Dissertations / Theses on the topic 'Industrial procurement Psychological aspects'

The study examined the internal states (self-esteem and ethnic identity) that may affect individuals in a diverse work environment and lead to conflict. In particular it was expected that ethnic identity and self-esteem would mediate the relationship between diversity and conflict. Participants from a wide variety of organizations in Southern California completed an online survey. Statistical analyses revealed that self-esteem and ethnic identity did not mediate the relationship between diversity and conflict. However, many of the variables were significantly related to each other. Implications of the findings are discussed.

Thesis (MA)--University of Stellenbosch, 2003.
ENGLISH ABSTRACT: The aim of this study was to investigate the nature of the relationship between the Big Five personality factors and practical and theoretical training performance in adult Basic education and training (ABET). The existing literature on the subject was surveyed; this is followed by a report on the results of the empirical investigation. The experimental group consisted of 82 learners who followed an ABET level-4 course. Personality was determined by means of the Five-Factor Non-Verbal Personality Questionnaire (FF-NPQ), while cognitive skills were measured with Raven's Standard Progressive Matrix. By using the Pearson product moment correlation coefficient, multiple regression analysis and factor analysis, it was established that, apart from IQ, there was a significant positive correlation between agreeableness and practical training performance. Although there was also a significant, but small, positive correlation between neuroticism and practical training performance, the influence of the former factor on practical training performance could not be confirmed by a regression analysis. Only IQ and to a lesser extent neuroticism, conscientiousness and extroversion showed a relation with theoretical training performance. Once again, the influence of the latter three factors on theoretical training performance could not be confirmed by a regression analysis. The conclusion is thus drawn in this study that only IQ has a significant influence on theoretical training performance. Results also indicate that characteristics such as trust, helpful behaviour and co-operative behaviour, which indicate agreeableness, help to promote receptiveness in training in practical work, especially with respect to skills training. It appears that the role of personality factors with respect to training performance depends on: a) the nature of the training programme being followed, b) the degree of difficulty of the training programme, and c) the work or task objectives for which the training is being undertaken. The conclusion was drawn that the findings of studies on the relationship between training performance and personality should be interpreted with circumspection and that a great deal of research is required in this area.
AFRIKAANSE OPSOMMING: Die doel van die studie was om ondersoek in te stel na die aard van die verband tussen die Groot Vyf-persoonlikheidsfaktore en praktiese en teoretiese opleidingsprestasie by volwasse basiese opvoeding en opleiding-leerders. 'n Oorsig van die bestaande literatuur oor die onderwerp is gelewer, gevolg deur die rapportering van die resultate van die empiriese ondersoek. Die eksperimentele groep het bestaan uit 82 leerders wat 'n VBOO-vlak 4 kursus gevolg het. Persoonlikheid is deur middel van die Vyf Faktor - Nieverbale-Persoonlikheidsvraelys (FF-NPQ) bepaal en kognitiewe vaardighede is met behulp van Raven se Standaard-Progressiewe Matriks gemeet. Met behulp van die Pearson-produkmoment-korrelasiekoëffisiënt, meervoudige regressieontleding asook faktor-ontleding, is vasgestel dat, benewens IK, daar ook 'n beduidend positiewe verband tussen welgevalligheid en praktiese opleidingsprestasie voorgekom het. Hoewel 'n beduidende, maar klein, positiewe korrelasie ook tussen neorotisisme en praktiese opleidingsprestasie voorgekom het, kon die invloed van die laasgenoemde faktor op praktiese opleidingsprestasie nie deur die regressieontleding ondersteun word nie. Slegs IK en tot 'n mindere mate neorotisisme, konsensieusheid en ekstroversie het 'n verband met teoretiese opleidingsprestasie getoon. Weereens kon die invloed van laasgenoemde drie faktore op teoretiese opleidingsprestasie nie bevestig word deur die regressieontleding nie. Ten opsigte van die huidige ondersoek, word die gevolgrekking dus gemaak dat slegs IK 'n beduidende invloed op teoretiese opleidingsprestasie het. Resultate dui daarop dat eienskappe soos vertroue, hulpverlende gedrag en samewerkende gedrag, wat dui op welgevalligheid, bevorderlik is vir opleiding in praktiese verband veral ten opsigte van vaardigheidsopleiding. Dit blyk ook asof die rol van persoonlikheidsfaktore ten opsigte van opleidingsprestasie, afhang van die a) aard van die opleidingsprogram wat gevolg word, b) die moeilikheidsgraad van die opleidingsprogram, asook c) vir watter werks- oftaakdoeleindes die opleiding plaasgevind het. Daar word tot die gevolgtrekking gekom dat die bevindinge van studies rakende die verband tussen opleidingsprestasie en persoonlikheid met omsigtigheid geïnterpreteer moet word en dat heelwat navorsing op hierdie gebied nodig is.

This study assessed the predictive validity of four independent factors (Rotter Locus of Control Scale, Safety Locus of Control, Organizational Attribution Style Questionnaire, and Rosenburg Self-Esteem Scale) in the establishment of a measure of safety consciousness in predicting on-the-job injuries and the filing of workers' compensation claims. A 125-item questionnaire was designed and administered to assess participants' disposition on each of the four psychological dimensions, demographic data and on-the-job injury information.

This study examines the factors that are important for team success by exploring the best possible criteria for selecting members for teamwork. Two models of team composition were proposed, productivty and synergy. The findings are discussed for their implications for team satisfaction and productivity.

The quality of the relationship between supervisors and subordinates strongly influences a variety of important work-related attitudes and behaviors, which consequently impact organizational effectiveness.

