Dissertations / Theses on the topic 'Organisational psychology'
To see the other types of publications on this topic, follow the link: Organisational psychology.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Organisational psychology.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Van, Niekerk Roelf. "Economic responsiveness in organisational psychology curricula." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003952.
Full textAbstract:
This study focused on a topic at the intersection of two contexts, namely curriculum responsiveness and industrial/organisational psychology (IOP). The rationale for this study is based on two considerations. Firstly, a review of the IOP curricula offered at ten prominent South African universities revealed little overlap. This suggests that academic departments are not guided by shared principles when they implement decisions about the content or sequencing of curriculum content. Secondly, the Department of Education urges academics to design curricula that are relevant and responsive to contemporary conditions. These two considerations motivated the investigation of the following research question: What key performance areas (KPAs) do employers specify when they advertise positions suitable for IOP graduates? The investigation had two aims, namely (a) to systematically analyse the KPAs specified in job advertisements and (b) to compile KPA templates that may be used by IOP departments who wish to revise or transform their curricula. The research design of this study has five characteristics, namely that it is: (a) qualitative, (b) naturalistic, (c), descriptive, (d) applied, and (e) strategic. The study employed a purposive sampling strategy that involved the collection of documentary data (job advertisements aimed at recruiting IOP graduates) over a 52-week period (N=1115). The data was content analysed by means of a six-step documentary analysis method. Specific strategies were employed to enhance the validity of the findings. These strategies focused on credibility, transferability, dependability, and confirmability. Similarly, the ethical standing of the investigation was promoted by addressing four considerations, namely autonomy and respect for dignity, non-maleficence, beneficence, and justice. The data analysis procedure produced comprehensive and detailed qualitative descriptions of (a) 21 occupational categories, (b) 4070 KPA themes and (c) 84 KPA clusters. In addition, the number of occupational categories, KPA themes and KPA clusters were recorded and interpreted. In addition, the data analysis procedure produced comprehensive KPA templates that IOP departments may find useful. The templates reflect the KPAs specified by advertisements aimed at recruiting IOP graduates for a range of occupational categories and were designed to be used as benchmarks against which the economic responsiveness of curricula can be compared.
2
Kyriakidou, Olympia. "Organisational identity and change : the dynamics of organisational transformation." Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.
Full text
3
Schlechter, Anton Francois. "The relationship between organisational culture and organisational performance: a study conducted within a large South African retail organisation." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52008.
Full textAbstract:
Thesis (MA) -- University of Stellenbosch, 2000.ENGLISH ABSTRACT: The underlying problem that prompted this study was to determine whether a relationship existed between organisational culture and organisational performance within a South African organisation. The research problem, furthermore, not only focused on establishing a relationship between aspects of organisational culture and performance, but also on whether variations in the perception of organisational culture are related to organisational performance, i.e. whether the degree to which the organisational culture is widespread or shared among members of the organisation, is related to organisational performance. To answer this question, six hypotheses were formulated with the intention of subjecting them to statistical analysis. The Competence Process of Jay Hall (1996) was used to provide a theoretical framework in terms of which the relationship between the constituent dimensions of organisational culture and organisational performance may be explained. Based on the competence theory it is hypothesised that the dimensions of organisational culture or competence - collaboration, commitment, creativity and the supporting conditions thereof, are directly proportional to the potential for performance. The 40-item Organisational Competence Index (OCI), which forms part of the Organisation Culture Analysis (OCA), is designed to assess the conditions for competence within an organisation. The sampling process finally produced a sample of 988 respondents that completed the organisational culture questionnaires (OCls). The organisation was divided into 60 areas or business units that were stratified throughout the organisation. A stratified sampling technique was therefore used, and the above mentioned geographical subdivisions were used as strata. Because of the all-pervasive nature of accounting as the language of business, financially based indicators are universally adopted to measure organisational performance. Taking the various arguments and proposed measures into consideration, it was decided to use the following three objective performance criteria: 1) financial profits; 2) stock losses; and 3) labour turnover - (indicative of the voluntary survival rate). Commercial organisations ultimately have one important "bottom line", to create wealth for all associated with the organisation and therefore to be financially successful. Thus, the indicators of organisational performance that were used are all directly relevant and based on the so-called financial "bottom line" of the organisation. To determine the relationship between the average organisational culture scores and the performance indicators, the product moment correlation coefficients were computed between each area's average organisational culture dimension scores and the three indicators of performance. Commuting the coefficient of variation arrived at the variation in average culture dimension scores per area. To establish the relationship between the variation in average culture dimension scores and the performance indicators, the correlation coefficients were computed between the coefficient of variation and the performance measures. All of these relationships were found to be significant, at least at the 0.05 level. The findings and conclusions arrived at, may be summarised as follows: The first conclusion that can be drawn is that the business units in which the members experience collaboration and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover, compared to those business units where members experience the collaboration dimension to a lesser degree. The second conclusion that can be drawn is that the business units in which the members experience commitment and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the commitment dimension to a lesser degree. The third conclusion that can be drawn is that the business units in which the members experience creativity and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the creativity dimension to a lesser degree. The fourth conclusion that can be drawn is that the business units in which the members experience the dimensions of competence and the supporting conditions thereof to a lesser degree of variance are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the culture dimensions to a greater degree of variance. In more practical terms, it would seem that the dimensions of competence might well explain why some business units (possibly organisations) are more successful than others.
