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Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation". University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.
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Magister Commercii (Industrial Psychology) - MCom(IPS)The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
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Turner, Paul Steven. "Aligning organisational coaching with leadership behaviour". Thesis, Birmingham City University, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.533142.
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Wang, Tzu-Hui Clara. "Organisational citizenship behaviour : exploring enablers within organisational culture from an employment perspective". Thesis, University of Strathclyde, 2015. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=24857.
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In order to cope with unexpected service challenges, it is probably inevitable that frontline employees need to exercise extra-role behaviour during service encounters. According to Organ (2006), such extra-role behaviour is described as Organisational Citizenship Behaviour (OCB). Baum (2006) and Cheung (2006) suggest that the nature of organizational culture can foster and encourage this notion of Organizational Citizenship Behaviour (OCB) within a company. However, it has been argued that organisational culture studies still remain limited in service operations (e.g. Chen et al., 2012). The case organisation for this qualitative study is of one of Fortune magazine's list of the 100 Best Companies to Work For, ranking 91 in 2014, and from an employment perspective, is used to shed light on the unique culture that underlines the execution of extra-role behaviour and how organisational culture can impact upon OCB. Frontline employees were selected from Room Divisions of three hotels located in England and the Republic of Ireland. Semi-structured interviews were employed as the research method and template analysis (King, 2014) was adopted for the process of data analysis. From a qualitative perspective, the contribution of this thesis is an attempt to uncover factors embedded within organisational culture in order to contribute in an understanding of frontline staff's OCB. Extending previous research that studied the relationship between organisational culture and employee performance (e.g. Ro and Chen, 2011), this research argues that organisational culture plays a key role influencing frontline employee performance with a focus on managerial empowerment, organisational politics, and trust. Extending Cheung et al.'s (2012) research in terms of managerial empowerment and employee productivity, the present study suggests that managerial empowerment has an impact upon OCB. This research suggests that OCB can be fostered and developed in a positive and open political work environment. Cheung et al. (2012) argue that trust is seen as a key factor enabling managerial empowerment. Extending Cheung et al.'s (2012) argument, the present study supports the argument that trust is a key consideration in fostering OCB. Finally, this study addresses the implementations of managerial approaches in developing and fostering frontline employee OCB in the upscale hotel sector.
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Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations". Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.
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Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead to organisational performance are contested. This research proposes a framework to investigate the effects of employees' behaviours and organisational learning on organisational performance and the impacts of HR practices on those effects in the context of Chinese construction enterprises. The research design adopts a multi-method approach, integrating positivism and interpretivism, to understand the complex relationship between HR practices, organisational learning, individual behaviour, and organisational performance. By consulting two experienced academic researchers and industry experts, the pilot study improves the understanding and implementation of the measurement instruments employed. Both quantitative and qualitative approaches are adopted in data collection and analysis: 326 valid respondents through questionnaire survey are received, and structural equation modelling is adopted to test individual behaviour and organisational learning as mediating variables of the relationship between HR practices and organisational performance respectively. Middle-level managers in Chinese construction firms are interviewed, and a cognitive map is produced to reveal the possible mediating variables and the cause-effect relationships between organisational learning and individual behaviour. The cause-effect route identified from the cognitive map is tested by structural equation modelling method, i.e., individual in-role behaviour as a mediating variable between organisational learning and performance. In conclusion, from the theoretical perspective, the results reveal the following. (1) Individual in-role behaviour has highly significantly positive effect on organisational performance. Organisational learning has very highly significantly positive effect on organisational performance. Both individual in-role behaviour and organisational learning have mediating effects on the relationship between HR practices and organisational performance. (2) HR practices positively affect individual in-role behaviour indirectly through organisational learning. Individual in-role behaviour mediates the relationship between organisational learning and organisational performance. (3) HR practices also affect organisational performance via the path-way of social capital, individual perceived organisational support, organisational citizenship behaviour (OCB), and co-worker productivity. For the practical implications, Chinese construction companies should implement the following to improve organisational performance. (1) Recognize the importance of employees' in-role behaviour, and design HR practices to motivate employees to apply their knowledge, skills and abilities in job-related performance, and to retain qualified and experienced staff. (2) View organisational learning as an important component of competitive advantage in the process of organisational development, and motivate and enhance organisational learning by the employment of HR practices and the creation of social capital. (3) Recognize the importance of OCBI (i.e. organisational citizenship behaviour directed toward the benefit of other individuals), and try to elicit employees' OCBI by improving employees' perceived organisational support.
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Veloen, Monita. "The influence of paternalistic leadership on organisational commitment and organisational citizenship behaviour at selected organisations in the Western Cape Province". Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5274.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Achieving organisational effectiveness and sustainable growth is the ultimate goal of organisations in their quest to deliver the services required by society. The achievement of organisational effectiveness is not a random event; organisations rely on their employees' ability to go the extra mile by exhibiting some organisational citizenship behaviours. In order to elicit organisational citizenship behaviours, organisations need leaders who can cultivate some commitment in employees which can arguably lead to the enactment of organisational citizenship behaviours. The culture of an organisation is often determined by the beliefs, values and behaviour of the leader. A paternalistic leadership style is likely to create a culture in which caring for subordinates is crucial, moral integrity is greatly esteemed and authority is respected. When this type of culture is evident in the organisation certain desirable behavioural patterns will come forth from the employees. The purpose of the current research study is to answer the question, "Does paternalistic leadership have a significant influence on organisational commitment and organisational citizenship behaviour among employees working in selected organisations in the Western Cape?". In order to answer the research question explaining the hypothesised relationships, the manner in which paternalistic leadership affect organisational commitment and organisational citizenship behaviour was discussed culminating in a theoretical model which was developed and tested in the present study. The study was conducted using employees drawn from selected organisations in the Western Cape Province of South Africa. The participants were asked to complete three questionnaires comprising the Paternalistic Leadership questionnaire developed by Cheng, Chou and Farh (2000); an adapted version of the Organisational Commitment questionnaire by Allen and Meyer (1991) and the Organisational Citizenship Behaviour questionnaire Podsakoff, Mackenzie, Moorman and Fetter (1990). Out of 300 questionnaires that were distributed to the employees, 230 (n=230) completed questionnaires were returned. Item and dimensionality analyses were conducted on all of the dimensions using SPSS version 23. Subsequently, confirmatory factor analysis was executed on the measurement models of the instruments used. The proposed model was evaluated using structural equation modelling (SEM) via the LISREL version 8.80 software. It was found that both the measurement and structural models fitted the data reasonably well. The results indicated positive relationships between benevolent leadership and organisational commitment; authoritarian leadership and organisational commitment; moral leadership and OCB; and organisational commitment and OCB. There was, however, no significant relationship between moral leadership and organisational commitment; benevolent and OCB. Due to the fact that a few studies on paternalistic leadership exist in South Africa this study adds to the board of knowledge on paternalistic leadership and how it affects employee commitment and OCB. The practical implications of the study and limitations are discussed as well as the direction for future studies.
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Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe". Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.
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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
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Ghamri, Nayef Salah. "Organisational behaviour in small business in Saudi Arabia". Thesis, Durham University, 1993. http://etheses.dur.ac.uk/989/.
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Meriton, Royston Francis. "Advancing a morphogenetic understanding of organisational behaviour : an investigation into the psychological mechanisms and organisational behavioural tendencies of autonomous reflexivity". Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/15461/.