Thesis (MA)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: This assignment seeks to demonstrate that transformational leadership development programs that focus on teaching leaders the various transformational behaviours, fall short of their goal of changing leadership practice. Given the post-industrial context and the challenges posed by various world crises, the timely development of effective leaders is of the essence. It is essential to recognise why current methods of leadership development are inefficient. Most development programs intervene to change behaviour. However, changed behaviour that does not reflect a leader's true motives and values will soon be identified by followers as manipulative efforts. The behaviour will be exposed as superficial and inauthentic. It is maintained that a more profound level of intervention is needed to bring about authentic leadership development. Leaders who need to change from an autocratic leadership style to the extreme opposite of transformational leadership style must change more than just their behaviour. They need to examine their view of life, the world, themselves and other people to identify their attitude and basic belief system. If this is not congruent to the values proposed by transformational leadership such as the empowerment of all people, it will be impossible to elicit authentic transformational leadership behaviour. Transformational leadership development programs will achieve greater success if they facilitate personal change within leaders. A change of view regarding themselves and other people will promote a true shift in values that encompass empowerment, support and advancement of all employees, will naturally yield behaviours consistent with these values. The person-centred approach of the well-known American psychologist Carl Rogers, proves to be an effective tool to provide leaders the opportunity to explore their beliefs, their experience and their attitudes. Various similarities between transformational leadership theory and person-centred psychotherapy principles exist. The conditions of personal growth echo the transformational leadership behaviour and the personal growth objective of Rogers resembles the transformational leadership objective of empowering all employees. It is maintained that leaders who gain self-knowledge and self-acceptance through the experience of a person-centred relationship can grow into a transformational leader. It will not only affect the organisation and its employees. Such a process can unlock human potential that can facilitate vision and meaning far beyond the organisation's linear objectives of increasing shareholder's value.
AFRIKAANSE OPSOMMING: Hierdie werkstuk probeer aantoon dat die huidige praktyk van transformasionele leierskapsontwikkeling nie in die doel slaag om leierskappraktyk beduidend te verander en te verbeter nie. Gegewe die post-industriele konteks en die uitdagings van 'n verskeidenheid weretdkrtsisse, is dit van groot belang om tydig sterk leiers te ontwikkel wat hierdie uitdagings die hoof kan bied. Dit is ook essensieel om redes te identifiseer waarom transformasionele leierskapsontwikkeling tot dusver nie effektief was nie. Die meeste ontwikkelingsprogramme fokus daarop om gedrag te verander. Veranderde gedrag wat egter nie 'n leier se ware motiewe en waardes weerspieel nie, sal gou uitgeken en geetiketteer word as manipulerende gedrag. Die gedrag sal as oneg en oppervlakkig ervaar word. Daar word aangevoer dat 'n dieper intervensievlak toegepas moet word om ware transformasionele gedrag te bewerkstellig. Leiers wat van 'n outokratiese na 'n transformasionele leierskapstyl moet oorskakel, sal meer as net hul gedrag rnoet aanpas. Hulle sal selfondersoek moet instel om helderheid en begrip in te win aangaande hul selfkonsep, lewensbeskouing en mensbeskouing om sodoende hul persoonlike houdings en waardes identifiseer. Indien hul persoonlike waardes nie kongruent is aan die waardes wat voorgestel word deur transformasionele leierskap nie, sal dit onmoontlik wees om outentieke transformasionele leierskap te ontwikkel. Transformasionele leierskapontwikkelingsprogramme sal groter sukses behaal indien dit ware persoonlike verandering in die leier meebring. 'n Verandering in 'n leier se selfkonsep en mensbeskourng wat 'n ware skuif meebring in die waardes wat die leier aanhang, sal 'n natuurlike verandering in 'n leier se gedrag ten opsigte van bemagtiging, ondersteuning en bevordering van aile werknemers teweeg bring en wat kongruent is aan die leier se persoonlike oortuiginge. Die persoonsgesentreerde benadering van die bekende Amerikaanse sielkundige, Carl Rogers, bied 'n werkbare alternatief vir die proses van leierskapsontwikkeling. 'n Rogeriaanse verhouding wat leiers 'n geleentheid bied om hulself te verken en te leer ken, fasiliteer die natuurlike groei na transformasionele leierskap. Die persoonsgesentreerde benadering van Rogers het 'n aantal raakpunte met die transformasionele leierskapsteorie. Die voorvereistes vir persoonlike groei uiteengesit deur Rogers refiekteer die gedrag voorgeskryf deur transformasionele teorie. Die verwagting van Rogers dat hierdie voorvereistes sal lei tot persoonlike groei stem ook ooreen met die vereiste gestel aan transformasionele leiers om al hul werknemers te bemagtig. 'n Leier wat blootgestel word aan 'n ontwikkelingsproses wat as basis 'n persoonsgesentreerde verhouding bied, ontwikkel verder as bloot tot voordeel van die individuele organisasie. Die proses sal ook meebring dat 'n leier se potensiaal ontsluit word om visie en betekenis te ontwikkel en te kommunikeer wat verder strek as die onmiddellike organisatoriese doel van verhoging in waarde van aandeelhouersbelang.

Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance. The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model. The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL. Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work.
AFRIKAANSE OPSOMMING: Die Taakeienskappe Model (Job Characteristics Model, JCM) is een van die Bedryfsielkunde-modelle wat die meeste gebruik en nagevors word. Dit het aan die bedryf bruikbare oplossings vir mensverwante besigheidsprobleme verskaf deur die herrangskikking van die fisiese en sielkundige eienskappe van werk om probleme soos demotivering, ontevredenheid en marginale prestasie aan te spreek. Die JCM is egter ook al baie gekritiseer, spesifiek rondom die bemiddelende rol van die sielkundige toestand veranderlikes. Navorsingsbevindinge oor die model word in twee groepe verdeel. Die een groep argumenteer dat die model empiries foutvry is, terwyl die ander groep glo dat dit weggedoen of aangepas moet word. Hierdie studies is egter in die 1990’s gedoen, toe die meeste van die gevorderde statistiese tegnieke wat vandag gebruik word, nie bestaan het nie. Navorsing oor die JCM het sedertdien stadig maar seker afgeneem, en geen finale besluit oor die bruikbaarheid en geldigheid van die model is al geneem nie. Die oorkoepelende doel van hierdie navorsing was om van die bogenoemde probleme te probeer oplos deur drie vername teoretiese uitgangspunte oor die JCM in die Suid-Afrikaanse konteks te toets deur middel van ‘n steekproef van 881 studente. Dit is met behulp van struktuurvergelykingsmodellering deur middel van LISREL gedoen. ‘n “Ex post facto” korrelasionele navorsings ontwerp is benut. Drie aparte strukturele modelle is gepas en vergelyk. Die eerste model was ’n vereenvoudigde weergawe van die oorspronklike een (Hackman & Oldham, 1980). Die tweede model het die bemiddelende sielkundige toestande uitgelaat wat deur Boonzaier, Ficker en Rust (2001) voorgestel is. Die finale model het dieselfde basiese struktuur as die eerste een gehad, maar nuwe oorsaaklike weë is tussen die werkseienskappe en sielkundige toestande ingesluit. Die resultate toon dat meer variansie in die uitkomstes verduidelik word wanneer die sielkundige toestand veranderlikes wel ingesluit word. Die sielkundige toestande is dus ’n kritieke komponent van die model. Hoewel hierdie bevindinge die oorspronklike model staaf, het die derde model die noemenswaardige variansie in uitkomstes van die afhanklike veranderlikes beter verklaar. Hierdie bevindinge dui daarop dat die werkseienskappe die sielkundige toestande meer omvattend voorspel as wat aanvanklik in die literatuur voorgestel is. Werksontwerp-intervensies is dus nog steeds ’n bruikbare hulpmiddel en die bedryf moet die voorgestelde intervensies gebruik. Hierdie studie stel ook voorlopige vergelykings voor (Motiverings Potensiaal Telling en hulpbrontoewysing) wat gebruik kan word om die relatiewe belangrikheid van elke werkskenmerk in die wêreld van werk te bepaal.