AFRIKAANSE OPSOMMING: Die onderliggende vraag wat tot hierdie studie gelei het, was om te bepaal of daar 'n verband bestaan tussen die organisatoriese kultuur en die organisasie prestasie van 'n Suid Afrikaanse maatskappy. Die navorsingsprobleem het verder nie net gefokus op die vestiging van 'n verband tussen aspekte van organisasie kultuur en prestasie nie, maar ook probeer om te bepaal of die variansie in die persepsie van organisasie kultuur ook verwant is aan prestasie. Om hierdie vrae te beantwoord is ses hipoteses geformuleer met die intensie om hulle statisties te toets. Die Bevoegdheidsproses van Hall (1996) is gebruik as die teoretiese raamwerk wat die verband tussen die samestellende dele van organisasie kultuur en organisasie prestasie verduidelik. Hierdie teorie veronderstel dat die dimensies van organisasie bevoegdheid - samewerking, toevertrouing, kreatiwiteit en die onderskeie ondersteunende kondisies van elk, direk proporsioneel is aan die potensiaal vir prestasie. Die 40-item Organisasie Bevoegdheidsindeks (OCI), wat deel vorm van die Organisasie Kultuur Analise (OCA), is ontwerp om die kondisies VIr bevoegdheid in die organisasie te meet. Die steekproef het bestaan uit 988 respondente wat die organisasie kultuur vraelyste (OCI) voltooi het. Die organisasie is verdeel in 60 areas of besigheidseenhede wat regdeur die organisasie gestratifiseer is. 'n Gestratifiseerde steekproef trekkingstegniek is dus gebruik. Finansieel gebaseerde indikatore word universeel gebruik om orgamsasie prestasie te meet. In die keuse van prestasie indikatore, is verskeie argumente en voorgestelde indikatore in ag geneem, en is daar besluit om die volgende objektiewe kriteria te gebruik: 1) finansiële winste, 2) voorraad verlieste en 3) arbeidsomset. Kommersiële organisasies het uiteindelik een hoof doel, om rykdom te skep vir sy aandeelhouers en dus om finansieel suksesvol te wees. Die indikatore van prestasie is dus so gekies dat hulle relevant is en op hierdie doelwit gebaseer is. Om die verband te bepaal tussen die organisasie kultuur-tellings en die prestasie indikatore, is die produk moment korrelasie koëffisiënt bereken tussen die gemiddelde organisatoriese kultuur-tellings vir elke area en die area se tellings op die drie prestasie indikatore. Die variansie in die gemiddelde kultuurmeting per area was bereken deur middel van die koëffisiënt van variansie. Die korrelasie koëffisiënt is bereken tussen hierdie meting, en die prestasiemeting vir elke area. Al hierdie verhoudings was ten minste op die 0.05 vlak betekenisvol. Die bevindinge en gevolgtrekkings van hierdie studie sluit die volgende in: Die eerste gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers die samewerkingsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraadverliese gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die samewerkingsdimesie tot 'n mindere mate ervaar het. Die tweede gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers toevertrouing, en die ondersteunende kondisies daarvan tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraad verlieste gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die toevertrouingsdimensie tot 'n mindere mate ervaar het. Die derde gevolgtrekking wat gemaak is, is dat die besigheidseenhede waar die werknemers die kreatiwiteitsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, het meer wins gemaak, laer vooraad verlieste gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede wat die kreatiwiteitsdimensie tot 'n mindere mate ervaar het. Die vierde gevolgtrekking wat gemaak is, was dat die besigheidseenhede waarby 'n kleiner mate van variansie in die kultuurmetings gevind is, het daardie besigheidseenhede meer profyt gemaak, laer vooraadverliese gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede waar daar 'n groter mate van variansie in die kultuurrnetings was. In meer praktiese terme wil dit voorkom of die dimensies van bevoegdheid tot 'n mate kan verduidelik hoekom sekere besigheidseenhede (moontlik organisasies) meer suksesvol is as ander.
4
Xenikou, Athena. "Attributional theory, organisational culture and motivation." Thesis, University College London (University of London), 1995. http://discovery.ucl.ac.uk/1317967/.
Full textAbstract:
This thesis concerns the effect of attributions for failing in a creativity task and organisational culture (OC) on motivation to engage in similar tasks. In chapter one the relationship between situational attributions, attributional style (AS), and motivation is reviewed. A reformulation of Amabile's model of the social psychology of creativity is suggested on the grounds of recent developments in attributional theory. An extension of Amabile's theory is also proposed by investigating various social facilitators of creativity. In order for the proposed extension of Amabile's theory to be further elaborated within the organisational setting, the effect of organisational culture on creativity and innovation is reviewed in chapter two. Five studies were conducted to test a series of hypotheses derived from the above research. In study one, the moderating role of situational attributions in the relationship between failure and subsequent motivation was empirically shown in terms of the refined attributional theory of Weiner. Since the literature in AS has questioned the psychometric properties of the various measures of the concept, study two concerns the development of a more reliable and valid measure of AS. Results showed that a generalised expectancy for negative events is a predictor of low confidence and pessimism. In study three the new measure of AS was used to test for the hypothesised influence of AS on after-failure motivation through its effect on situational attributions. The suggested extension of Amabile's social psychology of creativity was also tested by examining whether pro-creativity social norms facilitate creative behaviour. The findings demonstrate that the globality facet of AS and the perceived social norms for creativity determine the perception of situational attributions, which in turn predicts the level of after-failure motivation. In order to examine the effect of social norms on motivation to be creative in the organisational setting, organisational norms as a manifestation of OC had to be measured. The fourth study was a psychometric assessment of four questionnaire measures of OC which showed the more reliable and valid measure to use. In addition, study four provided some evidence that the organisational norms of creativity, internal co-operation, and achievement constitute the cultural dimension of openness to change, while the norms of centralisation of power and competition are associated with resistance to change. The fmal study investigated the effect of OC on employees motivation to be creative through the mediating effect of situational attributions for failure and expectancy of future success. The hypotheses of this study were partly supported. The final chapter discusses the findings and the limitations of this thesis, drawing out possible implications for future research.
5
Maharaj, Ishara. "The influence of meaning on organisational citizenship behaviour, organisational commitment, and job satisfaction in South African accountants." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5838.
Full text
6
Spicer, David Philip. "Mental models, cognitive style, and organisational learning : the development of shared understanding in organisations." Thesis, University of Plymouth, 2000. http://hdl.handle.net/10026.1/363.
Full textAbstract:
Organisational learning is seen by many to be a key determinant of organisational performance. This is demonstrated by the growth of the 'learning company' concept (Pedler et al. 1991), and by the suggestion that the ability to learn faster than one's competitors is the only sustainable competitive advantage (DeGeus 1988). Consequently, organisations need to integrate and maximise the knowledge and learning of their individuals, and central to the learning process in firms is an effective means of transferring knowledge and learning between individuals and their organisation as a whole. Mental models (individual and shared) have been postulated as a mechanism through which this occurs (Senge 1990a; Kim 1993; Hayes and Allinson 1998). An individual mental model can be characterised as a simplification or representation of understanding of an idea, notion, process or system which provides the cognitive framework in which that individual's knowledge in respect of that issue is stored, whilst shared (group or organisational) mental models can be characterised as the common elements that exist between individual mental models. Both of these have been theoretically linked with individual and organisational learning. Literature in respect of individual and organisational learning, mental models and a third issue cognitive style is reviewed. Cognitive style represents the way individuals obtain, store and operationalise knowledge, and is included here as it is recognised as potentially affecting how learning and mental models interact (Hayes and Allinson 1998). A research model is posited which integrates key theory in respect of these three concepts, and research undertaken in two phases is presented. Phase One focused upon the representation of individual and shared mental models through semi-structured causal interviews with senior mangers in participant organisations, whilst Phase Two involved organisation wide surveys of these models, aspects of learning and cognitive style. Results obtained suggest that the complexities of an organisation, its environment, learning and mental models all mitigate against the identification of a simple relationship between these constructs. However some of the sources of these complexities are identified and suggested, and it is posited that the progression of work addressing organisational learning would best be served through a case study approach addressing the sources of complexity and effectiveness of learning in relation to specific mental models and within organisations.
7
Vollenhoven, Tarquin. "Domestic Work as Decent Work: An Empirical Test of the Predictors of Decent Work To Extend the Psychology of Working Theory." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33074.
Full textAbstract:
The Psychology of Working Theory (PWT) focuses specifically on the work-based experiences of low-income workers. It is thus a suitable theoretical framework to predict and explain the work experiences of individuals performing domestic work, one of the largest work sectors in South Africa. The purpose of this study was to determine whether the theoretically derived predictors of decent work, in the PWT, could be empirically supported. Domestic workers, in Cape Town and Johannesburg, participated in a self-report survey (N = 139), which consisted of several measures. These participants were accessed through a variety of convenience and snowball sampling techniques. As expected, exploratory factor analysis revealed that the scales used to measure marginalisation, economic constraints, work volition and proactive personality were one-dimensional, and the decent work scale was fivedimensional (complementary values, access to health care, adequate compensation, free time and rest, and safe work conditions). Unexpectedly, the social support scale showed two dimensions (i.e. support from the community or friends and support from a special person or family). The findings supported the proposition that greater economic constraints were related to less decent work experiences, but marginalisation experiences were not related to the degree to which work was seen as decent, nor to work volition (mediator variable). The non-significant relationship between marginalisation, work volition and decent work changed when considering proactiveness as a moderator, however, this was only at low levels of proactiveness. None of the dimensions of social support served as moderators, though social support from the community or friends predicted work volition, and social support from a special person or family predicted the degree to which domestic workers experienced their work as decent. While there were mixed results, the findings of this study suggest that the PWT's antecedents and moderators may work differently in the domestic work sector. Future research should investigate this in the domestic work sector and other low-income samples.