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It has been argued that the inertial forces of traditional societies are being gradually eroded under the weight of the destabilising forces imbued in nascent globalisation. For the new cosmopolitans of late modernity, this means that forging a sense of self is therefore becoming increasingly a reflexive project. This thesis celebrates reflexivity as an emergent human power. Three dominant modes of human reflexivity have been identified; communicative, autonomous, meta. Fractured reflexivity on the other hand is considered as non-reflexive. Moreover, the contextual discontinuity favoured by late modern societies appears to be selective, conditioning structural circumstances in favour of autonomous reflexivity in mainstream organisations. In the first instance, the findings of this thesis expose the fragility of the internal reliability of the measurement models of the modes of Archer’s internal conversation index (ICONI). Secondly, drawing on the resources of critical realism, this thesis’ further contribution to knowledge is in revealing the positive psychological resources associated with an autonomous reflexivity intervention. By adopting an evidence-based realist review followed in sequence by a large scale survey and structural equation modelling, the findings suggest that autonomous reflexivity potentially holds the key to unlocking the resources that underlie positive psychological capital (PsyCap). In turn, PsyCap seems to operate in the intervening space between internal conversation and action accounting for the positive sense of self associated with autonomous reflexivity. However, autonomous reflexivity does not mean unrestricted homo economicus, rather it means the search for congruence between a particular modus vivendi and a meaningful work context. Thus, this thesis also shows that autonomous reflexivity and the experience of contextual discontinuity at work share in a reciprocal relationship. Such congruency translates into positive organisational outcomes at the individual level albeit with the tendency to be mediated by positive PsyCap.
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Brumme, Janet Kathleen. "The role of organisational behaviour in establishing a corporate academy in the construction industry". Thesis, University of Pretoria, 2013. http://hdl.handle.net/2263/39927.
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The purpose of the study was to explore the role of organisational behaviour in establishing a corporate university in a large corporate in the construction industry. Studies have been conducted regarding the process steps in establishing a corporate university but a gap exists in the cohesive presentation of the various relationships and the behaviours that drive the successful implementation and sustained operation of a learning academy. An understanding of organisational behaviour at three levels (individual, group and organisational) is a critical success factor that provides the superstructure to the firm foundation provided by the right process steps.
An in-depth, single case study research design was used by the researcher taking a qualitative approach from a complete member researcher perspective with an analytic autoethnographic orientation. Data collection comprised archival document review and semi-structured, in-depth interviews with senior executives and leadership on other levels in the organisation. Analysis was conducted with the assistance of a qualitative data analysis computer software package as well as through iterative coding and memo writing to surface patterns and themes.
The study resulted in a framework reflecting a complex web of relationships and roles that included: context as a catalyst; leadership as a critical role player; academy structure as a key driver of learning; individuals as recipients and beneficiaries; key stakeholders and internal role players in the implementation of learning; and finally, organisational culture as the normative domain. The study concludes with propositions that encapsulate these relationships.
The framework presenting a complex web of relationships and roles has expanded the existing theory of organisational learning by integrating and incorporating organisational behaviour theory to understand the role that behaviour on individual, group and organisational levels plays when establishing a corporate university. In addition, the framework provides insight into the role of an academy in promoting a culture of learning.
Organisations can benefit from an insight into the behaviours which underpin the establishment of a corporate academy because such insight will more readily lead to successful implementation and the avoidance of costly mistakes. A corporate academy plays a key role in assisting organisations to build essential skills and capabilities particularly in times of increasing demand for competent and capable employees to execute strategy. The single ‘revelatory’ case study approach was conducted due to the unique opportunity presented when the researcher was tasked with establishing a corporate university in a large corporate in the construction industry.Thesis (PhD)--University of Pretoria, 2013.
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Human Resource Management
unrestricted
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Mesani, Anele. "How organisational behaviour is influenced in an acquired firm". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/9925.
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In the current global market, companies are forming partnerships with other organisations with the aim of sustaining their competitive advantage. Most organisations participate in transactions such as mergers, acquisitions and joint ventures in order to maintain their competitive advantage (Sorge, 2002). South Africa forms part of the global market and is not immune towards the stipulated growth strategies. It is believed that South Africa has one of the highest unemployment rate internationally (Human Capital Mangement, 2005). There are various reasons that have contributed towards this perception; factors such as structural changes in the labour market have been highlighted as one of the factors that have contributed to the high unemployment rate (HCM, 2005). It is further said that when mergers and acquisitions occurs, structural changes are bound to occur (Greeve, 2008). Despite the constant merger activities that are occurring in various industries, research has shown that most mergers add no value or reduce shareholders value for the acquiring firm (Kusewitt, 2007). The primary objective of this research is to investigate how organisational behaviour is influenced in an acquired firm.There seems to be high level of uncertainity, trust and communication breakdown amoung employees of Kansai Plascon. This research will investigate whether this perception is related to the acquisition transaction that has occurred. The study will collect its primary data using a set of questionnaires that will be distributed to the employees of Kansai Plascon. The data will be analysed and interpreted.
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Pulker, Stephanie. "Predicting academic dishonesty using the theory of planned behaviour". Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/11978.
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Includes abstract.Includes bibliographical references.
This study investigates academic dishonesty among undergraduate commerce students using the Theory of Planned Behaviour (TPB). A total of 579 respondents from three tertiary institutions in the Western Cape in South Africa completed an online survey about their attitudes, subjective norms, perceived behavioural control towards academic dishonesty, their intentions to engage in academic dishonesty behaviours and their previous academic dishonesty behaviour. Correlation analyses indicated significant, positive relationships between all of the antecedents of the TPB.
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Crollick, Sharon Lee. "Value congruence and organisational commitment : implications for workplace behaviour /". [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18061.pdf.
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Kolaska, Thomas. "Non-standard behaviour in organisational economics and individual choice". Diss., Ludwig-Maximilians-Universität München, 2013. http://nbn-resolving.de/urn:nbn:de:bvb:19-163742.
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Färm, Grufman Nici, i de Albuquerque Sara Roth. "The Activity-based Workspace Effect on Organisational Behaviour : A Case Study of Kognity". Thesis, Södertörns högskola, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-35748.
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In light of contradictory findings in previous research regarding the activity-based workspaces’ effect on organisational behaviour, this study applies The Activity-based Flexible Office Model on the company Kognity, which recently implemented this office concept. The purpose is to test if this may increase understanding of consequences on organisational behaviour from implementing an activity-based workspace. Semi-structured interviews and observations at Kognity are used as methods for the collection of data for the study. As secondary data, results from web-based surveys conducted by Kognity are used. Furthermore, previous research within the field of organisational behaviour and activity-based office concepts are used to give the study credibility and to gain a deeper insight of the topic. The theoretical framework for this study is based on The Activity Based Flexible Office Model and Maslow's Hierarchy of Needs Theory. The conclusion is that the activity-based workspace does affect organisational behaviour. Applying the Activity Based Flexible Office Model increases the understanding of what the implementation of an activity-based workspace may lead to in terms of organisational behaviour. The model is a useful tool which shows that task-related moderators can determine in what extent the workspace effects organisational behaviour, depends on individual values and task requirements. Further, application of Maslow’s Hierarchy of Needs shows that the higher needs in Maslow’s hierarchy of needs may be met through the freedom of choice within an activity-based workspace.Tidigare forskning, som berör vilka konsekvenser implementeringen av ett aktivitetsbaserat kontor har på de anställda samt hur det påverkar organisatoriskt beteende, har visat sig vara motsägelsefull. För att bidra till ökad kunskap, applicerar den här studien modellen The Activity-based Flexible Office Model på ett företag vid namn Kognity. Kognity har nyligen implementerat ett aktivitetsbaserat kontor. Semi-strukturerade intervjuer och observationer utfördes på Kognity. Studien använde sig även av sekundärdata i form av resultat från enkäter som Kognity utför själva. Den teoretiska referensramen som applicerades på den här studien var The Activity-based Flexible Office Model samt Maslows behovsteori. Studiens slutsatser är att organisatoriskt beteende påverkas av implementerandet av ett aktivitetsbaserat kontor. Genom att applicera The Activity-based Flexible Office Model ges bidrag till ökad förståelse för konsekvenserna av implementerandet av ett aktivitetsbaserat kontor. Modellen är ett användbart verktyg för att undersöka vilka faktorer som påverkar och vilka omständigheter som kan påverka ytterligare. Vidare visar applicerandet av Maslows behovsteori att ett aktivitetsbaserat kontor skulle kunna möta de högre behoven i teorin tack vare anställdas frihet att välja sin arbetsplats.