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.

There have been many theories that have examined how leaders can be effective within an organization. The purpose of this study was to determine whether or not personality would strengthen or weaken the relationship between the quality of one's relationship with their leader (LMX) and performance outcomes (OCB). Personality did not act as a moderator. In order to test this, 127 participants of both men and women from various organizational and educational backgrounds were surveyed.

Few studies to date have investigated associations among work, family, and sleep outcomes. The following dissertation includes three studies that attempt to further understanding of such relationships by utilizing data from information technology workers within the Work, Family, and Health Network study. In Study 1, which is published in the Journal of Occupational Health Psychology, associations between work-to-family conflict, family-to-work conflict, family-supportive supervisor behaviors, and sleep outcomes, measured both subjectively and objectively, are examined in a cross-sectional sample. Study 2 investigates associations among work-to-family conflict, family-supportive supervisor behaviors, and subjective sleep outcomes within a seven-day daily diary framework. Furthermore, workplace characteristics are examined as moderators of these relationships. Study 3 explores the effect of a work-family intervention on sleep outcomes at the 18-month follow-up time point, in addition to mediators of the intervention effect on sleep outcomes over time.

Thesis (MCom)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: This study recognised the importance of well-being of employees in today’s turbulent working environment. It departed from the notion that the sustainability of organisations is determined by the quality of its workforce and therefore employee well-being is a major priority. The well-being of employees is not a random occurrence, but rather a complex phenomenon. Any attempt to influence or change the well-being of employees should be grounded in a firm understanding of the complexity of the well-being phenomenon. Steyn (2011) developed a Salotogenic Model of Occupational Well-being in an attempt to depict how positive psychological variables can be combined in a dynamic depiction of the nomological net of variables underlying the phenomenon of well-being in the workplace. The rationale for her study was that state-like Optimism and Self-efficacy will have a significant and direct positive effect on their Occupational Well-being, partly because of these psychological resources’ ability to foster positive expectations about the future, and partly because of the heightened sense of Organisational Commitment and Work Engagement facilitated by higher levels of Optimism and Self-efficacy. As a first adaption to the Steyn (2011) study, this study attempted to explicate the arguments that motivated the adaption and expansion of the original Steyn (2011) Salutogenic Model of Occupational Well-being, into the Steyn-Boers Structural Model of Psychological Well-being at Work. Set within the theoretical frameworks of Positive Organisational Behaviour (POB), the Broaden-and-Build theory (Fredrickson, 2001), as well as Hobfoll’s (1989) Conservation of Resource (COR) theory, the focus in this study was on explicating the nomological net ofariables underlying Subjective Well-being (SWB) and Psychological Well-Being at Work (PWBW), as two contemporary constructs well integrated into the Occupational Well-being literature. SWB was defined as both Hedonic Well-being (HWB) and Eudaimonic Well-being (EWB). HWB was further defined as Positive Affect (PA) and Negative Affect (NA). Well-being was contextualised in the work domain with Dagenais-Desmarais and Sovoie’s (2012) Psychological Well-being at Work (PWBW) construct. Hope, Resilience and Gratitude were included as additional psychological resources. Work Engagement was retained in the current study due to its central role in well-being. It was argued that Perceived Organisational Support (POS) and Psychological Ownership should further translate into better well-being and were therefore included in this study. A non-experimental research design (i.e. survey study) was used to explore the relationships between the various constructs. A convenience sample of 199 respondents was recruited via a social media network platform, Facebook, (i.e. non probability sampling technique). The measurement instruments included were the Positive and Negative Affect Schedule (PANAS) (Watson, Clark & Tellegen, 1988); Ryff’s (1989) Psychological Well-being Scale; and the Index of Psychological Well-Being at Work, developed by Dagenais-Desmarais and Savoie (2012). The four constructs that constitute Psychological Capital (Hope, Optimism, Self-efficacy and Resilience) were measured with the Psychological Capital Questionnaire (Luthans, Avey & Avolio 2007a). Gratitude was measured with the Gratitude Questionnaire-Six-Item form (GQ-6), (McCullough, Emmons & Tsang, 2002) and Work Engagement was measured with the 9-item Utrecht Work Engagement Scale (UWES-9) (Schaufeli & Bakker, 2003). Perceived Organisational Support was measured by the Perceived Organisational Support Scale, (Eisenberger, Huntington, Hutchinson & Sowa, 1986) and Psychologocal Ownership was measured with the Psychological Ownership Questionnaire (Pierce, O’Driscoll & Coghlan, 2004). Confirmatory factor analysis (CFA) and item analysis were conducted to evaluate the reliability and validity of the measurement instruments. SEM was used to fit the structural model to the data to investigate the extent to which the abovementioned constructs were significant predictors of SWB and PWBW. The results of the study revealed that different positive psychological resources predicted different aspects of well-being. For example, Hope had an indirect effect on both PA and PWBW, whilst Optimism had a direct effect on EWB and NA, with an indirect effect on PA and PWBW. Self-efficacy had a direct effect on EWB and Resilience a direct effect on PA. Optimism, as found in the Steyn (2011) study, thus played a very central role in overall well-being. Gratitude, although it had no direct effect on any of the well-being constructs, affected NA, PA, EWB and PWBW indirectly by working mainly through Optimism. Strong support that Work Engagement and Perceived Organisational Support contribute to the well-being of employees emerged. Psychological Ownership was the only construct that had no direct or indirect effect on well-being. It was argued that a possible explanation for this may be that Psychological Ownership might not be an antecedent to well-being, but rather a dimension thereof. The importance of this study was thus condensed in the knowledge that there are certain important antecedents to the management of PWBW. The results provide a probable explanation of the complex nomological net of variables and their interrelationships with each other, which influence Psychological Well-being at Work.