8
Van, der Merwe Izak Petrus. "Organisational climate: variance across functional units." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/18481.
Full textAbstract:
The main objective of this research was to determine whether functional units (departments) in an industrial organization differed significantly with respect to their experience of the organizational climate. Two approaches to organizational theory were drawn from, namely, the systems and contingency approaches. Both emphasize the importance of the task environment and the need for the organization to adapt to its task environment. Systems theorists, Katz and Kahn (1978), have identified a number of organizational components or subsystems which enable the organization to function efficiently. Each component has a fairly specialized function; each develops a distinctive nucleus of operating procedures and values. Contingency theorists, Lawrence and Lorsch (1967, 1969), stated that different parts of the organization face different environments. Organizations therefore tend to become internally segmented into functional units. Organizational climate was highlighted as the general notion specifying the organizational identity or self-awareness of the organization; however, it may vary within the organization from work group to work group. The total number of 54 white employees in four units: marketing, personnel/public affairs, finance and production, at all levels - general employees, supervisory/foremen, middle management, senior management - completed a measure of their perceptions of the organizational climate of their individual units. The Organizational Climate Index for Profit Organizations developed by De Cock, Bouwen, de Witte and de Visch (1984), was used. The scale requires a forced choice on a scale with a scoring pattern of 4,3,2,1. Total scores on each of the 6 climate scales, grouped into 20 subscales, were obtained for each functional unit. One-way analysis of variance (the Kruskal-Wallis Test) was used for assessing the significance of differences between the four units on the different climate subscales. The results of the study supported the hypothesis that had been formulated. It was concluded that significant differences exist between the functional units marketing, personnel/public affairs, finance and production of the industrial organization concerned, with respect to the climate dimensions. It was concluded that, in order to achieve maximum integration between functional units and their members in an organization, business will need to concern itself with the differences in expression of human behaviour and motivation in units.
9
Stokes, Lorraine. "'Who am I … in this organisation?': The Development of Organisation-based Identities and the Consequences for Individuals and Organisations." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368141.
Full textAbstract:
Understanding the psychological relationship between the individual and the organisation, and its effects on behaviour, continues to have strong theoretical and practical relevance for identification researchers (van Knippenberg & Sleebos, 2006). Indeed, it has been argued that an organisation can not be fully understood without understanding the identity dynamics that arise from the interactions between the organisation, its social environment, and the individual psychology of its members (Ashforth & Mael, 1989; Haslam, 2014; Hodgkinson, 2013; Tajfel, 1981).
The goal of this thesis project was to undertake an indepth exploration of employee identifications in one organisation undergoing large-scale change. The first major aim was to illuminate the particular identities that were most salient for participants as they reflected on their experience of the changes. The second aim was to conduct an indepth exploration of those identities, to shed light on their origins and core features, and to understand why they were evoked during change. A third aim was to explore the relationship between the identities, and participants' perceptions and responses to change. Finally, a key aim was to illuminate any features of the organisational and social context that were related to the presence, development and effects of salient identities.
The guiding methodology was interpretive qualitative research, chosen for its acute sensitivity to identity processes and associated contextual features (Yin, 2009). The advantage of this approach is that it allowed for indepth exploration of the nature, sources and effects of employee identifications, including contextual aspects involved in shaping and sustaining important identities.Thesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD OrgPsych)
School of Applied Psychology
Griffith Health
Full Text
10
Kahn, Susan Rachel. "The role of anger in managerial effectiveness." Master's thesis, University of Cape Town, 1986. http://hdl.handle.net/11427/14397.
Full textAbstract:
Bibliography: leaves 194-227.The aim of this study was to investigate the role of anger on managerial effectiveness. To this end, a sample of male managers in a South African financial organisation completed questionnaires on the experience of anger, the expression of anger, and Type A behaviour. Managerial effectiveness was assessed in terms of the behavioural dimensions of the organisation's assessment centre and performance appraisal, as well as a managerial achievement quotient. A factor analysis computed separately for the 11 assessment centre dimensions and the 11 performance appraisal criteria revealed three orthogonal factors in both analyses. Product moment correlation coefficients were calculated between all the variables, including the new factor scores. The performance appraisal factor labled "Emphasising Quality in Solution and Production" was significantly correlated with trait anger, and the performance appraisal factor labled "Maintaining Supportive Interpersonal Relationships" was significantly correlated with state anger , trait anger, anger expression , and Type A behaviour . The assessment centre factors labled "Making and Communication Decisions" and "Interpersonal Planning" correlated significantly with anger expression and trait anger, respectively. Finally, the managerial achievement quotient correlated positively and significantly with Type A behaviour. The conceptual and methodological issues confronted in the present research may provide new insight for future investigations regarding stress and organisational psychology.
11
Davis, Ann. "Job values and expressed attitudes to organisational change." Thesis, University of Nottingham, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334520.
Full text
12
Hendricks, Kelly Cecile. "Expanding the understanding of positive organisational practices in positively deviant organisations: An online desk research review." University of the Western Cape, 2019. http://hdl.handle.net/11394/6941.
Full textAbstract:
Magister Commercii (Industrial Psychology) - MCom(IPS)Positive organisational practices are actions performed by employees within the workplace that enhance worker and organisational wellness. In identifying positively deviant organisations, specific positive practices within the organisation were studied as an online desk research. This study is based on a backdrop of a study by Cameron et al. (2011) where the authors theorise about certain positive practices, but do not stipulate actual practices. In understanding what these positive practices look like, the study used the interpretive paradigm. Through qualitative inquiry, thematic analysis was used to expand the understanding of manifest positive practices in organisations. The researcher used two significant ways of gathering the data, both through the internet; looking up "top" and "happiest" companies to work for as well as looking at the International Positive Psychology Association (IPPA) Network online resources and Michigan Ross School of Business online page. All of the data gathered (150 pieces) was from secondary internet / online sources. The results generated 13 themes, of which five stood out as most salient: social interactions at work, inclusivity of all differences, mindfulness, transparent/open communication and creativity/innovation. The study concludes by identifying similarities between Cameron et al. (2011) and the study results, and proposes a link between 11 of the themes. Furthermore, the results suggest that seven of the study’s practices coincide with one particular practice from Cameron et al. (2011): ‘inspiring’ others in the workplace. The significance of the study includes the expanded understanding of positive organisational (manifest) practices that take place in positively deviant organisations. By comparing and contrasting these practices with the Cameron et al. (2011) positive practices, similarities were found. Recommendations for future research are offered.
2020-08-31
13
Sher, Jordan. "Understanding how qualifying-year accounting students construe potential employers when making employer-choice decisions." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33022.
