the Control condition reported higher feelings of control than those in the No Control Condition; similarly, Preference Given subjects rated their perceptions of control more highly than Preference Denied subjects. Contrary to the conventional wisdom among environmental psychologists and designers, the results showed that choices in the physical environment are not always beneficial, at least where lighting is concerned. Control subjects performed more poorly on the intellectual tasks and more slowly on the creativity task than No Control subjects. The outcomes are discussed as differential effects of decisional versus cognitive control. Design applications of the personal control construct await further research. / Graduate

xvi, 117 p. : ill. (some col.) A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / Energy and environmental concerns warrant reconsideration of operable windows as a means of ventilating and cooling office environments. To design for optimal window use and performance, architects must understand human interaction with operable windows and the factors that influence occupant participation in their thermal environment. This thesis examines workers' personal control of operable windows in their office space through the lens of the following attributes: proximity, orientation, and accessibility to operable windows, office floor height, and the operational methods of windows. Three sites in the Minneapolis metro area were examined through site visits, informalinterviews, collection of physical traces, and a questionnaire. Research data reveal that proximity is the greatest determinant of window use. Other attributes have varying degrees of influence on use of windows. Surprisingly, workers valued operable windows significantly more for fresh air than for cooling. / Committee in Charge: Professor John Rowell, Chair; Professor Brook Muller; Professor G.Z. Brown

Forskning visar att ledares förväntningar på medarbetarna är betydelsefullt för att skapa ett gott arbetsklimat, trots detta är forskningsområdet relativt outforskat. Denna studie syftar till att undersöka ledares förväntningar på medarbetare, utifrån hur medarbetarna kan bidra till ett gott arbetsklimat. Studien utfördes genom semistrukturerade intervjuer med 8 ledare, med ett åldersspann på 34-55 år, det var fem män och tre kvinnor. Det insamlade materialet meningskoncentrerades och analyserades med en narrativ metod. Resultatet visade att ledare kan tydliggöra sina förväntningar på sina medarbetare genom tydlig kommunikation, delaktighet och uppföljning. Resultatet visade även att de faktorer som ledarna beskrev som viktiga för arbetsklimatets framtid var; att ge feedback, att ha målfokus, att ta ansvar för arbetsklimatet och att tydliggöra förväntningar.Slutsatsen blev att det finns ett behov av att tydliggöra de förväntningar som ledarna har på sina medarbetare. Det visade också att involvera medarbetarna i arbetsklimatarbeten och att skapa en medvetenhet om ett gemensamt ansvar för arbetsklimatet kan vara ett betydelsefullt sätt att göra detta.

In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. / Prof. J. M. Uys Dr. R. Smit

Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.