AFRIKAANSE OPSOMMING: Hierdie studie herken die belangrikheid van werknemer welstand in vandag se ontwrigtende werksomgewing. Dit het vertrek vanaf die idee dat die volhoubaarheid van organisasies bepaal word deur die gehalte van sy werksmag en dus is werknemer welstand ‘n belangrike prioriteit. Die welstand van werknemers is nie ‘n ewekansige gebeurtenis nie, maar eerder ‘n komplekse verskynsel. Enige poging om die welstand van werknemers te beïnvloed of te verander, moet gegrond wees in ‘n ferm begrip van die kompleksiteit van die welstand verskynsel. Steyn (2011) het ‘n Salutogeniese Model van Beroepswelstand ontwikkel in ‘n poging om uit te beeld hoe positiewe sielkundige veranderlikes gekombineer kan word in ‘n dinamiese voorstelling van die nomologiese net van veranderlikes, onderliggend aan die verskynsel van welstand in die werksplek. Die rasionaal vir haar studie was dat Optimisme en Self-doeltreffendheid ‘n beduidende en direkte positiewe effek op Beroepswelstand sou hê, deels as gevolg van die sielkundige hulpbronne se vermoë om positiewe verwagtinge vir die toekoms te bevorder, en deels as gevolg van die verhoogte gevoel van Organisasieverbintenis en Werksbetrokkenheid wat gefasiliteer word deur hoër vlakke van Optimisme en Self-doeltreffenheid. As ‘n eerste aanpassing tot die Steyn (2011) studie, het hierdie studie gepoog om die argumente wat die aanpassing en uitbreiding van die oorspronklike Steyn (2011) Salutogeniese Model van Beroepswelstand tot die Steyn-Boers Strukturele Model van Sielkundige Welstand by die Werk, te verduidelik. Met inagneming van die teoretiese raamwerke van Positiewe Organisasie Gedrag (POG), Uitbrei-en-Bou teorie (Fredrickson, 2001) en Hobfoll (1989) se Bewaring van Hulpbronne (BH) teorie, was die fokus van die studie op die uitspel van die nomologiese net van veranderlikes onderliggende aan Subjektiewe Welstand (SW) en Sielkundige Welstand by die Werk (SWW) as twee kontemporêre konstrukte goed geïntegreer in die Beroepswelstand literatuur. SW was omskryf as beide Hedoniese Welstand (HW) en Eudimoniese Welstand (EW). HW was verder gedefinieer in terme van Positiewe Affek (PA) en Negatiewe Affek (NA). Welstand is gekontekstualiseerd in die werk domein met Dagenais-Desmarais en Savoie (2012) se konstruk van Sielkundige Welstand by die Werk (SWW). Hoop, Veerkragtigheid en Dankbaarheid is ingesluit as addisionele Sielkundige Kapitaal. Werksbetrokkenheid is in die huidige studie behou oor sy sentrale rol tot welstand. Dit is aangevoer dat Waargenome Organisasie Ondersteuning (WOO) en Sielkundige Eienaarskap werkers se welstand verder sal bevorder en was dus ingesluit in die studie. ‘n Nie-eksperimentele navorsingsontwerp (d.w.s. ‘n vraelys studie) was gebruik om die verwantskappe tussen die verskillende konstrukte vas te stel. ‘n Gerieflikheidsteekproef van 199 respondente was gewerf via ‘n sosiale media netwerk platvorm, Facebook (d.w.s. ‘n nie waarskynlikheidsteekproefneming tegniek). Die meetinstrumente het ingesluit die Positiewe en Negatiewe Affek Skedule (PANAS) (Watson et al., 1988); Ryff (1989) se Sielkundige Welstand Skaal en die Indeks vir Sielkundige Welstand by die Werk wat ontwikkel is deur Dagenais-Desmarais en Savoie (2012). Die vier konstrukte waaruit Sielkunidge Kapitaal bestaan (Hoop, Optimisme, Self-doeltreffendheid en Veerkragtigheid) was gemeet met die Sielkundige Kapitaal Vraelys-24 (Luthans et al., 2007a). Dankbaarheid was gemeet met die Dankbaarheid Vraelys–Ses-Item vorm (DV-6) (McCullough et al., 2002) en Werksbetrokkenheid was gemeet met die 9-item Utrecht Werksbetrokkenheid Skaal (UWBS-9) (Schaufeli & Bakker, 2003). Waargenome Organisasie Ondersteuning is gemeet deur die Waargenome Organisasie Ondersteuning Skaal (Eisenberger et al., 1986) en Sielkundige Eienaarskap is gemeet met die Sielkundige Eienaarskap Vraelys (Pierce et al., 2004). Bevestigende faktorontleding en item analise is gebruik om die betroubaarheid en geldigheid van die meetinstrumente te evalueer. Strukturele vergelyking modellering was gebruik om die strukturele model op die data te pas om vas te stel tot watter mate die bogenoemde konstrukte beduidende voorspellers van SW en SWW is. Die resultate van die studie het getoon dat die verskillende positiewe sielkundige hulpbronne, verskillende aspekte van welstand voorspel. Hoop het, byvoorbeeld, ‘n indirekte uitwerking op beide PA en SWW gehad; terwyl Optimisme n direkte invloed op EB en NA, met ‘n indirekte effek op PA en SWW getoon het. Self-doeltreffendheid het ‘n direkte invloed op EB, en Veerkragtigheid ‘n direkte invloed op PA, gehad. Optimisme, soos gevind in die Steyn (2011) studie, het ‘n baie sentrale rol in algehele welstand gespeel. Alhoewel Dankbaarheid geen direkte invloede op enige van die welstand konstrukte gehad het nie, het dit wel ‘n indirekte effek op PA, NA, EB en SWW gehad, meestal deur Optimisme. Sterk steun het na vore gekom dat Werksbetrokkenheid en Waargenome Organisasie Ondersteuning tot die welstand van werknemers bydra. Sielkundige Eienaarskap was die enigste konstruk wat geen direkte of indirekte invloed op welstand gehad het nie. Dit was geargumenteer dat ‘n moontlike verduideliking hiervoor mag wees dat Sielkundige Eienaarskap moontlik nie ‘n voorspeller van welstand is nie, maar eerder ‘n dimensie daarvan. Die belangrikheid van hierdie studie is dus gekonsentreerd in die wete dat daar sekere belangrike voorspellers tot die bestuur van SWW is. Die resultate verskaf ‘n moontlike verduideliking van die komplekse nomologiese net van veranderlikes en hul onderlinge verbande met mekaar, wat sodoende Sielkundige Welstand by die Werk beïnvloed.