Full textAbstract:
This study explores how Postgraduate Diploma of Accounting (PGDA) students at the University of Cape Town consider potential employers when making employer-choice decisions. Kelly's Repertory Grid technique was employed during structured interviews with twelve (N = 12) PGDA students. Perceptions about potential accounting employers varied across the participants. Investec and Nedbank, both of which are Banks, were construed similarly for 11 out of 12 participants. On average, three of the Big Four auditing firms were mostly construed similarly, namely EY, PwC and Deloitte, with KPMG construed differently by the majority of participants. Nolands and Mazars were construed similarly for 8 participants. Transnet was perceived distinctly from the other firms by most participants. The most frequently elicited constructs were regarding progression opportunities, international exposure and ethical reputation. The following themes emerged from a thematic analysis of the participants' interview responses: (1) organizational attractiveness, (2) exposure gained during training, (3) work environment, (4) progression opportunities, (5) diversity policies, (6) brand awareness, (7) workplace flexibility and work-life balance, (8) the recruitment process, (9) corporate social responsibility, and (10) a felt moral responsibility to the employer. This study proposes that by understanding how students construe and perceive different sets of potential accounting employers, employers could improve their attraction and retention strategies. The findings of this study could also be of benefit to career counsellors and others tasked with advising and guiding accounting graduates.
14
Kavesh, Vanmali. "Work-family conflict among Hindu fathers in South Africa." Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/28098.
Full textAbstract:
This research examined work-family conflict among Hindu fathers in South Africa. Various authors have indicated that work-family conflict should be investigated in specific cultural contexts because the demands of work and family differ across various cultures. This research examined the relationships between work role overload, supervisor support, coworker support and work-family conflict. Additionally, this research also examined the moderating role of traditional Hindu cultural values (gender role ideology and family hierarchy orientation) in the relationships between work role overload, supervisor support, and work-family conflict. Secondary data from an earlier study that explored work-family conflict among Hindu parents in South Africa was used. The final sample consisted of 183 Hindu fathers involved in full-time work in South Africa. Exploratory factor analysis confirmed the bi-directionality of the work-family conflict construct. Hierarchical regression analyses showed that work role overload and co-worker support were significant predictors of work-to-family conflict (W2FC), whilst work role overload was a significant predictor of family-to-work conflict (F2WC). Results of the moderated regression analyses showed that gender role ideology did not moderate the relationships between work role overload, W2FC and F2WC. Family hierarchy orientation did not moderate the relationships between supervisor support, W2FC and F2WC. The findings of this research have practical implications for management and offer suggestions for future research.
15
Minnaar, Heinrich Adrean. "Transformational leadership, job autonomy and role-breadth self-efficacy : their influence on proactive behaviour in entry-level graduate roles." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/20087.
Full textAbstract:
This study investigated the model on the antecedents of proactive behaviour as identified by Den Hartog and Belschak (2012) within the context of entry-level graduate roles (n = 76). A survey was devised which included the use of a five-point Likert-type scale. It was then administered to graduates in entry-level roles in various industries in South Africa to measure the different variables stipulated by the model. When data was analysed, the results revealed that transformational leadership (inspirational), task-related role-breadth self-efficacy (RBSE), and people-related RBSE correlated significantly and positively with proactive behaviour. Transformational leadership (performance) and job autonomy obtained non-significant correlations with proactive behaviour. The results also revealed that job autonomy, task-related RBSE and people-related RBSE did not moderate the relationship between transformational leadership (inspirational or performance) and proactive behaviour. This meant that the display of transformational leadership did not lead to a significant increase in proactive behaviour in low autonomy, low RBSE situations or in high autonomy, high RBSE situations as hypothesised. The unique characteristics of entry-level graduate roles are highlighted by the study - the significance of this model on proactive behaviour in a general employee context potentially may not be relevant to a graduate context. The findings contribute towards research evidence on the development of proactive behaviour in entry-level graduate roles.
16
Baret, Natasha. "How Does Frame-of-Reference Training Increase Rater Accuracy? A Test of Potential Explanatory Mechanisms." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29321.
Full textAbstract:
In the job interview literature, the positive effect of Frame-of-Reference (FOR) training on interviewer rating accuracy is well documented. However, how this training method increases rating accuracy is not well understood. The present study focused on rater individual difference characteristics as potential explanatory mechanisms for the effects of FOR training on accuracy. The researcher hypothesised that FOR training would enhance raters’ dispositional reasoning, rating motivation and self-efficacy, which, in turn, would increase their rating accuracy. A post-test only experimental research design was used in a sample of 32 students from a South African university. Participants were randomly assigned to the FOR training intervention or the no-training condition. Participants were required to rate three videotaped candidates on an interview competency and completed various individual difference measures. The FOR training intervention positively affected rating accuracy and findings suggest this effect may occur because of the influence of FOR training on dispositional reasoning, rather than FOR training enhancing rater motivation or self-efficacy. Study limitations and recommendations for future research are noted.
17
Hesqua, Rene. "Incremental validity of assessment centre exercise ratings over and above general mental ability and personality traits in predicting financial intermediaries regulatory examination success and sales performance." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29808.
Full textAbstract:
The present study explored the optimal selection of financial intermediaries in the South African insurance services industry. We examined the potential predictive value of competency-based selection assessment centre (AC) exercises, when used in combination with other traditional measures (e.g., interviews, work style interest questionnaire, general mental ability and personality traits) in an incremental validity study. Moreover, the study expanded the criterion domain by considering prediction models for multiple outcome measures, including examination success of intermediaries and their objective sales performance. The sample consisted of 425 intermediaries in the middle and affluent market segments in South Africa. We reduced the large number of potential predictors through principle component analysis and subsequently conducted hierarchical regression analysis. Results showed that when the independent variables were restricted to correlating predictors as part of the further analysis, assessment centre exercises, especially the role-play, had a significant incremental effect (ΔR²=.07, ��<.05) over general mental ability (GMA) in predicting examination marks. Personality traits (e.g., emotional stability) and assessment centre ratings contributed significantly to examination success. To predict sales performance, the personality measure incremented GMA and AC exercises (ΔR²=.08, p < .05). GMA and AC exercises did not contribute in predicting sales performance and could not add incremental validity (ΔR² = .01, p > .05). The work style questionnaire (ΔR² = .03, p < .05) and interview (ΔR² = .012, p < .05) selection measures incremented both AC exercises and personality traits in predicting sales performance. The study contributes to our understanding of predictor combinations when academic and objective performance criteria are considered in a specific applied setting (e.g., a niche industry). The practical implications of the findings are that the validity of the assessment centre exercises together with other measures could be enhanced since it can predict different aspects of performance.
18
Boodhoo, Beebee Adiilah Ibrahim. "Evaluator characteristics and programme evaluability decisions: an exploratory study of evaluation practice in South Africa, Brazil, the United Kingdom, and the United States of America." Doctoral thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/25260.