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De, Waal Johannes Joachim Prinsloo. "The role of positive organisational behaviour in employee self–development and organisational outcomes / de Waal J.J.P". Thesis, North-West University, 2011. http://hdl.handle.net/10394/8162.
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Businesses are operating in extremely turbulent and dynamic environments – globally and nationally – and have to adapt to ever–increasing changing circumstances, as well as cope with severe pressure to increase profit margins in an attempt to ensure their economic survival. Adding to this challenge is the changing employment relationship characterised by diversity, complexity and high levels of work stress which contribute to poor physical and mental health and employee disengagement. Individuals are strongly influenced by their work environments, and the well–being of employees is therefore critical as it relates directly to work performance.
Positive Organisational Behaviour (POB) emerges within the framework of the Positive Psychology movement. POB takes Positive Psychology to the work environment as it studies and applies positively orientated human resource strengths and psychological capabilities that can be measured, developed and effectively managed.
The general objective of this research was to conceptualise the components of Positive Organisational Behaviour (POB) (hope, optimism, self–efficacy, and resilience) from the literature and establish the reliability of established international psychometric measures in a South African sample. Additionally, the relationship between POB and other work–related phenomena, such as job satisfaction and turnover intention, work stress and engagement are also of interest.
Various research designs were employed to obtain the necessary data. First, a cross–sectional survey design was used to obtain a sample from the study population at a particular point in time. Data was gathered from all employees in a specific business unit in a chemical factory. In addition to the cross–sectional design, a one–group pre–test post–test design was also utilised to evaluate the effects of a self–development programme on POB. This design also allowed for the investigation of the role of POB in the link between organisational stress and employee health. Finally it was possible
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to test the cross–lagged effects between measurements of POB and Engagement, and investigate causality. The following measuring instruments were used in attaining the objectives of the empirical study, namely a biographical questionnaire, the Dispositional Hope Scale, Life Orientation Test–Revised (LOT–R), Self–Efficacy Scale, Ego–Resiliency Scale, Lack of Role Clarity, Role Conflict, Quantitative and Qualitative Role Overload, Job Satisfaction, Turnover Intention, Quantitative and Qualitative Job Insecurity, Neuroticism, General Health Questionnaire (GHQ) and the Utrecht Work Engagement Scale (UWES).
The SPSS Programme was used to carry out statistical analysis to describe the participants in terms of demographic characteristics, investigate the reliability and validity of the measuring instruments, and reveal the nature and relationship of the variables in terms of descriptive statistics, analysis of variance, correlation coefficients and multiple regression analysis. The Amos Programme was used to carry out structural equation modelling.
Exploratory and Confirmatory factor analysis established the validity of each of the four scales (hope, optimism, self–efficacy and resilience) that constitute POB and showed that only one factor explains the variance in the data, and that the individual scales relate positively to POB. The study provides support for the core POB construct in a heterogeneous South African sample and provides a new instrument for its measurement.
Results confirmed a negative relationship between job satisfaction and turnover intention over time. No relationship between POB, job satisfaction and turnover intention could be found in this research. The only significant contributor to participants? turnover intention over time was their baseline levels of turnover intention and their job satisfaction at both baseline and at the second measurement. The moderating role of POB in the relationship between turnover intention and job satisfaction was also not supported. No evidence could however be found that the training programme had a significant contribution to increase job satisfaction and POB with the subsequent lower levels of turnover intention.
Results indicated that only the job stressors, quantitative and qualitative job insecurity and the lack of role clarity hold predictive value with regard to POB (T1) and general health. It could also be established that POB (T1) acts as a partial mediator between
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job stressors and general health. The negative effect of job stressors can therefore be minimised in the presence of POB. A positive correlation between the stress factors (lack of role clarity, role conflict, role overload and job insecurity), neuroticism and general health is evident from the results of this research.
Results also confirmed a positive relationship between the aggregate engagement and POB scores, as well as the positive relationship between the total POB and engagement score. Given the positive nature of all the constructs measured, the inter–correlations were significant at both Time 1 and 2. Results revealed that POB at Time 1 did not predict engagement at Time 2. Strong evidence was found, however, that engagement at Time 1 predicted POB at Time 2. This finding is in line with research which suggests that engagement can facilitate the mobilisation of job and personal resources. In closing, recommendations for the participating organisation and future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.
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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.
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Cannon, David Roy. "Making sense of failure : learning or defence?; a study of how individuals interpret their personal failures based on the recollected experiences of business people, professionals, artists and athletes". Thesis, London Business School (University of London), 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.302111.
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Van, Aswegen Laureen. "Power, Privilege and Identity at the Margins : Identity Work Transitions of Lower Echelon Managers". Thesis, University of Pretoria, 2020. http://hdl.handle.net/2263/75480.
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This study explores the hitherto unexamined role of national, cultural, societal and historical dynamics of power and privilege in the identity work of the lowest level of managers in organisations. This study revealed that so-called ‘post-apartheid’ South African organisations remain sites for perpetuating social injustice through physical vestiges of segregation as well as complex societal-organisational interdiscursive practices that serve to maintain an unequal distribution of power, social oppression and exclusion. Within this context, first level managers expressed their managerialism variously through contested and coercive agentic strategies of power and resistance, while finding themselves implicated and relationally complicit in invidious discursive practices, veiled as post-apartheid speak. Their social location at the ‘power margin’ between management and working classes educed a constant contested process of identity substitution, as they redefined themselves in the face of the loss and gain of socio-political power and privilege. This research contributes to and extends theory on identity work, intersectionality theory and whiteness in management and organisation studies to beyond the boundaries of the organisation, showing that the first level managers’ antipodal constructions of self were responses to the impact of organisational, societal and national political transformations on their variously politicised managerial selves. A particular strength of this study is that it integrates constructivist grounded theory with narrative inquiry and critical discourse analysis in a way that privileges the experiences of the participants through their stories about being first level managers in post-apartheid South Africa, while revealing a richly textured theoretical construction of identity work at the margins in the context of significant societal and political change. Ultimately, it is hoped that this study will contribute towards improving working lives in organisations by drawing attention to the everyday struggles of those managers at the lowest level of the management hierarchy in organisations, those at the margins of managerial power, for whom expression of their managerialism and acceptance of their authority as managers is a tenuous process, constantly contested within an organisational context where political power and societal privilege remain dominant mechanisms for influencing organisational behaviour. In so doing this research helps South African organisations to better understand the complex challenges of achieving transformation in the workplace.Thesis (PhD)--University of Pretoria, 2020.
Human Resource Management
PhD
Unrestricted
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Meintjies, Jean. "The influence of organisational climate on job performance". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/10286.