Thesis (MA)--University of Stellenbosch, 2005.
103 Leaves printed on single pages, preliminary pages i- viii and numbered pages 1-132. Includes bibliography, list of tables and figures. Digitized at 600 dpi grayscale to pdf format (OCR), using a Bizhub 250 Konica Minolta Scanner.
ENGLISH ABSTRACT: The research explored the role of interpersonal justice perceptions in an organisation undergoing change. Interpersonal justice was operationalised by dividing it into two components namely, social sensitivity and informational justice. The study falls within the qualitative and quantitative paradigm. The research was conducted at a South African financial institution undergoing change due to a merger and acquisition, and comprised of in-depth interviews as well as an exploratory survey. The sample consisted of 159 employees. The results confirm those of previous research studies regarding the relationship between interpersonal justice and job satisfaction. The results also showed that a difference in the interpersonal justice perceptions of employees at different job grades exists. Interpersonal justice perceptions are likely when employees believe that they personally are treated fairly and are being adequately informed of the changes in their organisation. This is of utmost importance if one is to create a just and efficient workforce during organisational change processes.
AFRIKAANSE OPSOMMING: Die navorsing het die rol van interpersoonlike geregtigheid persepsies in 'n organisasie wat verandering ondergaan ondersoek. Interpersoonlike geregtigheid was geoperasioneel deur dit te verdeel in twee komponente naamlik, sosiale sensitiwiteit en inligtings geregtigheid. Die studie val onder die kwalitatiewe en kwantitatiewe paradigma. Die navorsing was onderneem by 'n Suid-Afrikaanse finansiele instelling wat deur organisatoriese verandering gegaan het as gevolg van 'n samesmelting. Die navorsing het bestaan uit in diepte onderhoude asook 'n ondersoek opmeetinstrument. Die steekproef het bestaan uit 159 werknemers. Die resultate van die studie ondersteun die van vorige navorsing wat betref die verhouding tussen interpersoonlike geregtigheid en werkstevredenheid. Die resultate het ook getoon dat 'n verskil in die interpersoonlike geregtigheid persepsies van werknemers op verskillende posvlakke bestaan. Interpersoonlike geregtigheid persepsies is moontlik wanneer werknemers glo dat hulle met respek en regverdigheid behandel word. Werknemers moet ook genoegsaam ingelig word van die veranderinge in die organisasie om persepsies van interpersoonlike geregtigheid te ondervind. Dit is van uiterste belang gedurende organisatoriese veranderinge om 'n doeltreffende mannekrag waar geregtigheid geld te skep.

Applying the theoretical perspective of organisational identification (OI), in this thesis I explore how rising individualistic cultural values (ICVs) of employees affect their work performance in service industry of South China. I consider leader-member exchange (LMX) and its moderating effect on the association between rising ICVs and OI of employees, which may affect their performance. The hypotheses are tested using data collected from a large Hong Kong owned organisation in the hospitality industry in South China. The data show that ICV has a negative relationship with OI, which in turn can cause poorer employee performance of young generation workforce. The data also show that a relationship approach such as LMX can moderate the negative association between ICV and OI. From the empirical findings, there are practical implications for people management in South China business operations.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2005.
Several years of research have been dedicated to investigating the question of why intelligent and experienced leaders are not always successful in spite of having high levels of cognitive intelligence (IQ) and the suitable personality traits. Emotional Intelligence (EI) gained considerable popularity from the notion that it may underlie various aspects of workplace performance that could not be accounted for by IQ or personality and that it could be developed in promising individuals. Adjunct to this, the field of Positive Organisational Scholarship underscored the importance of cultivating positive emotions in individual organizational members and others, not just as end-states in themselves, but also as a means to achieving individual and organizational transformation; and hence optimal functioning over time. The Swinburne University Emotional Intelligence Test (SUEIT) is one of numerous models and measures of EI that have consequently been developed. The development of this measure was aimed at providing an assessment of the most definitive dimensions of the construct by incorporating six of the predominant models and measures into the development of EI to provide an assessment of the most definitive dimensions of the construct. The current study was aimed at addressing the need for evidence in support of a self-report EI measures’ utility to predict e.g. effective organizational leadership over and above other established constructs. Specifically the study aimed to provide support for the utility of the SUEIT to predict variance in leadership competence indicated by Assessment Centre (AC) technology results, not accounted for by other psychometric tools, namely the Occupational Personality Questionnaire (OPQ32i), measuring personality. One of the biggest issues currently facing measures of EI is the discriminant validity from measures of personality. Research was necessary to add to the body of knowledge with regards to the relationship between EI and effective leadership, and to provide support for the incremental validity of an EI measure to predict effective leadership over and above other well-established models and measures. The theoretical arguments that underlie the rationale for this study are encapsulated in the conceptual claims made about EI and organizational leadership, the IQ-EI debate as it pertains to leadership and the relationship between EI and effective leadership (i.e. the discriminant, predictive and incremental validity of EI related to organizational leadership). The constructs of EI, personality and AC leadership competencies were operationalised through the SUEIT, OPQ32i and leadership AC technology, respectively. The sample consisted of 49 < N < 112 (variation in the sample size was due to varying amount of missing cases in the different analyses done) middle managers from a company in the life assurance industry in South Africa. OPQ32i and AC data was extracted from archival records and EI data was collected on a separate occasion by means of an online version of the SUEIT. A controlled inquiry of non-experimental kind was followed and correlational and multivariate data analysis procedures were employed, using the SPSS (version 12) statistical package. The data analysis was aimed at determining whether relationships exist between the participants’ scores on the different competencies as rated by means of the leadership AC technology and the dimensions measured by the psychometric instruments. It was also aimed towards finding evidence for the incremental validity of the SUEIT over the OPQ32i in predicting leadership competencies. The results demonstrated the existence of various relationships between EI (as measured by the SUEIT) and specific leadership competencies measured by the AC technology employed by the sponsoring organisation. Adjunct to this, partial evidence has been obtained in support of the predictive validity of EI as operationalised by the SUEIT. In several instances it was found that there are overlap in the measurement of the underlying latent constructs by the different personality and EI dimensions from which such results were inferred. In order to compare these findings (with regards to the overlap between EI and personality traits) with previous research, conceptual links were drawn with other EI and personality measures used (e.g. the Bar-On EQi and NEO-FFI). Expected conceptual and theoretical equivalence in the measurement of personality and EI were confirmed. However, evidence for the incremental validity of the SUEIT (and specifically different dimensions thereof) was still found for most of the leadership competencies. Based on the results it can be assumed that the SUEIT predicted scores on the examined leadership competencies when a measure of personality, namely the OPQ32i (already employed for this purpose) was controlled for. The results added to the understanding of what characteristics leaders in the sponsoring organization should possess to enable them and the organisation to be successful. The results provide preliminary evidence that the SUEIT could be useful to organizational decision makers, who need to select leaders that competently display leadership behaviours. It also provides preliminary evidence that EI and the SUEIT should be viewed as a useful construct and tool. The use of archival data introduced several limitations to the study and will be discussed with suggestions for future research.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009.
This investigation explored the unique experiences of expatriates who have taken the proverbial first step into the novel and unknown. The main purpose of this study was to bring to the fore the importance of these experiences in a human resources management context. Through the application of the qualitative research methodology based on grounded theory, these experiences were unearthed, analysed and discussed. Various personal and contextual factors that contributed to the experience of success were identified and further elucidated. This study ultimately illustrated the need for organisations to develop adjustment programmes that would assist the expatriation process to provide insights and skills that could empower the individual to achieve true personal fulfilment in pursuit of career success.