Full textAbstract:
Responding to recent calls in the literature for cross-country comparisons of evaluation practice, this simulation study investigated (a) evaluators' perspectives on what determines a programme's evaluability, (b) what criteria evaluators prioritise when assessing a programme's evaluability, and (c) the degree to which practice context (developing, developed, or both) and self-reported levels of evaluation experience predict programme evaluability decisions. Valid responses from evaluators practising in the United States of America (n = 94), the United Kingdom (n = 30), Brazil (n = 91) and South Africa (n = 45) were analysed. Q factor analyses using data collected via a Q Sort task revealed four empirically distinct evaluability perspectives. The dominant perspectives were labelled as theory-driven and utilisation-focused. Correspondence analyses demonstrated that participants used different criteria to assess the evaluability of three fictitious evaluation scenarios. Multinomial regression analyses confirmed that practice context and level of experience did not predict the type of evaluability criterion prioritised in any of the scenarios. Evaluators practising in developed countries were more likely to characterise a programme with robust structural features, unfavourable stakeholder characteristics, and unfavourable logistical conditions as evaluable with high difficulty than as evaluable with medium difficulty. Evaluators with limited experience were more likely than unlikely to embark on an evaluation of such a programme. This study represents the first empirical investigation of how evaluators from selected developed and developing countries assess programme evaluability.
19
Veldsman, Nadine. "The Relationships between PsyCap, Academic Engagement and Academic Performance amongst Postgraduate Students in a South African Higher Education Institution." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29233.
Full textAbstract:
In recent years, South African higher education institutions have consistently reported considerably low postgraduate throughput rates. It has thus become increasingly important to investigate what factors contribute to the academic success of postgraduate students. To this end, the researcher sought to examine the relationships between Psychological Capital (PsyCap) (the composite construct and its individual dimensions) academic engagement and academic performance. Age, gender and previous performance were included as covariates of academic performance. Moreover, she assessed whether PsyCap was a stronger predictor of academic engagement and performance than hope, self-efficacy, resilience and optimism respectively. Postgraduate students in a South African university participated in the self-report survey (N = 234). Exploratory factor analysis revealed that PsyCap and academic engagement were three-dimensional and two-dimensional constructs respectively. Pearson product-moment correlation showed that PsyCap, hope, self-efficacy and optimistic-resilience were positively related to academic engagement. PsyCap, its individual dimensions (barring optimisticresilience) and academic engagement additionally shared a positive relationship with academic performance. However, multiple regression analysis indicated that, when controlling for the covariates, only hope was a statistically significant psychological predictor of academic performance. Gender and previous academic performance were also consistently shown to uniquely predict academic performance. Suggestions for future research and the implications, theoretical as well as practical, are presented.
20
Bronkhorst, Pieter Viljoen. "Competencies and management strategies of successful corporate recovery executives." Doctoral thesis, University of Cape Town, 1996. http://hdl.handle.net/11427/13466.
Full textAbstract:
Bibliography: leaves 448-458.This thesis aims to establish the relationships that exist between the: competencies, cognitive capacity, and personality of successful corporate recovery executives, their choice of recovery strategies, their structuring of key organisational processes, and the financial success of the business organisations they manage. Two groups of business organisations were selected, based on four criteria, namely profit growth, revenue growth, return on sales and return on assets. The investigation group of nine organisations which have been successfully recovered was compared with a comparison group of seven organisations with declining financial performance, in terms of the above variables. The results of this study indicate that in terms of intervention strategies, the business organisations which have been successfully recovered, in comparison to those organisations in decline, differed significantly in their choice of intervention strategies, the activities they engage in and the issues on which they spend their time.
21
Martin, Megan Anne. "Training Interviewers to Spot ‘Faking’ in Employment Interviews: Can Frame of Reference Training Enhance Cue Detection, Cue Utilisation, and Overall Profile Accuracy for Rating Candidate Deceptive Impression Management?" Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30932.
Full textAbstract:
Deceptive Impression Management (DIM), defined as faking in order to be perceived positively, is frequently used by candidates in employment interviews. DIM is problematic because it is difficult for interviewers to accurately rate, leading to unsound interview evaluations. This invalidates employment interviews because the best candidate is not selected for the job (i.e., deceptive candidates are hired above preferable honest candidates). Deceptive candidates’ good interview performance is negatively related to desired organisational outcomes (i.e., once hired, deceptive candidates are more likely to underperform on the job, as well as engage in undesirable workplace behaviours such as lack of effort and/or theft). Drawing on the Realistic Accuracy Model (RAM), it is argued that interviewers do not detect and/or utilise relevant and available DIM cues because they have not been taught to do so. The present study uses a post-test only true experimental design to determine whether students can be trained to accurately rate targets’ DIM. A Frame of Reference Training (FORT) intervention was developed, implemented, and evaluated. FORT aimed to teach experimental group participants to detect and utilise relevant and available DIM cues and to make accurate overall DIM profile ratings. Results show that FORT had a positive effect on DIM cue detection, but no effect on either DIM cue utilisation accuracy or overall DIM profile rating accuracy. Findings are attributed to the moderators of the ‘good judge’, ‘good information’ as well as the design and implementation of the FORT intervention. Because FORT had a positive effect on DIM cue detection accuracy, it is concluded that raters’ behaviour observation ability can be learned and improved with training. To the knowledge of the researcher and research supervisor, this is the first study to: (1) determine the trainability of DIM using FORT; (2) support and disentangle RAM by measuring the effect of FORT on each stage of RAM independently; (3) indirectly examine new dispositional reasoning schemas pertaining to DIM. Keywords: deceptive impression management (DIM), Frame of Reference training (FOR), Realistic Accuracy Model (RAM), accuracy, employment interviews.
22
Duffy, Carren Gail. "The divide between academic and business practice: Exploring training evaluation practices and their perceived value in corporate South Africa." Doctoral thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/29610.
Full textAbstract:
While theorists and evaluation experts argue about the importance of evaluating training as a key business and training function, the practice around the globe has for many years been limited to the collection of reaction-level data (trainee satisfaction). Despite this trend, a chapter on training evaluation is still included in the most recent training and human resource development textbooks. Additionally, the practice of training evaluation still forms part of undergraduate and postgraduate human resource curricula. Yet we know little about the state of training evaluation in the South African context and its practical relevance in modern day corporate environments. This research therefore aimed to investigate a) the extent to which South African corporates are engaging in systematic training evaluation and what these practices are; and b) the extent to which South African corporates recognise the importance of, and use, training evaluation as a vehicle for organisational learning and change. Results indicate a disconnect between theory and practice in this area. South African corporates are highly committed to training due to their legal obligations and incentives to upskill employees but the same commitment for training evaluation does not exist. The corporates sampled are not interested or willing to perform training evaluations to determine the effectiveness of their training and development investments. These results raise the question of whether or not training evaluation, in its theoretically positioned conceptualisation, is still relevant in the highly demanding corporate environment. Based on the empirical findings, this thesis proposes a substantial shift in how training evaluation is conceived and conducted in order for organisations to engage meaningfully with the effectiveness of their training interventions and not waste opportunities for organisational learning and change.
23
Emmett, Katharine. "Evaluation of a pay-for-performance system at a South African university." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/11878.
Full textAbstract:
Includes abstract.Includes bibliographical references (leaves 39-44).
This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components.
24
Manne, Dina. "The relationship between the use of flexible workplace arrangements and satisfaction with work-family balance amongst working fathers." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13796.