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Organisational climate, as represented by the aggregation of the perceptions of the individual employees within the organisation, has been the focus of considerable empirical research that can be traced back to the work of Lewin, Lippit and White (1939).The debate around organisational climate research, concentrates on the methodological issue of how the construct of such climate can be translated into an indicator of organisational effectiveness. Schneider and Bowen (1985), Bacayan and White (1993) have provided evidence that a worthy and functional organisational climate does have a positive effect upon service outcomes and hence improves organisational success. The study examines the influence of organisational participants’ perception of work environment on job performance in a sample of employees within the various departments of Transnet National Ports Authority. The paper presents that the perception of organisational climate has a significant effect on job performance of some employees while it is not so for others. The research sample consists of 71 employees working in the marine and operations, engineering, human resource, marketing and legal departments. One questionnaire was designed by the researcher to measure organisational climate and the effectiveness of job performance. The climate dimensions of communication, management and supervision, reward and recognition and training are significantly related to job performance. The research consisted of the organisational climate and job performance literature and the subsequent link between these two constructs within Transnet National Ports Authority. In conclusion the report presents the authors findings, conclusions and recommendations derived from the study.
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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.
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Ngxukumeshe, Tandiswa. "Perceptions regarding organisational citizenship behaviour in South African retail firms". Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/11898.
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The wholesale and retail industry is a more volatile nudstry, with respect to cyclical changes and global economic conditions, than many other industries. The growth of technology in this industry has led to informed customers, bringing with them many challenges to retailers, as these retailers have to win customer loyalty by focusing not only on prices and quality, but also on global competition. The heterogeneity as well as the illusive preferences, expectations, personality characteristics, attitudes, and desires of customers have created diverse and fast-evolving customer demand. As a result, retailers need to source highly customer-focused employees who are willing to go beyond their expected call of duties to satisfy customer needs and wants, thereby keeping firms competitive. This behaviour is called organisational citizenship behaviour (OCB). OCB involves extra-role performance, which represents behaviours not formally required by any particular job, but which help to develop the social context of all jobs, thus facilitating effectiveness. Thus, retailers who encourage OCB among their employees are more likely to improve the performance of both the organisation and the employees, and increase the organisation’s competitiveness in the global economy. The primary objective of this study is to assess the perceptions of employees regarding OCB within retail firms in South Africa. A positivistic research paradigm was used, in this study, by means of quantitative research. Secondary data in the form of textbooks, journal articles and Internet sources provided the theoretical framework for this study. Primary data was obtained using the survey method, by means of self-administered structured questionnaires. The aim was to target 1000 employees in the retail industry (250 employees from each of the most economically active provinces, namely, the Eastern Cape; the Western Cape, Gauteng and Kwa-Zulu Natal). However, 690 questionnaires were returned and only 554 were usable, which amounts to an effective response rate of 80%. Seven null-hypotheses and a hypothetical model of employee perceptions regarding OCB behaviour in retail firms were tested. The influence of four independent variables were tested, these are: job perceptions, role considerations, organisational climate and employment considerations on OCB. In addition, three dependent variables, namely, employee commitment, propensity to leave and employee engagement were tested. The Statistica (version 12) computer programme was used to analyse the results by means of advanced statistical techniques (such as exploratory factor analysis, regression and correlation analysis) as well as descriptive analysis and frequency distributions. After various statistical procedures, the model was re-specified, some of the variables were renamed and the hypotheses were adjusted accordingly. The empirical results revealed that job considerations and employment considerations have a positive influence on both OCB related to compassion and OCB related to civic non-obligatory acts, while role considerations and job security were found to have no significant influence on both OCB related to compassion and OCB related to civic non-obligatory acts. Furthermore, the empirical results showed that OCB related to compassion have a positive influence on both organisational commitment and propensity to resign, while OCB related to civic non-obligatory acts has a positive influence on organisational commitment and its influence on propensity to resign was not significant. It is envisaged that the results of this study could assist retail firms to understand the variables that influence the organisational citizenship behaviour of employees. In addition, it is further envisaged that the results and recommendations of this study could be used to implement effective strategies in retail firms in order to ensure effective engagement in OCB related behaviour and to create awareness of the importance of employee engagement in organisational citizenship behaviour.
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Herholdt, Karin. "Determinants of work engagement and organisational citizenship behaviour amongst nurses". Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96987.
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Thesis (MCom)--Stellenbosch University, 2015.ENGLISH ABSTRACT: South Africa has a population of just over 50 million people. However, there are only approximately 260 698 nurses according to the register of the South African Nursing Council. The nursing shortage is not only limited to South Africa, but is a global phenomenon, and this shortage is getting worse every day. Various factors can be blamed for the increasing nursing shortage. Every day nurses face demanding working hours, stressful work environments and a large shortage of resources. Nurses from private hospitals regard themselves as "overworked money-making machines". Nevertheless, the health care needed by the population of South Africa is rapidly increasing. The high prevalence of HIV/AIDS is also a challenging contributor, worsening the nursing shortage crisis. The current dysfunctional nursing situation in the healthcare facilities of South Africa reflects a negative image of the nursing profession. Consequently, the number of individuals considering nursing as a profession is decreasing. The nursing shortage is not only a threat to the wellbeing of nurses, but to the lives of millions of South Africans who need health care. A common phenomenon amongst nurses is burnout, which leads to decreased quality of care and high turnover rates and contributes to the nursing shortage. Also, other nurses experience work engagement and display organisational citizenship behaviour in the same working environments than the nurses who experience burnout. Work engagement (WE) and organisational citizenship behaviour (OCB) are ideal outcomes. This study investigated distinguishing factors between nurses that allow them to experience WE and exhibit OCB. The Job Demands-Resources model played an integral role in the study. Therefore, the specific focus of the study was job and personal resources, as well as job demands, as factors contributing to WE and OCB amongst nurses. Servant leadership (SL) as job resource, psychological capital (PsyCap) as personal resource, and IT (Illegitimate tasks) as job demand were identified as possible factors that explain the variance in WE and OCB. A literature review was conducted in which prominent antecedents of WE and OCB were identified. A number of hypotheses were formulated and tested by means of an ex post facto correlation design. The unit of analysis was nurses from two of the largest private hospital groups in South Africa. The nurses were employed at one hospital in Gauteng and three hospitals in the Western Cape. Data was collected from 208 nurses located within the chosen hospitals. Data collection on all five variables, namely work engagement, organisational citizenship behaviour, servant leadership, psychological capital and IT, was conducted by means of self-administered questionnaires. The measurements included in the self-administered questionnaire were selected in terms of their validity and reliability. The following measurements were included; Utrecht Work Engagement Scale (UWES), Organisational Citizenship Checklist (OCB-C), Servant Leadership Questionnaire (SLQ), Psychological Capital Questionnaire (PCQ) and the Bern Illegitimate Task Scale (BITS). The data collected was analysed by means of item analyses and structural equation modelling. A PLS path analysis was conducted to determine the model fit. The most significant findings were that SL, as a job resource, and PsyCap, as a personal resource, were positively related to WE amongst nurses. The results also revealed that PsyCap was positively related to OCB. Lastly, it was found that IT, as a job demand, are negatively related to WE amongst nurses. These results support the assumptions of the JD-R model that specific job and personal resources lead to WE. The results provide guidelines regarding practical managerial implications and strategies to address the challenges experienced by nurses. The results, together with the managerial implications, made it possible to provide valuable insights and recommendations for industrial psychologists, as well as for further studies.