Thesis (MA(Industrial Psychology))--University of Stellenbosch, 2007.
Increased globalisation and competition have implications for organisational renewal and change and increasingly cost cutting, by retrenching employees, is part of the search for competitive advantage and sustainability. Within the South African context, retrenchments are no exception. The study explored the experiences of those who are tasked with the role of implementing the retrenchment, the so-called retrenchment implementers. Despite implementers being key to ensuring organisational success and profitability in the aftermath of retrenchment, research on their experiences is limited not only internationally, but also locally. The study was conducted amongst participants employed at various South African organisations. Qualitative data was obtained via semi-structured interviews with the implementers of retrenchments. Following content analysis, three key themes emerged: implementers’ experiences of procedural aspects as per s189 and s189A of the Labour Relations Act 66, of 1995 (as amended); implementers’ personal experiences of performing the retrenchment act and organisational and personal enabling strategies to assist with preparing implementers for the retrenchment task. Results indicate mixed responses in terms of complying with the relevant legislation. Insofar as their personal experiences are concerned, results indicate that while some implementers had found ways to adjust to their managerial function of implementing retrenchments, others experienced discomfort with their role, suffering from amongst others guilt and feelings of responsibility, role conflict, role overload, decreased emotional well being, a sense of isolation, negative self-perceptions and feelings of job insecurity. In the majority of cases, implementers experienced limited organisational emotional support and assistance in dealing with their emotions during the retrenchment conversation. These results support the limited non-South African literature. The results from the present study also added insight into the ways in which implementers are personally prepared for their role as well as ways in which organisations can assist them emotionally for their task.

This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.

The present field study investigated the application of an applied behavior analysis package (consisting of Feedback and Thank You interventions) to one department of a large manufacturing plant for the purpose of increasing safe work behaviors. Safe behaviors increased following the introduction of a Feedback intervention and continued to increase somewhat following the introduction of a Thank You intervention. Safe behaviors decreased when interventions were withdrawn. Responses to a Safety Climate Survey showed employee perceptions did not change as a result of the safety interventions. Results and directions for future research are discussed.
Master of Science

Negative events encountered in daily life influence individual well-being. Individuals vary in their reactivity to these events, the extent to which they are behaviorally, physiologically, and psychologically influenced by them (Almeida, 2005; Neupert, Almeida, & Charles, 2007). Reactivity to events in the form of changes in health behavior could represent either an attempt at coping (Cooper, Frone, Russell, & Mudar, 1995) or a stressor-related failure of self-control (Muraven & Baumeister, 2000). Such changes in behavior could have later effects on health. Although a great deal of attention has been paid to both the immediate and long-term effects of stressors on individuals, little is understood about the potential relationship between these immediate and long-term consequences. Exploration of this connection could not only expand the understanding of the relationships between stressors, behavior, and well-being, but also inform intervention strategies. One important domain in which stressors occur is work; certain occupations such as nursing expose individuals to a greater likelihood of experiencing stressors simply by nature of the tasks and/or environment involved. As a nursing shortage continues, stress is in fact one of the most-often cited reasons for nurses to leave the profession (Cangelosi, Markham, & Bounds, 1998). Using a sample drawn from the Oregon Nurse Retention Project and the relatively novel statistical method of slopes-as-predictors, I examined the relationships between work stressors and nurses' health behaviors (alcohol consumption, diet, exercise) and then used those relationships as predictors of follow-up outcomes (depression, life satisfaction, perceived health). Significant variability was found for five combinations of stressors and health behaviors, indicating that varying patterns of health behavior reactivity were indeed present in this sample; moreover four of those five stressor-behavior (reactivity) slopes emerged as significant predictors of later health and well-being. Notably, reactivity in the form of increased days of exercise during weeks of greater demands or negative events was associated with lower depression scores, and reactivity in the form of increased days of exercise during weeks of greater conflicts was associated with greater satisfaction with life. Implications of these findings, including the importance of exercise in maintaining well-being, are discussed.