Full textAbstract:
This study examined the relationship between the use of flexible work arrangements and satisfaction with work-family balance amongst working fathers in South Africa. Two types of flexible work arrangements were examined. Formal flexible work arrangements included flextime, flexplace and paternity leave. Informal flexibility was examined as job control. Survey responses were collected online via Qualtrics (2014). Based on the data from a sample of working fathers employed on a full-time basis in South Africa (N = 371), hierarchical regression analyses indicated that the use of flexible work arrangements was not significantly related to satisfaction with work-family balance. This finding was inconsistent with conservation of resources theory (Hobfoll, 1989) whereby it was expected that using flexible work arrangements would generate employee resources required to effectively manage multiple role responsibilities, therefore facilitating satisfaction with work-family balance. Interestingly however, job control was found to explain a significant proportion of variance in satisfaction with work-family balance over and above work hours, commute time, neuroticism and number of children living at home. Moderated multiple regression analysis indicated that commute time moderated the relationship between job control and satisfaction with work-family balance such that as job control increased, employees with high and low commute time experienced greater satisfaction with work-family balance. The results of this study encourage greater attention to employee characteristics, such as job control, that represent resources useful for the effective management of work and family roles. Suggestions for future research and management implications are discussed.
25
Wallace, Chelsea Lee. "The support-based factors that facilitate work-family enrichment for working fathers in South Africa." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13792.
Full textAbstract:
Over the past two decades work-family researchers have increasingly explored the benefits of multiple role engagement. Work-family enrichment (WFE) is one construct reflecting the positive interaction between work and family. Yet there is a gap in our understanding of how fathers in South Africa experience WFE and how their organisations and their families can support them in managing their multiple role involvement in a way that enhances their performance in both domains. This study examined three sources of work based support (top management, supervisor and co-worker) and three sources of family-based support (spousal, extended family and paid domestic helpers) in relation to work-to-family and family-to-work enrichment. Working fathers in South African organisations responded to a self-report survey (N = 229). Exploratory factor analysis revealed that WFE is a unidimensional construct, contrary to expectations. Multiple regression analysis showed that co-worker and spousal support were statistically significant predictors of WFE. Baron and Kenny's (1986) approach was used to test the mediational effect of opportunities for professional development (OPD) on the relationship between work support (supervisor and co-worker) and WFE; however, OPD was not a significant mediator. Suggestions for future research are discussed in addition to theoretical and managerial implications associated with this study.
26
Kew, Bridgette. "A study of the relationship between students' participation in the UCT Commerce Faculty's Education Development Unit and their graduate attributes." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15537.
Full textAbstract:
Includes bibliographical referencesThis study examined the extent to which participation in the University of Cape Town's Commerce Education Development Unit (CEDU) extended programme is related to the presence of social psychological graduate attributes in second and third year CEDU students ( n = 104) . This study used second and third year mainstream students as a comparison group (n = 175) as they are assumed to have the required graduate attribute levels for academic success. Data was gathered through a questionnaire using Likert - type scales. A series of analyses were then conducted to test the hypothesis and sub - hypotheses. The main results revealed that after participating in the CEDU extended programme for up to three years, CEDU students have the same perceived levels of the measured graduate attributes as students in mainstream programmes, after the possible effects of three covariates have been taken into account. This study highlights the complexity of developing graduate attributes in previously disadvantaged students of colour in a South African context. The findings of this study provide a basis for future research into the development of graduate attributes in previously disadvantaged students as an antecedent of academic success and employability.
27
Gamiet, Aniekah. "Understanding the experiences of working mothers in financial services toward family supportive practices." Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27412.
Full textAbstract:
This study sought to understand the experiences of working mothers regarding the family supportive policies and practices offered within a financial services company in Cape Town. The financial services sector in South Africa is still regarded as male dominated. The results from 17 in-depth semi structured interviews conducted with full-time employed mothers from diverse demographic and professional backgrounds were analysed using thematic analysis. The mothers generally experienced the organisation as supportive of their dual work and family commitments. Specifically, flexibility and supportive supervisors were the most important forms of family supportive practices that helped them balance their work and family responsibilities, though many mothers expressed the need for alternative family leave benefits. Interestingly socio-cultural factors appeared to play an influential role in the mothers' experiences of the organisation's family supportive policies and practices. Management implications for the attraction and retention of skilled mothers in the finance sector are discussed.
28
Uphill, Joanne. "Measuring values with the Schwartz Values Survey at a university in the Western Cape, South Africa." Master's thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5824.
Full textAbstract:
Includes abstract.Includes bibliographical references (leaves 45-47).
The aim of this study is to determine whether the Schwartz universal value types are the same for South African students compared to other international studies. A total of 136 students completed the Schwartz Values Survey across three academic study years. The survey reports respondent values and the extent of their religiosity on a Likert-scale. The measure for internal consistency reliability for eight of the ten motivational value types is good, with poor reliability scores for Stimulation and Security. No statistically significant difference presents across the student academic years. The motivational value type Tradition is consistent with a high degree of religiosity. Hedonism is consistent with a low degree of religiosity.
29
Paul, Chantal. "A correlational study into the impact of self-efficacy on job performance in the retail banking environment." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5830.
Full text
30
Magee, Ryan. "The effect of company performance and executive remuneration on employee's perceptions of fairness in the South African financial services industry." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13797.
Full textAbstract:
The main objective of the present study, which was conducted within the South African financial services industry was to establish whether executive remuneration (consisting of basic salary and short-term incentive bonuses) and company performance (in terms of return on equity) affects employees' perceptions of fairness. In the South African context there are many senior executives that in most peoples' opinion earn excessive salaries and bonuses, this while the organisations' that they lead perform poorly. As a consequence of their organisation performing badly, employees need to be retrenched, yet executives seemingly do not forego or even reduce their salaries or bonuses in order to retain employees and improve the organisation's bottom line. The widely publisicised (often extreme) examples of this, illustrate and are explained by the disconnect that is currently taking place globally, specifically in South Africa. This disconnect is that of inequality of wealth between the rich and the poor as measured by the Gini Coefficient, in which South Africa is now ranked the most inequal country in the world. The aim of the present study is to better understand some of the dynamics that influence perceptions of fairness in such scenarios. The present study has implications for organisations in terms of distributive justice outcomes, Human Resources practices and policies, as well various impacts on employee motivation and satisfaction.
31
Van, der Westhuizen J. Wilhelm. "Applying a model of technology trust to the implementation of a student administration system at a university." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5823.
Full textAbstract:
Includes bibliographical references (leaves 63-69).This study tested the generalisability of a model of technology trust in human resource information systems (Lippert & Swiercz, 2005) to non-HRIS system implementations. The strength and direction of the relationship of four of the tenconstructs identified by Lippert and Swiercz were examined in a South African environment. The implementation of the PeopleSoft student administration system at the University of Cape Town was researched. Regression analysis showed that a very high percentage (57.6% ) of the dependent variable (technology trust) could beexplained by the variable technology usability. The construct, predisposition to trust, had an insignificant contribution, while organisational trust (10.7%) and organisational culture (19.1%) were the other two constructs that were researched. The relationship between technology trust and implementation success was significant with r = +0.75.
32
Riordan, Sarah. "A qualitative investigation into the relationship between the early career expectations, and experiences, of graduate engineers in a South African utility organisation." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/17949.