AFRIKAANSE OPSOMMING: Suid-Afrika het ‘n bevolking van net oor die 50 miljoen mense. Daar is egter volgens die register van die Suid-Afrikaanse Verpleegkunderaad net omtrent 260 698 verpleërs. Die tekort aan verpleërs is nie net tot Suid-Afrika beperk nie, maar is ‘n globale fenomeen, en die tekort word elke dag groter. Verskeie faktore kan vir die toenemende verpleërtekort blameer word. Verpleërs word elke dag gekonfronteer met veeleisende werksure, stresvolle werksomstandighede en ‘n groot tekort aan hulpbronne. Verpleërs by privaat hospitale beskou hulleself as “oorwerkte geldmaakmasjiene”. Nietemin neem die gesondheidsorg wat deur die Suid-Afrikaanse bevolking benodig word, vinnig toe. Die hoë voorkoms van MIV/VIGS is ook ‘n uitdagende bydraer wat die verpleërtekort vererger. Die huidige wanfunksionele verpleegtoestand in die gesondheidsorgfasiliteite van Suid-Afrika word weerspieël in die negatiewe beeld van die verpleegberoep. Gevolglik verminder die getal mense wat verpleging as ‘n beroep oorweeg. Die verpleërtekort bedreig nie net die welstand van verpleërs nie, maar ook die lewens van miljoene Suid-Afrikaners wat gesondheidsorg benodig. ‘n Algemene verskynsel onder verpleërs is uitbranding (burnout), wat lei tot ‘n afname in die kwaliteit van sorg en hoë omsetkoerse en bydra tot die verpleërtekort. Ander verpleërs ervaar egter werksbetrokkenheid (work engagement) en vertoon organisatoriese burgerskapsgedrag (organisational citizenship behaviour) in dieselfde omgewing waar verpleërs uitbranding ervaar. Werksbetrokkenheid en organisatoriese burgerskapsgedrag is ideale uitkomstes. Hierdie studie het onderskeidende faktore onder verpleërs ondersoek wat hulle toelaat om werksbetrokkenheid te ervaar en organisatoriese burgerskapsgedrag te vertoon. Die model van werkseise en hulpbronne (Job Demands-Resources (JD-R) model) het ‘n integrale rol in die studie gespeel. Die spesifieke fokus van die studie was dus op werks- en persoonlike hulpbronne, sowel as werkseise, as faktore wat bydra tot werksbetrokkenheid en organisatoriese burgerskapsgedrag onder verpleërs. Dienaarleierskap en sielkundige kapitaal as werkshulpbronne, en illegitieme take as werkseis, is geïdentifiseer as moontlike faktore wat die verskil in betrokkenheid en organisatoriese burgerskapsgedrag verklaar. ‘n Literatuuroorsig is onderneem waarin belangrike antesedente van betrokkenheid en organisatoriese burgerskapsgedrag geïdentifiseer is. ‘n Aantal hipoteses is geformuleer en deur middel van ‘n ex post facto korrelasie-ontwerp getoets. Die eenheid van analise was verpleërs werksaam by twee van die grootste privaathospitaalgroepe in Suid-Afrika. Die verpleërs was werksaam by een hospitaal in Gauteng en drie hospitale in die Wes-Kaap. Data is by 208 verpleërs in die gekose hospitale versamel. Dataversameling oor al vyf veranderlikes, naamlik werksbetrokkenheid, organisatoriese burgerskapsgedrag, dienaarleierskap, sielkundige kapitaal en illegitieme take, is deur middel van selftoepasvraelyste versamel. Die volgende metings is ingesluit: Utrecht Work Engagement Scale (UWES), Organisational Citizenship Checklist (OCB-C), Servant Leadership Questionnaire (SLQ), Psychological Capital Questionnaire (PCQ) en die Bern Illegitimate Task Scale (BITS). Die versamelde data is deur middel van item-ontleding en struktuurvergelykingsontleding geanaliseer. ‘n Gedeeltelike kleinstekwadrate-baananalise (partial least squares path analysis) is onderneem om die passing van die model te bepaal. Die belangrikste bevindinge was dat dienaarleierskap, as ‘n werkshulpbron, en sielkundige kapitaal, as ‘n persoonlike hulpbron, positief verband hou met werksbetrokkenheid onder verpleërs. Die resultate toon ook dat sielkundige kapitaal positief verband hou met organisatoriese burgerskapsgedrag. Laastens is bevind dat illegitieme take, as ‘n werkseis, negatief verband hou met werksbetrokkenheid onder verpleërs. Hierdie resultate ondersteun die aannames van die model van werkseise en hulpbronne (J-DR) dat spesifieke werks- en persoonlike hulpbronne lei tot werksbetrokkenheid. Die resultate verskaf riglyne vir praktiese bestuursimplikasies en strategieë om die uitdagings wat deur verpleërs ervaar word, aan te spreek. Die resultate, tesame met die bestuursimplikasies, het dit moontlik gemaak om waardevolle insigte en aanbevelings vir bedryfsielkundiges, asook vir verdere studies, te maak.
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Ingledew, David Keith. "Health related behaviour, stress and well-being during organisational change". Thesis, Bangor University, 1994. https://research.bangor.ac.uk/portal/en/theses/health-related-behaviour-stress-and-wellbeing-during-organisational-change(d5c3190a-ce8d-4a70-bcf4-4cc1f4458444).html.
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This study investigated whether some coping strategies are better or worse than others, by virtue of their links with health behaviours, or their stress buffering effects. It also investigated whether some ways of attributing for success and failure in health behaviour change are better or worse than others, through their effects upon feelings, expectations, and intentions. Employees of a hospital that was closing down completed questionnaires at two points in time, one year apart (baseline N= 109; of which 102 successfully followed up). Analysis was by a combination of multivariate analysis of variance, latent class analysis, exploratory and confirmatory factor analysis, and regression analysis. The evidence supported a four-dimensional view of coping (cf., Cox & Ferguson, 1991), and (less strongly) a two-type model of routine health behaviours. There was little evidence that coping strategies were linked to either routine health behaviours or to health behaviours used as ways of coping. However, the use of health damaging behaviours as ways of coping was predicted somewhat by avoidance coping. Having controlled for negative affectivity, there was little evidence that coping or resources buffered the effect of stressors on well-being, or that coping mediated between resources and well-being (cf., Cohen & Edwards, 1989). There were, however, main effects of coping on well-being (e. g., avoidance coping acted to increase mental symptoms); and main and interactive effects of stressors and resources on coping (e. g., stressors acted to increase avoidance coping but resources buffered this effect). The evidence supported a four-dimensional view of attributions (cf., McAuley, Duncan, & Russell, 1992), but with differences between attributions for success and failure. There was only limited support for Weiner's (1986) model applied to health behaviour change. Of particular interest were the interactive effects of attributions on affective reactions and on intention; these effects invariably involved the stability dimension.
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Forshaw, Brendan Mark. "Occupational stress : type A behaviour as a moderator of the relationships between role demands and psychological and behavioural strain". Master's thesis, University of Cape Town, 1985. http://hdl.handle.net/11427/17016.