Individuals are required to manage multiple tasks which require strategic allocation of time and effort to ensure goals are reached efficiently. By providing the worker with autonomy over their work, performance and worker well-being have improved. This increased control allows individuals to organize work according to the needs of the body, which prevents fatigue leading to improved productivity. When given the option, humans tend to switch between tasks frequently. This behaviour can be used to determine the change in self-regulation strategies. An understanding of human task-switching behaviour is important for the design of job rotation systems. However, there is a lack of evidence explaining the factors motivating the need to switch between tasks. This study aims to use physiological, subjective and behavioural measures to explain the factors influencing selfregulation through the act of task-switching. Three primary hypotheses were developed to explain the factors underlying taskswitching behaviour. It was hypothesized that the degree of boredom experienced, the effort required to perform the task and the resource usage induced by the task are factors responsible in deciding task switching behaviour. Participants (17 males and 17 females) switched freely between five different information-processing tasks for the 45 minutes. Participants were allowed to switch back and forth between tasks and did not have to conduct all five tasks. The following measures were recorded during the experiment: subjective measures of boredom, mental effort, task frustration and perceived performance of the tasks; energy consumption and physiological measures of effort (HR, HRV and body temperature) and behavioural measures, including duration and frequency of task. Perceived boredom was found to differ among the tasks and before and after the experiment. The average boredom rating at each task transition for all tasks exceeded a score of 2.5 out of a possible 4. There were no significant changes in physiological measures between the beginning and end of the task trials. However, changes in physiological measures showed a decrease in effort investment following task transition. Heart rate variability was lower for externally-paced tasks than for self-paced tasks, despite the differences in cognitive demands. The most frequent task-switch combination occurred between tasks of high and low cognitive demand. The least frequent task-switching combination occurred between tasks of similar characteristics, which produced no differences in physiological responses. Task-switching behaviour was influenced by the degree of boredom, and therefore more time was spent on less monotonous tasks. The level of physiological effort required for the task affected task-switching behaviour. Task switches were made before any changes in effort took place in an attempt to maintain task efficiency. It appears plausible that a task switch was made to reduce effort investment and activation levels. The type of information processing resources used by different tasks affected the task-switching combinations. Individuals tended to switch between tasks of differing resources so that those in limited supply were able to replenish. Therefore the findings from this study can potentially be used to improve the design of job rotation systems. Such improvements may enhance productivity and worker well-being by inhibiting the onset of down regulation and fatigue processes. This study showed that autonomy is necessary for individuals to regulate behaviour to suit human needs.
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Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: Financial independence is what most people strive for; however, world trends indicate that it eludes the majority of the population. In South Africa, financial independence figures, especially at retirement, range disconcertingly between 6% and 10%. Numerous factors contribute to and influence financial independence, such as the current economic climate, personality characteristics and attitudes and behaviour. In an attempt to understand the complexity of the interplay between finance and psychology, this research explores a commercial product, the Moneymax Profile (MMP), and endeavours to relate it to scientific literature that will contribute to the understanding of how personality characteristics and attitudes and behaviours toward money will influence financial independence. An ex post facto correlational research design was employed in this exploratory quantitative study (n = 67). The Financial Independence Scale (FIScale) was constructed for the purposes of the study. The concept of optimal financial attitudes and behaviour (OFAB) was developed and defined as measurable attitudes and behaviour that maximise the likelihood that individuals will experience financial security or independence. OFAB was measured by subscales of personality (locus of control, Type A/B personality, time orientation) and financial attitudes and behaviour (for example budgeting, social referents, financial discipline, control of investments). Results indicated that locus of control, time orientation, budgeting, social referents and control of investment were reliable measures of OFAB. The Moneymax traits with a moderate correlation that contributed significantly to OFAB were pride, emotionality, confidence, contentment, spending and trust. The traits of involvement, power and risk taking were significant, but the relationship with OFAB was weak. The remaining traits of altruism, work ethic, self-determination and reflectivity held little statistical value. The principle contributors to an individual’s financial habits and current status were noted to be education level, unexpected circumstances and trusting others. The lack of available psychometric properties for the MMP and the small sample were major limitations of this study. The disciplines of economics and psychology would do well to continue working together in an effort to comprehend money and money personality.
AFRIKAANSE OPSOMMING: Finansiële onafhanklikheid is ‘n stand van sake waarna meeste individue streef. Wêreldwyd word hierdie nie vir die oorgrote mederheid behaal nie. In Suid-Afrika blyk die getal vir finansiële onafhanklikheid slegs 6% tot 10% te wees. Faktore soos die huidige ekonomiese klimaat, persoonlike eienskappe, gesindheid en gedrag word as bydraende faktore beskou. ‘n Poging word aangewend om die komplekse interaksie tussen finansies en sielkunde te ondersoek en dit deur middel van ‘n kommersiele produk, Moneymax Profile (MMP), en onderneem om wetenskaplike literatuur te gebruik om vas te stel wat se komponente van persoonlikheid, gesindheid en gedrag nodig is vir ‘n individu om finansiëel onafhanklik te kan wees. ‘n Ex post facto korrelasie navorsingsontwerp word in die kwantitatiewe navorsingstudie (n = 67) gebruik. Die Financial Independence Scale (FIScale) was vir die navorsing ontwikkel. Die konsep van optimale gesindheid en gedrag (OFAB) word voorgelê en word as volg gedefinieer: meetbare gesindheid en gedrag wat ‘n individu se waarskynlikheid vergroot om finansiele sekuriteit en onafhanklikheid te beleef. OFAB was gemeet deur subskale van persoonlikheidseienskappe (lokus van kontrole, Tipe A/B persoonlikheid, tydorienteering) en finansiële gedrag en gesindheid (byvoorbeeld begrotings, sosialegroepsdruk, finansiële disipline, beleggingsbestuur). Resultate wys dat lokus van kontrole, tydorienteering, begrotings optrek, sosialegroepsdruk, en beleggingsbestuur geldige metings van OFAB was. Die Moneymax trekke wat beduidend en matige verwantskappe het met OFAB was trots, emosienaliteit, sekerheid, tevredenheid, besteeding en vertroue. Die trekke van betrokkenheid, mag en risiko was beduidend maar die korrelasie was swak. Die oorblywende trekke van altruïsme, werksetiek, selfbeskikking en oordenking hou weinig statistiese waarde. Faktore wat bydra tot ‘n individu se finansiëlegedrag en huidige finansiëlestatus is opvoedkundevlak, onbeplande omstandighede en om andere te vertrou. Die gebrek aan psigometriese eienskappe van die MMP het die studie gekniehalter. Die dissiplines van die ekonomie en sielkunde word aangemoedig om geld en geldpersoonlikheid verder te verken.

Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The South African National Defence Force (SANDF) is deploying locally, regionally and internationally for peacekeeping operations and tasks other than peacekeeping. It is imperative that it succeed in these missions in order for the country, region and the world to develop. However, in order for the SANDF to realize success those responsible for the task of peacekeeping have to be combat ready, and particularly perceive themselves to be combat ready, they have to measure high on psychological wellbeing and should have no psychosocial and/or psychological problems such as depression, anxiety and social dysfunction, but must have a high level of willingness to deploy. SANDF deployment in Africa is voluntary and depends on those members who are willing to deploy to extract Africa out of the mire of squalor and poverty and conflict. It is only when there is peace that development and proper governance can be achieved, hence the need to use the SANDF as a foreign policy tool to bring about peace in Africa. The aim of the study was to explore the impact of psychological wellbeing (PWB) general health (GH) and perceived combat readiness (PCR) on willingness to deploy (WD) in the SANDF. A non-experimental, exploratory study was employed this study. Participants were drawn from the Army (n=465) from the rank of private to colonel. Participants completed valid reliable instruments measuring PWB; PCR; GH; and WD. PWB was measured in terms of self-acceptance, positive relations with others, autonomy, purpose in life, environmental mastery, and personal growth. PCR was measured in terms of family support, confidence (in all its dimensions), morale, and cohesion and unit discipline. GH was measured in terms of somatic symptoms, anxiety/insomnia, social dysfunction and depression. WD was measured by using 12 questions with a sample question such as: “In the event of an invasion by an enemy force into the RSA, to what extent will you be willing to go into combat?” Correlation analysis was done to determine the relationship between the independent variables and the dependent variable. Multiple regression analysis was done to determine which of the independent variables contributed most to WD of members of the SANDF The results revealed a significant positive relationship between PWB (and its dimensions, except self-acceptance and positive relations with others) and WD, and PCR (and its dimensions, except unit disciple) and WD. GH was annulled for its potential not to explain any variance in the model because almost all participants scored zero on all subscales. The multiple regression analysis was in line with correlation results showing that total PCR (strongest predictor) made a significant contribution in explaining and predicting WD. PWB made a contribution in explaining and predicting WD, but not as strong as PCR. The PCR dimensions that individually contribute significantly in explaining and predicting WD are self-confidence, horizontal cohesion and confidence in the leader. The conclusion that is drawn from this study is that total PCR and total PWB contribute to willingness to deploy.