Full textAbstract:
Inlcudes bibliographical references.This research examines the relationship between the work expectations, and experiences, of graduate engineers during their early career period. The theories of organisational socialisation, reality shock and work adjustment define the context in which this research is located. Qualitative data were obtained through in-depth interviews with sixteen subjects with less than five years work experience, employed in a utility organisation in the Western Cape. Results indicate that subjects experience significant incongruence between their expectations of work and work experiences. Through a process of qualitative data analysis three major themes were identified where incongruence was experienced, namely, content of work, context of work and general career issues. The results are interpreted and discussed in light of existing research in the field of Organisational Psychology
33
Anyster, Wendy. "A qualitative investigation into the formation of self-efficacy beliefs of skilled professional employees in a South African fruit export organisation." Master's thesis, University of Cape Town, 2003. http://hdl.handle.net/11427/5846.
Full text
34
Forte, Lisa. "The relation between emotional needs satisfaction and willingness for reconciliation in previously advantaged and previously disadvantaged groups in South Africa." Master's thesis, University of Cape Town, 2010. http://hdl.handle.net/11427/10458.
Full textAbstract:
Includes bibliographical references (leaves 58-62).The purpose of this study was to apply Shnabel and Nadler's (2008) Needs-Based Model of Reconciliation (NBMR) to the South African context as it holds potential to specify conditions under which reconciliation initiatives in the workplace are likely to lead to success. This study was both a between-subjects and within-subjects quasi-experimental design. Online questionnaires were distributed to full-time workers and students, of which 811 participants responded.
35
Leibowitz, Paul. "An investigation into the Quality of Work Life (QWL) of teachers from disadvantaged schools in the Cape Town area." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5839.
Full textAbstract:
Includes bibliographical references (leaves 83-96).This research project investigated the levels, determinants and outcomes ofthe Quality of Work Life (QWL) of teachers from disadvantaged schools in the Cape Town area (N=117). Statistical analysis of the results indicated that the teachers experience a moderate QWL. Significant predictors of job satisfaction, and hence QWL included Support, Environmental Risk, and Future Prospects.
36
Abrahams, Eloise Magareth. "An analysis of role stress and turnover intention." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/5841.
Full textAbstract:
Includes abstract.Includes bibliographical references (leaves 68-74).
The primary purpose of the study was to analyse the relationship between role stress and turnover intention among registered professional nurses in three public academic hospitals in the Western Cape. It further examined the dimensions of role stress to establish a hierarchy of these variables as experienced by the sample population. Role stress comprised of the following dimensions: role conflict, role ambiguity, role overload, resources inadequacy, skills inadequacy and constant change.
37
Behrman, Melanie. "An investigation into the association between role stress and absenteeism among nurses in the South African public health sector." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5849.
Full textAbstract:
Includes bibliographical references (leaves 74-87).Absenteeism in the nursing profession poses a serious threat to South African health care institutions (Samdi, 2000; McHugh, 2001). This research investigated the association between role stress, and the impact thereof on nurse absence frequency, voluntary and involuntary absence. Data was collected from 230 nurses (N = 230) in the Western Cape using a structured self-report survey. Statistical analysis of the results revealed that constant change and resource scarcity were weak yet significant predictors of nurse absence frequency. The remaining role stress constructs had no influence on the outcome variables. A major finding of the research was that the association between the role stress constructs and absenteeism amongst public sector nurses was weak. Two possible reasons for these findings were explored, the first being a measurement error associated with self-report data in absenteeism research. The second involved questions raised about the theoretical model on which the research question was based. Implications for theory and practice were discussed and recommendations for future research, provided
38
Harry, Jaqueline. "Talent management versus strategic human resources management a case of evolution or revolution?" Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5865.
Full textAbstract:
Includes abstract.Includes bibliographical references.
The objective is to investigate the theoretical and practical differences between Talent Management and Strategic Human Resource Management and whether Talent Management in is in fact any different to Strategic Human Resource Management. Qualitative research was utilised to explore Talent Management and Strategic Human Resources Management practises in industry through the experiences and opinions of expert Executive Talent Managers. In-depth face to face interviews and a semi-structured interview was utilised to obtain specific information about the perspective, views and social contexts of the research participants. The data was subjected to qualitative content analysis in order to make valid inferences from texts to the contexts of their use.
39
Makamanzi, Buhle. "A formative evaluation of the poverty hearings programme in South Africa, 2008 (PHPSA)." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/5844.
Full text
40
Fakie, Ayesha. "An investigation into employee perceptions of organisational culture change : a case study of a change initiative at the University of Cape Town Faculty of Health Sciences." Master's thesis, University of Cape Town, 2004. http://hdl.handle.net/11427/5857.
Full textAbstract:
Bibliography: leaves 82-99.The study of organisational culture change is an important field of inquiry within the study of organisational behaviour and organisational culture. This study examined the effects of organisational culture change initiatives on employees, and how it impacted on their experiences as professionals in an academic healthcare environment. A qualitative case study methodology grounded in the phenomenological paradigm was operationalised. Twelve, open-ended, in depth interviews were conducted with health professionals of a university medical faculty. Interviews were recorded, transcribed and analysed. Open-coding word based techniques were used to identify themes from the qualitative text. Qualitative analytical methods were employed to ensure internal consistency and validity. The thematic results are reported, discussed and integrated with previous literature.
41
Harrison, Elisabet. "Anticipated work-family conflict amongst Commerce students at the University of Cape Town (UCT)." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/9489.
Full textAbstract:
Includes bibliographical references (leaves 41-43).Students who do not yet experience the demands of balancing the dual roles or work and family anticipate the conflict that the multiple role combination may entail. Anticipated work-family conflict (AWFC) was studied amongst a sample of 962 students from the Commerce Faculty at the University of Cape 'lawn (UCT). Based on social-cognitive theory maternal employment, parental role-sharing and parental education levels were investigated as social antecedents to AWFC. Sell-efficacy to manage future work-family conflict, positive affect and negative affect were proposed as personal antecedents to AWFC. Outcome variables examined in relation to AWFC: were career-altering strategies and family-altering strategies. No significant relationship was found between social antecedents and AWFC. Self-efficacy to manage future work-family conflict and negative affect significantly predicted AWFC whilst positive affect did not predict AWFC significantly in the regression model. In addition, students who anticipate work-family conflict in their future reduce their career aspirations and the number of children they intend to have, whilst not the age at which they intend to start a family. Male students were found to have significantly higher AWFC than female students. Data was obtained through a self-report questionnaire. Implications of these findings are discussed.
42
Steenkamer, Nikki Lee. "The intentions of working fathers to use flexible workplace arrangements : an application of the theory of planned behaviour." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13794.
Full textAbstract:
This study utilised the theory of planned behaviour (TPB) to investigate the intentions of South African working fathers to use flexible workplace arrangements (FWAs). The study aimed to broaden the limited knowledge of the experiences of working fathers in a South African context. Usable responses to an electronic questionnaire were received from white collar male employees across a variety of industries (N = 371). Exploratory Factor Analyses and reliability analyses showed strong support for the use of TPB scales in future behavioural research. Hierarchical binary logistic regression analyses showed that attitudes, subjective norms and perceived behavioural control help to predict working fathers intentions to use FWAs. Attitudes was the strongest predictor and subjective norms was the weakest. It was also found that intentions do not significantly predict actual behaviour for most of the FWAs assessed, however actual behavioural control helps predict actual use of FWAs. Support was found for using perceived behavioural control as a proxy measure for actual behavioural control. Theoretical and management implications of the present findings are discussed.