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Bibliography: pages 333-360.To study Type A behaviour as a moderator of relationships between role demands and psychological and behavioural strain, 234 volunteer subjects from a medium-sized life insurance society completed three questionnaires under standardized testing conditions, tapping Type A behaviour (Session 1) and various role dimensions (Session 2) and indices of strain (Session 3). Absenteeism data were taken from employee record cards, as were data for some demographic and organizational variables (race and sex), while others, (company tenure, age and organizational level) were explored in the questionnaires. Assessment sessions were staggered, with one-month intervals between each, to reduce the effects of response sets. Factor analysis of responses to the role dimensions questionnaire confirmed the hypothesized factor structure and led to the development of scales for role conflict, ambiguity, overload and qualitative underload. The reliability and validity of these scales are discussed. Partial correlations (with the linear effects of the demographic and organizational variables removed) and multiple linear regressions indicate that role conflict, ambiguity, overload and underload may be described as social-psychological stressors, in terms of psychological strain, while only underload is weakly related to absenteeism. Type A behaviour is not found to moderate relationships between stressors and strain, with the exception of an effect for underload which may be accounted for in statistical, rather than psychological, terms. Results are interpreted as evidence of the need for improved work design and redesign, particularly in South African organizations. Implications of findings with respect to sequential models of strain, as well as the nature of the relationship between Type A behaviour and CHD, are discussed.
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Piacun, Dominic J. "Fostering organisational citizenship behaviour for the environment: Employee discretionary green behaviour in a school-based setting". Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/115458/2/Dominic%20Piacun%20Thesis.pdf.
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This thesis represents a single case study that sheds light on the importance of developing shared understandings of employee green behaviour within a large school-based setting. The findings reveal that Organisational Citizenship Behaviour towards the Environment (OCBE) is the dominant form of green behaviour in the organisation and that eco-initiatives are the most performed OCBE. To increase employee performance of discretionary green behaviours, the study found that more feedback is required regarding the impact of employee green behaviours, a shared understanding of what green behaviour at work means should be clearly articulated as well as improving the buy-in from managers regarding their own green behaviour.
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Chinnapha, Punnarat. "Human behaviour at work : investigating the impact of organisational citizenship behaviour and impression management behaviour on teamwork effectiveness in Thailand". Thesis, University of Surrey, 2003. http://epubs.surrey.ac.uk/865/.
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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.
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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.
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Werner, Jenna. "Investigating cyber-loafing in South African organisations: the role of theory of planned behaviour". Master's thesis, University of Cape Town, 2020. http://hdl.handle.net/11427/32527.
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Organisations are increasingly becoming aware of employees' internet use for nonwork- related activities, a phenomenon known as cyber-loafing. This poses a problem for organisations as both employee and organisational productivity are negatively impacted. Cyber-loafing is a fairly nascent concept within the Counterproductive Work Behaviour (CWB) literature, given the recent rise in technological advancements. Employees who engage in cyber-loafing divert their energy and attention away from work for prolonged periods of time, which is classified as a withdrawal behaviour under the CWB typology. The Theory of Planned Behaviour (TPB) has previously been shown to explain other CWBs, such as time theft and cyber-loafing. Due to the internet's ubiquitous nature in South African organisations and lack of research on cyber-loafing in South Africa, the objective of this study was to investigate cyber-loafing amongst administrative support staff in South African organisations using TPB. An explanatory cross-sectional descriptive research design was used. Data was collected using both online and hardcopy surveys yielding 92 participants from employees that provide administrative assistance in various organisations. In this sample, 89% of respondents were female and 11% were male, whilst 92% were employed full-time and 5% part-time. The results showed that only descriptive and prescriptive norms and attitude towards cyber-loafing predicted intention and cyber-loafing. Differing from previous research, intention mediated the relationship between attitude and cyber-loafing only. The results show that organisations could develop interventions targeted at descriptive and prescriptive norms to reduce cyber-loafing behaviour and by influencing attitudes around cyber-loafing, organisations could influence cyber-loafing intention and behaviour. Based on these results, suggestions for further research are proposed.
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Barnard, Robert Seldon. "An examination of dysfunctional behaviour in Christian, Evangelical, mission organisations and strategies for managing the consequences of dysfunctional behaviour". n.p, 2004. http://ethos.bl.uk/.
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Mischo, Thomas I. "Organisational trust behaviour in crisis management : development of a psychometric assessment". Thesis, Birmingham City University, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631673.
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This study investigates organisational trust in a crisis management context, focusing specifically on managerial behaviours and attitudes. Crisis managers and leaders are typically challenged with problem-solving in times of increased uncertainty, information deficiency, scarce resources, and pressure from various stakeholders—and yet, the expectation is often that the organisation not only survives, but that it emerges even stronger from the very crisis. Whilst the technical skills, knowledge, and experience that crisis managers and crisis leaders possess are a good foundation for effective crisis management, their specific behaviours and attitudes are at least equally, if not more, important. People’s trust-related behaviours and attitudes are likely to be affected by the economic and organisational context in which they operate. Therefore, the psychometric assessment of such behaviours and attitudes can be an essential step towards a fuller understanding of the role that trust can play in the organisation, and may augment management’s individual and collective crisis management capabilities. The proposed new psychometric instrument is the result of item- and factor analytical procedures on a pool of 168 items, newly written on the basis of survey data from three cohorts of experienced managers and leaders, categorised and condensed in several inter-rater agreement studies, and empirically tested with a sample of 377 US managers. Distinct clusters of managerial behaviours and attitudes emerged in exploratory factor analysis, and in confirmatory factor analysis a three-factor model performed best among several competing structural models. Together with high internal consistency of the full scale and each factor individually, the results provide strong support for the validity and reliability of the new construct organisational trust behaviour in crisis management. Content and face validity were demonstrated through the rigour of the development process, especially the highly significant inter-rater agreement coefficients from the assessment by 19 independent judges. Discriminant and convergent validity were supported by the results of correlational analysis and multiple linear regression with established measures of organisational trust and managerial skills. The substantive meaning of the three factors (individually and collectively) is based on item content, and supported by the extant literature. Further confirmatory analysis is recommended to enhance confidence in the stability of the factor solution, and to assess measurement invariance across different populations. Researchers are encouraged to explore the construct further, widen its nomological network, and help compile data for the establishment of appropriate norms beyond the development sample.
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Aldhobaib, Meshal. "The relationship between organisational culture and individual behaviour in Saudi Arabia". Thesis, Cardiff University, 2017. http://orca.cf.ac.uk/107352/.
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Although the concepts of organisational culture (OC) and individual behaviour (IB) have attracted considerable interests from both academics and practitioners, there are few studies that examine the relationship between them directly (which were conducted under person-culture fit research (see Chatman and O’Reilly, 2016)). While these few existing studies have made an overall contribution to the culture-behaviour relationship, they have critical limitations and gaps in knowledge. Specifically, they primarily adopt functional and quantitative approaches for examining the relationship between the two concepts, and consequently, they neglect alternative non-functional perspectives of OC (opposition and ambiguity) and their relationship with IB. Also, most of these studies were conducted in organisations from countries that have strict separation between religion and state (e.g. the UK and USA), with very few studies located in countries where people at work actively engage in religious and social practices, particularly Saudi Arabia. This study explores the relationship between OC and IB through an ethnographic case study in a single Saudi Arabian organisation that operates in a vital industry, i.e. financial industry. It adopts a three-perspective theoretical framework (see Martin, 1992), to explore the relationship between OC and IB in a country that is renowned to be highly attached to ancient social norms and religious traditions. The findings of the study lead to the development of a range of insights into the integrated, differentiated, and fragmented nature of OC and how organisational members interact (i.e. perceive and behave) with such cultural components. The empirical evidence suggests that examining the interaction between OC elements (values, believes, and underlying assumptions) and individual traits, including psychology/ social (e.g. values and beliefs), social category (e.g. age and gender), and other subjective characteristics (e.g. education and work experience) is important to understand the relationship between OC and IB. Accordingly, this study develops a conceptual analysis that explains the relationship between OC and IB and considers the dynamic and multidimensional aspects of the two concepts. It also offers contributions to knowledge on organisational literature in general, and Saudi literature in particular, by revealing alternative contingencies that affect the behaviour of organisations and individuals.