This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.

Thesis (MComm)--University of Stellenbosch, 2003.
ENGLISH ABSTRACT: Training represents an expensive investment organisations make in their human resources. For this reason, it is imperative that the knowledge, skills, attitudes and behaviours gained in training be transferred into visible on-the-job performance and results. Unfortunately, despite the increasing amounts of time, effort and money being spent on organisational training, the so-called “transfer problem” remains a threat. Continued low transfer puts a major portion of the training investment at risk, thus justifying practical efforts to leverage greater transfer of training. This study is one such effort. The primary goal of this study was to develop and test an empirical model of the transfer process so as to establish the effects of trainee ability and motivation on this process. More specifically, it aimed to establish the relationships between the constructs trainee ability to learn, motivation to learn, intention to learn, learning and retention, motivation to transfer, intention to transfer and consequently, transfer. A comprehensive study of the transfer of training literature was conducted so as to gain a better understanding of the issues relevant to the purpose of the study. The sample used for this study consisted of 116 trainees attending an assessor training course provided by the Wholesale and Retail Sector Education and Training Authorities (W&RSETA) in South Africa. Five questionnaires were administered during the course of the study, of which two were developed especially for the purposes of the study. The Motivation to Learn Questionnaire consisted of three sections. Section A was designed to give an indication of the demographic data of the trainees. Section B measured Motivation to Learn and Section C measured Intention to Learn by means of a Likert-type scale. The Motivation to Transfer Questionnaire also consisted of three sections, with Section A providing demographic data, Section B measuring Motivation to Transfer, and Section C measuring Intention to Transfer via a Liker-type scale. A Mental Alertness Scale, giving an indication of ability to learn (i.e. general cognitive ability), as well as a pre- and post Knowledge Test, measuring learning and retention, also had to be administered during the study. These measures were distributed to the various training facilitators for administration according to specified instructions at their respective training sessions. The data was subsequently analysed using SPSS. Unfortunately, not all hypotheses could be corroborated in this study, yet useful insights were nonetheless gained. It was discovered that ability to learn significantly affects the amount of learning and retention that occurs during training. Ability to learn was also positively correlated with motivation to learn the training material. Motivation to learn produced significant relationships with three variables, namely intention to learn, intention to transfer, as well as motivation to transfer learning into on-the-job performance. Intention to learn was also found to positively correlate with intention to transfer. Finally, motivation to transfer indicated a significant correlation with intention to transfer. Consequently, conclusions were derived from the results obtained and recommendations for future research made.
AFRIKAANSE OPSOMMING: Opleiding is ‘n duur belegging wat organisasies in hul menslike hulpbronne maak en daarom is dit uiters belangrik dat die kennis, vaardighede, houdings en gedrag wat tydens opleiding aangeleer word, oorgedra word tot sigbare werksprestasie en resultate. Ongelukkig bly die oordrag van aangeleerde kennis en vaardighede ‘n probleem, ten spyte van die toenemende besteding van tyd, inspanning en fondse aan organisatoriese opleiding. ‘n Groot deel van die belegging in organisatoriese opleiding word op die spel geplaas deur voortdurende lae vlakke van oordrag. Om die rede, regverdig dit praktiese pogings om hoër oordragsvlakke te bewerkstellig. Hierdie studie poog om ‘n bydrae te maak in hierdie verband. Die primêre doel van die studie is om ‘n empiriese model van die oordragsproses te ontwikkel en te toets, en sodoende die effek van leerders se vermoëns en motivering op hierdie proses vas te stel. Meer spesifiek, poog dit om die verband tussen die konstrukte van leervermoë, motivering om te leer, intensie om te leer, leer en retensie, motivering om oor te dra, intensie om oor te dra, en oordrag, vas te stel. ‘n Omvattende literatuurstudie van die oordrag van leer is uitgevoer om sodoende ‘n beter begrip te kry van die konstrukte ter sake. ‘n Steekproef van 116 leerders is in die studie gebruik. Die leerders het ‘n assessoropleidingsprogram bygewoon wat deur die W&R SETA verskaf is. Vyf vraelyste is gedurende die studie toegepas, waarvan twee vir die doeleindes van die studie ontwikkel is. Die motivering-om-te-leer vraelys bestaan uit drie afdelings. Afdeling A verteenwoordig demografiese items, en Afdeling B en Afdeling C meet onderskeidelik motivering om te leer en intensie om te leer met behulp van ‘n 7-punt Likert-tipe skaal. Die oordragmotiveringsvraelys bestaan ook uit drie afdelings, waar Afdeling A weer op demografiese informasie fokus. Afdeling B en C meet onderskeidelik oordragmotivering en oordragintensie met behulp van ‘n 7-punt Likerttipe skaal. ‘n Verstandelikehelderheidsskaal (wat leervermoë gemeet het), sowel as ‘n voor- en na-kennistoets (wat leer en retensie meet) is ook toegepas gedurende die studie. Hierdie vraelyste is aan die verskillende opleiers versprei sodat hulle dit volgens die instruksies in hulle onderskeidelike opleidingssessies kon toepas. Die data is geanaliseer deur die gebruik van die rekenaarpakket SPSS. Al die hipoteses kon nie bevestig word nie, maar nuttige insigte is nogtans ingewin. Resultate toon dat leervermoë ‘n beduidende effek het op die hoeveelheid leer en retensie wat gedurende opleiding plaasvind. Leervermoë het ook ‘n positiewe verband met leermotivering getoon. Leermotivering het beduidende korrelasies met drie veranderlikes getoon, naamlik leerintensie, oordragintensie en oordragmotivering. Leerintensie het ook ‘n positiewe korrelasie met oordragintensie getoon. Laastens is ‘n beduidende korrelasie tussen oordragmotivering en oordragintensie bevind. Gevolgtrekkings en aanbevelings vir toekomstige navorsing is gemaak.