43
Giuricich, Daniela Adriana. "The relationship between schedule flexibility and domain-specific satisfaction via work-to-family enrichment for working parents in South Africa." Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/20648.
Full textAbstract:
Employees discretion over the scheduling of their work hours, often referred to as schedule flexibility, has been repeatedly linked to increases in both job satisfaction and family satisfaction. Despite the international research, evidence on these relationships has not been empirically tested in the South African context. There is also a gap in understanding the role of perceived work-to-family enrichment on the relationship between schedule flexibility and domain-specific satisfaction. To address these gaps in our knowledge, this study investigated the relationship between schedule flexibility and domain-specific satisfaction amongst South African employees, and assessed the role of work-to-family enrichment as a mediator of this relationship. Work-to-family enrichment occurs when a resource gain in the work domain promotes gains in the family domain. The propositions were tested among working parents that used schedule flexibility (N= 121) across multiple organisations in South Africa. Working parents responded to a self-report online survey. The questionnaire contained, inter alia, measures of schedule flexibility use, schedule flexibility availability, work-to-family enrichment, job satisfaction, family satisfaction and personal demographics. Correlation and regression analysis were used to test the propositions. Preacher and Hayes' (2004) PROCESS script was used to test mediation effects. The results of the analyses indicated that there is a significant positive and proportional relationship between the use of schedule flexibility and domain-specific satisfaction. The use of schedule flexibility was more strongly correlated to job satisfaction than employee knowledge regarding the availability of schedule flexibility in the organisation. Further analysis showed that work-to-family enrichment mediated the relationship between schedule flexibility use and domain-specific satisfaction.
44
De, Pao Milena. "What s justice got to do with it? : the relationship between injustice at work and counterproductive work behaviour." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5855.
Full textAbstract:
Includes bibliographical references (leaves 42-50).This research study investigated the relationship between injustice at work and cunterproductive work behaviour (CWB). Participants consisted of 152 blue-collar workers from a national retail group consisting of six chain stores. The research was conducted in the Western Cape in two of these chain stores and comprised of an exploratory survey with Likert-type scales.
45
Brouze, Kim Lisa. "Examining the mediating and moderating role of psychological capital in the job demands-resources model." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/8537.
Full textAbstract:
Includes bibliographical references.Employee wellbeing has become a major concern for organisations globally, with an increased interest in the prevention of burnout and the maximisation of employee work engagement. Burnout and work engagement are of particular importance to organisations due to their respective negative and positive outcomes on employees. While burnout is linked to high turnover intentions and low performance, work engagement has a positive correlation with job satisfaction, life satisfaction and extra-role performance. Accordingly, the job demands-resources (JD-R) model was developed as a theoretical framework, highlighting those work characteristics that predict employee work engagement and burnout. A main criticism of the JD-R model is its lack of consideration for the impact of personal resources on employee wellbeing. Emanating from this concern, the current study used the conservation of resources (COR) theory to empirically test whether the personal resource of psychological capital or PsyCap (conceptualised as self-efficacy, hope, optimism and resilience) interacted within the health impairment and motivation processes of the JD-R model. More specifically, this study examined whether PsyCap moderated the relationship between job demands and burnout and mediated the relationship between job resources and work engagement.
46
Mohasi, Mapalo. "The relationship between family-focused organisational and supervisor support and positive work-outcomes." Master's thesis, University of Cape Town, 2010. http://hdl.handle.net/11427/10970.
Full textAbstract:
This study examined the relationship between family-focused organisational and .supervisor support and the positive work outcomes, job satisfaction, affective commitment, continuous commitment and work-family enrichment.
47
Keogh, Jade. "Interviewer biases: can first impressions be changed by displaying stereotypical or non-stereotypical behaviour?" Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/18293.
Full textAbstract:
In South Africa, where there are many recruitment and selection challenges due to scarce skills and education gaps that exist within the country, the employment interview process may contribute to maintaining racial and gender gaps if decision-making is discriminatory. The purpose of the research was to determine whether interviewers base decisions on stereotypical information, and whether interviewer first impressions can be influenced and changed when interviewees display stereotype congruent or incongruent behaviour in the employment interview. A total of 360 psychology students from the University of Cape Town participated in the study. Participants completed one of eight randomly assigned versions corresponding to eight experimental conditions, in which they rated a black male, black female, white male or white female face in terms of competence, likeability and trustworthiness. Participants rated the same face again after receiving additional information portraying the presented person as either assertive or nice. Results revealed that males and females seen as equally likeable and equally competent, although females are seen as more trustworthy than males. White and black individuals are seen as equally competent however; white females rate white individuals as more competent than black individuals. Black individuals are seen as more likeable than white individuals. White individuals rate white faces as more trustworthy than black faces, while black individuals tended to rate black and white faces as equally trustworthy. Competence and trustworthy ratings increased when individuals displayed assertive behaviour, regardless of candidate race or gender. Likeability ratings, however, were influenced by candidate race and gender, and were in line with assumptions about stereotypical behaviour. Results thus indicate that out-group biases still exist, and that being assertive, regardless of whether it is congruent with an individual's race or gender stereotype or not, increases perceptions of competence.
48
Gird, Anthony. "The theory of planned behaviour as predictor of entrepreneurial intent." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5861.
Full text
49
Dawson-Squibb, Thomas. "To what extent do student characteristics and situational factors influence academic dishonesty amongst economic and business students in a sample at three South African universities?" Master's thesis, University of Cape Town, 2011. http://hdl.handle.net/11427/12197.
Full textAbstract:
Includes abstract.Includes bibliographical references.
This study examines the situational and personal characteristics that predict academic cheating. It examines the situational characteristics such as the perceived likelihood of getting caught and punished when cheating, the perception of how much peer cheating takes place and the standards and culture of integrity that exists at the institution. The personal characteristics are the level of intrinsic motivation of the student, gender, grade point average, year of study and the perceived cost or benefit of cheating. A descriptive design was used and a survey administered at three different universities in the Western Cape, South Africa. The results indicated that all of the factors except the year of study and the grade point average of the student influence the frequency of academic dishonesty.
50
Gierdien, Zubeida. "Are we better at judging traits we share with targets? : rater personality, trait accessibility and judgement accuracy." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13687.
Full textAbstract:
Researchers and practitioners in the personnel selection and assessment field are interested in understanding the characteristics of a good rater. However, few studies have so far examined raters’ personality traits and trait accessibility as predictors of accuracy. The present study investigated the relationship between these individual difference constructs and judgement accuracy for specific traits. Respondents from a field sample (N = 223) of managers and staff employed in financial services completed the survey questionnaire and rated the personalities of five hypothetical interview applicants depicted in vignettes. Our results showed that raters’ personality traits and judgement accuracy for corresponding target traits were unrelated. In other words, raters were not more accurate at judging traits they shared with targets. However, we found that certain personality traits such as agreeableness and openness to experience were related to trait accessibility for the same trait-raters high on these traits also tended to perceive others in terms of them. In addition, accessibility for certain traits such as extroversion and openness to experience predicted judgement accuracy for the same traits. Therefore, these findings enrich our understanding of rater individual differences that may affect judgement accuracy.