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Davison, Susan Farmar Canney. "Intercultural processes in multinational teams". Thesis, London Business School (University of London), 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319367.
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Prinsloo, Hayley. "Organisational culture, safety climate, supervisory accountability and engagement as drivers of safety behaviour in a platinum mining organisation". Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79643.
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The mining industry plays a significant role in the South African economy. In 2019, the sector contributed R360.9 billion (8.1%) to the total gross domestic product (Minerals Council South Africa, 2020). With almost half a million employees reporting to work in the South African mining industry each day, a relentless commitment to safety and health compliance is required to manage the inherent risks and hazards associated with the sector.
Previous research has shown that frontline supervisors have a direct impact on the safety behaviour of individuals and that their leadership significantly influences team safety performance. The objectives of this study sought to contribute to the body of research on organisational culture, frontline supervisory engagement and accountability as levers for enhancing organisational performance and creating sustainable competitive advantage through resilient safety behaviour.
Quantitative, confirmatory research methods were used to gain insights into the effect of organisational culture and safety climate on safety behaviour, while examining the influencing effects of frontline supervisory engagement and accountability on safety behaviour in the process division of a single platinum mining organisation in South Africa. A total of 104 survey based responses from frontline supervisors were analysed using factor analysis and multiple regression tactics.
The key findings indicate that the tendency of a supervisor to hold herself and her team accountable is positively correlated to good safety behaviour, and is the strongest predictor of safety behaviour when considering safety climate and supervisory engagement and supervisory accountability. Furthermore, safety climate was found to be a significant contributor to safety behaviour. All three organisational culture factors – organisational practices, supervisory support and work attributes – were found to be strong predictors of safety climate, with only work attributes contributing to predicting supervisory accountability. These results indicate a significant influence between organisational culture, safety climate, supervisory accountability and safety behaviour. Supervisory engagement, although found to be positively correlated, was not a statistically significant predictor of safety behaviour. The findings from this research add to the literature on safety behaviour, frontline supervisory behaviours and organisational culture.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Costello, Neil. "Economic institutions and routine practices : the case of high-technology small and medium-sized enterprises". Thesis, n.p, 1998. http://ethos.bl.uk/.
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Abrahams, Brian Peter. "The impact of organisational culture on organisational citizenship behaviour within the South African Police Service in the Western Cape". University of the Western Cape, 2016. http://hdl.handle.net/11394/5279.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Research evidence suggests that strengthening the cultural roots of an organisation (Organisational Culture) can lead to the observance of increased behaviours that goes beyond the call of duty (Organisational Citizenship Behaviour) across all sectors within a given organisation. Organisational cultures that encourage innovation, sense of togetherness and positive competition, are ideal in encouraging employees to perform beyond normal expectations in organisations. Organisational culture is therefore a critical element that contributes to organisational success and effectiveness. The focus of this study is to determine the impact that the organisational culture of the South African Police Service, as an organisation, has on the Organisational Citizenship Behaviour of its members in the Western Cape. The empirical study involved the participation of 127 respondents from three of the largest police stations in the Western Cape. A survey was conducted using the Organisational Culture Assessment Instrument (OCAI) and the Organisational Citizenship Behaviour Scale (OCBS) to assess the hypothesised relationship between the variables. An analysis of the results suggests that all of the dimensions of Organisational Culture (Clan, Adhocracy, Hierarchy and Market) are positively related to all of the dimensions of Organisational Citizenship Behaviour (Altruism, Sportsmanship, Civic Virtue, Conscientiousness and courtesy).
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Pastor, Lorna Valencia. "The relationship between organisational citizenship behaviour and perceptions of organisational justice at a selected automotive component manufacturer in the Western Cape". Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/977.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2012Organisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workplace behaviour. Perceived fairness determines the extent of employees’ OCB contributions to the organisation. OCB may be increased if employee perceptions of OJ are improved (Moorman, 1991: 845). Anecdotal evidence suggests that many workers at the research site (Company A) display negative OCB, hence identifying a need for this study. The main objective of the study was to determine employee perceptions of OJ, levels of OCB, and to test the nature of the relationship between perceptions of OJ and OCB at Company A. Employees at Company A (N=130) were surveyed regarding their perceptions of OJ and their willingness to display OCB. Cross sectional, quantitative data was collected in a paper based survey, by using existing instruments that were formulated from validated standardised questionnaires to measure OJ and OCB. Responses were analysed, and the results of the study showed that certain components of OJ are related to OCB at Company A. Understanding the effect that management practices have on perceptions of OJ will enable management at Company A to improve interaction with employees in an effort to improve employees’ perceptions of fairness. This should enhance employee/management relations, encourage more citizenship behaviour from employees, and ultimately benefit the organisation.
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Waly, Nesren Saleh. "Organisational information security management : the impact of training and awareness : evaluating the socio-technical impact on organisational information security policy management". Thesis, University of Bradford, 2013. http://hdl.handle.net/10454/5666.
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Security breaches have attracted attention from corporations and scholars alike. The major organisations are determined to stop security breaches as they are detrimental to their success. Arguably the most common factor contributing to these breaches is employee behaviour, which suggests that changes in employee behaviour can have an impact on improving security. This research aims to study the critical factors (CFs) that impact on employee behaviours toward compliance with their organisation's information security policy. This investigation will focus on the various critical success factors based on their grouping into one of the following three major categories, namely: organisational factors, behavioural factors and training factors. Each of these categories affects a different aspect of information security and the objective is to not only understand the interaction of different factors but also to study further the aims in order to provide practical recommendations for improving organisational information security management. This study has utilised empirical research through the use of both qualitative and quantitative methodologies to inform each stage of the research. This study focused on the health, business and education sectors by empirically evaluating the obstacles and success factors that affect employee compliance to organisational security policies. In addition, this study also evaluated the affect of the socio-technical impact on organisational information security management. The final stage of the research focused on developing an effective training and awareness programme. This training programme was constructed by incorporating the techniques that were identified as enhancing employee perceptions, attitudes and motivations, in order to facilitate a better transference of skills and more sustainable and appropriate behaviours to improve organisational information security management in the workplace. The techniques utilised included: effective communication, knowledge reinforcement, pre- and post-assessment and motivational techniques.
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Davids, Fawwaaz. "The Theory of Planned Behaviour and the Entrepreneurial Event Model as predictive models of entrepreneurial intention". Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27299.
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The Theory of Planned Behaviour and The Entrepreneurial Event Model were used as models to predict entrepreneurial intention amongst final year students. The sufficiency of this paradigm was compared with the aim of determining which model predicts entrepreneurial intention the most within a South African context. A sample of 186 students was used to determine the sufficiency of the Theory of Planned Behaviour. As part of our methodology, a sub-set (n = 123) of the sample was used to determine the sufficiency of the Entrepreneurial Event Model. The sample consisted of final year commerce and engineering students. The results of the regression analysis indicated that the Theory of Planned Behaviour explained 58% of the variance in entrepreneurial intention. The Entrepreneurial Event Model was found to be less sufficient than the Theory of Planned Behaviour and only explained 38% of the variance in entrepreneurial intention. Therefore, when predicting entrepreneurial intention in a South African context, the Theory of Planned Behaviour can be considered the more sufficient model of prediction. Future research should consider using the Theory of Planned Behaviour, rather than Entrepreneurial Event Model, for entrepreneurial intention prediction among students in South Africa.
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Hassen, Nadiema. "The relationship between job satisfaction and organisational citizenship behaviour amongst primary school teachers in previously disadvantaged areas in the Western Cape". University of the Western Cape, 2008. http://hdl.handle.net/11394/7786.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Education is one of the top three issues on the national agenda. Any means for improving the system is in the best interest of the nation, and "improved leadership and management are critical to the conditions of work that are required for effective teaching and learning to occur" (National Education Association, 1986, Foreword). Several recent studies have drawn attention to the relationship between job satisfaction and Organisational Citizenship Behaviour (OCB).
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Wehn, de Montalvo Uta. "Crossing organisational boundaries : prerequisites for spatial data sharing in South Africa". Thesis, University of Sussex, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341517.
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Brands, Raina. "Perceptions of organisational citizenship behaviour & allocation of organisational rewards : the impact of employee gender, leave taking & benevolent sexism /". [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18511.pdf.
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Chhophel, Tandin. "Participative behaviour of organisational leaders: The perspective of the Bhutanese corporate sector". Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/83028/1/Tandin_Chhophel_Thesis.pdf.
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Explored in this study are the participative behaviour of organisational leaders in the emerging for-profit sector in Bhutan. Leaders engage primarily in verbal participative behaviour with subordinates when making organisational decisions especially if they believe in the importance of the contribution of participation to organization effectiveness. Leaders who believe in high power distance however are less likely to engage in both verbal participative behaviour and consultative participative behaviour. The research contributes to our understanding of participative decision making by identifying dimensions of participative behavior in the context of emerging economies.
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Rashid, Amir. "Characterising and understanding the professional and organisational commitment of community pharmacists". Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/characterising-and-understanding-the-professional-and-organisational-commitment-of-community-pharmacists(40992b1d-4e95-42ed-9c31-a2f1a57a1a9d).html.
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Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.
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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.
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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.
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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.
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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.
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Wilkinson, Marcelle. ""Sustainability of behaviour" : a qualitative study of employees in a financial services organisation". Master's thesis, University of Cape Town, 2004. http://hdl.handle.net/11427/11094.
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Bibliography: leaves 108-129.In the currently competitive business environment, organisations are placing an everincreasing emphasis on their employees as a source of competitive advantage. It is believed that they possess a level of skills, knowledge, attitudes or behaviours upon which the organisation can draw as it grows and develops. Paradoxically, employees cannot always sustain the competencies that dictate an organisation's success in the contemporary work environment due to the significant levels of change that exist. This research explores sustainability of behaviour in an organisational setting, and develops a conceptual framework for understanding this phenomenon. The research follows an exploratory, qualitative design. Data was collected through in-depth and semi-structured interviews with fourteen employees in a large financial services organisation in the Western Cape. The data was analysed using techniques of analysis provided by grounded theory. Results indicate a multi-dimensional relationship between certain causal conditions, intervening conditions, contextual conditions and action/interaction strategies which all influence whether or not behaviour is sustained in the workplace. These findings have implications for human resource practices in the contemporary organisation.
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Demetriou, Georgia. "Organisational social media platforms : exploring user participation behaviours in software and technology firms". Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/organisational-social-media-platforms-exploring-user-participation-behaviours-in-software-and-technology-firms(3f8d3ca5-d248-4467-8eb2-97da4888ee48).html.
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The aim of this research was to explore the user participation behaviours in the emerging structure of organisational social media platforms; a term coined and defined in this thesis. This emerging community structure originates from technical discussion forums and knowledge repository systems, and appears to be concerned with solving user problems, generating professional and technical content, and facilitating interaction in the external organisational domain. This research has explored three such platforms in the software and technology sector; namely, the SAP Community Network, the Oracle Community site, and Microsoft's professional platforms, MSDN and TechNet. Qualitative open-ended interviews were conducted and analysed under the interpretive paradigm, to generate a theoretically-grounded account on the use of social media tools in this context, the benefits and value outcomes gained, the underlined reasons and motivations that drive participation, and the emerging impact of active contribution as external users gain recognition. It was found that organisational social media platforms enable the development of rich technical content, personalised experience and thought leadership, creating in this way an environment for problem solving, professional development and expert recognition. The voluntary participation observed is evidently underlined with a combination of altruistic attitudes (e.g. satisfaction, enjoyment and a pro-sharing attitude), reciprocal helping behaviours (e.g. paying it forward, and sharing knowledge and experience) and personal gain expectations (e.g. visibility, recognition and career advancement). The individual platform users appear to acquire participation roles based on their technical expertise (newbie, knowledgeable and expert) and on the level of engagement they wish to undertake (lurker, contributor, community influencer and recognised user). A group of highly active users is formed in this way at the top tier of participation that establishes channels for professional credibility, product feedback and external advocacy through a close relationship with organisational members. These findings suggest that organisational social media platforms can constitute a new interface with the external environment and a potential business model, under which flexible forms of communication and interaction affect the support infrastructure changing the way in which customer service can be delivered, product and sales advocacy can be established, and innovation and product development can be achieved; complementing in this way internal processes with external activity.
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Llewellyn, Nicholas. "A study of co-worker relationships". Thesis, Bournemouth University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341573.
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Jack, Andrew E. "Operational leadership : a grounded theory study of the interaction of leaders and followers in an evolving organisational structure in a multinational enterprise". Thesis, University of Abertay Dundee, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343882.
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Haxhiraj, Suela. "'Lege artis' : exploring the strategizing craft of consultants through the examination of (analytic) strategy tools in use". Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:a0ed32fb-aeb1-4248-80a6-c1b3587f3912.
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Strategy tools are an important part of strategy work. However, there is considerable debate in the management literature about their actual role, deployment, and conceptualization. Scholars claim that there is a lack of fine-grained analyses to explain strategizers’ activities with regard to their interactions with strategy, their supporting knowledge base, and associated artefacts or tools, despite growing contributions towards the understanding of strategy work dynamics. This study aims to contribute to this gap by discussing research undertaken through ethnographic methods on the day to day work of in-house strategy consultants. By interacting with in-house consultants through active participation and observation, this study observes and analyses the enactment of strategy tools in action. The study focuses on the use of strategy tools, the process they are placed in, and the ultimate purposes they serve. A “strategy-as-practice” lens is adopted, theoretically accessing the use of strategy tools through “reflection in action” and sensemaking. By working with and for consultants, this dissertation obtains insights related to both frontstage and backstage aspects of strategy work, obtaining results that contribute to the skewed existing evaluations on the use of strategy tools. This study proposes a reflexive account on the roles of strategy tools in everyday work by laying out a variety of data items and rhetorical devices. Analysing data, obtained from observations, interviews, written material, and focus groups, takes the findings into first and second order analysis. Based on hundreds of pages of observations, 47 interviews, two focus groups, numerous data files, and other follow up talks, the continuous engagement with data is conveyed to the reader through data outputs, including narratives, vignettes, and visual representations, which give space to a vivid display of what was encountered in the field through this ethnographic study. The findings show that strategy tools are used more than we think, especially in the backstage work of strategy teams. In addition, the use of strategy tools tends to be sequential (some strategy tools are used more in specific phases of strategy projects). In addition, their presence in strategy projects is not always evident at first sight – tools tend to be disassembled and reassembled by their users to create new tools, which are thereafter addressed explicitly or implicitly by strategizers and their audiences. Hence, the thesis proposes an “invisible presence of strategy tools”, especially as observed in the work of experienced strategy workers. By embarking on a journey of Cheshire cats and continuous reconfigurations of sensemaking cues, the reader is invited into what makes the adventurous work of strategy practitioners, and the lege artis their work encompasses.