Doctoral Degrees (Industrial Psychology)

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n Bedryfsielkundige ondersoek na die seleksie en opleiding van rekenaarstelselontleders
(Stellenbosch : Stellenbosch University, 1977-12) Fick, L. J. (Louis Jean); Raubenheimer, I. van W.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: see item for full text
The development and empirical evaluation of an extended learning potential structural model
(Stellenbosch : Stellenbosch University, 2014-04) Mahembe, Bright; Theron, C. C.; Malan, D. J.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: In South Africa, selection from a diverse population poses a formidable challenge. The challenge lies in subgroup difference in the performance criterion. Protected group members perform systematically lower on the criterion due to systematic, group-related differences in learning and job competency potential latent variables required to succeed in learning and on the job. These subgroup differences are attributable to the unequal development and distribution of intellectual capital across racial-ethnic subgroups due to systemic historical disadvantagement. This scenario has made it difficult for organisations in South Africa to meet equity targets when selecting applicants from a diverse group representative of the South African population, while at the same time maintaining production and efficiency targets. Therefore there is an urgent need for affirmative development. Ensuring that those admitted to affirmative development interventions successfully develop the job competency potential and job competencies required to succeed on the job requires that the appropriate people are selected into these interventions. Selection into affirmative development opportunities represents an attempt to improve the level of Learning performance during evaluation of learners admitted to affirmative development opportunities. A valid understanding of the identity of the determinants of learning performance in conjunction with a valid understanding of how they combine to determine the level of learning performance achieved should allow the valid prediction of Learning performance during evaluation. The primary objective of the present study was to integrate and elaborate the De Goede (2007) and the Burger (2012) learning potential models in a manner that circumvents the problems and shortcomings of these models by developing an extended explanatory learning performance structural model that explicates additional cognitive and non-cognitive learning competency potential latent variables that affect learning performance and that describes the manner in which these latent variables combine to affect learning performance. A total of 213 participants took part in the study. The sample was predominantly made up of students from previously disadvantaged groups on the extended degree programme of a university in the Western Cape Province of South Africa. The proposed De Goede – Burger – Mahembe Learning Potential Structural Model was tested via structural equation modeling after performing item and dimensional analyses. Item and dimensional analyses were performed to identify poor items and ensure uni-dimensionality. Uni-dimensionality is a requirement for item parcel creation. Item parcels were used due to sample size restrictions. The fit of the measurement and structural models can generally be regarded as reasonable and both models showed close fit. Significant relationships were found between: Information processing capacity and Learning Performance during evaluation; Self-leadership and Motivation to learn; Motivation to learn and Time-engaged-on-task; Self efficacy and Self-leadership; Knowledge about cognition and Regulation of cognition; Regulation of cognition and Time-cognitively-engaged; Learning goal orientation and Motivation to learn; Openness to experience and Learning goal orientation. Support was not found for the relationships between Conscientiousness and Time-cognitively-engaged, as well as between Time-cognitively-engaged and Learning performance. The hypothesised moderating effect of Prior learning on the relationship between Abstract reasoning capacity and Learning performance during evaluation was not supported. The statistical power of the test of close fit for the comprehensive LISREL model was examined. The discriminant validity of the item parcels were ascertained. The limitations of the research and suggestions for future studies have been highlighted. The results of the present study provide some important insights for educators and training and development specialists on how to identify potential students and talent for affirmative development in organisations in South Africa.
Development and evaluation of a longitudinal dynamic needs-action model of employee well-being : a psychological perspective
(Stellenbosch : Stellenbosch University, 2022-04) Marsburg, Angela; Görgens, Gina; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY: The importance of well-being cannot be denied. Psychological well-being is a prerequisite to physical health, and is fundamental to an employee’s effective cognitive functioning, maintaining successful interpersonal relations, earning a living, and living a good life. Building on a recently proposed model of well-being, namely the eudaimonic activities model, that emphasises ‘doing well’ within the process of ‘feeling well’, this research study set out to explore the latent variables that interact to characterise employee well-being, from a dynamic intra-individual psychological perspective. Drawing on the theoretical frameworks of self-determination theory and psychological ownership theory, inspired by the eudaimonic activities model, a generic theoretical dynamic needs-action model of employee well-being, from a psychological perspective, was developed. Through theorising, five specific needs-based models, which replicate the dynamic well-being process suggested in the generic dynamic needs-action model, per specific need, were presented and tested longitudinally. The generic dynamic needs-action model presented certain predictions, namely the influence of basic psychological needs (self-identity, autonomy, competence, relatedness and beneficence) on motivation to pursue the route of self-investment, the effect of motivation on route pursuit (investing the self in the job, in task crafting behaviours, in optimally challenging tasks, in positive relations and in altruistic acts), and the subsequent influence of route pursuit on need satisfaction. Moreover, it was predicted that need satisfaction would influence the respective positive psychological state (psychological ownership, self-esteem, self-efficacy, psychological safety and meaning), which would in turn predict subjective well-being experienced by employees, over time. A three-wave quantitative, non-experimental research design, executed with a longitudinal online survey, incorporating a planned missing data design, was followed, using a convenience sample (Time 1: n = 290; Time 2: n = 229; Time 3: n = 195), to test the five specific needs-based cross-lagged panel models, with Mplus version 8.4. Three of the five specific needs-based models, namely the need for self-identity (Model 1), the need for relatedness (Model 4), and the need for beneficence (Model 5) obtained acceptable fit. However, statistical support was only found for certain paths within each of these models. The models pertaining to the need for autonomy (Model 2) and the need for competence (Model 3), failed to obtain acceptable fit and further investigation was halted for these two models. The results therefore revealed somewhat limited, partial, evidence to support the proposed generic theoretical dynamic needs-action model of employee well-being, from a psychological perspective. Conclusions pertaining to the overall predictions, presented in the generic theoretical model, were based on trends and insights garnered from the three models that obtained statistical support. Therefore, this research study found empirical support for the inclusion of both need salience and need satisfaction, within a model of employee well-being, from a psychological perspective. Moreover, the results suggest that only individuals who were motivated to feel well, experienced the benefits of their efforts (route pursuits) in terms of improved subjective well-being. The active role of the individual within the well-being process was additionally supported by the data, since route pursuit predicted need satisfaction, and need satisfaction influenced the respective positive psychological outcomes ten weeks later. No empirical support was found for the well-being gains argument inspired by Fredrickson’s broaden-and-build theory, and Hobfoll's conservation of resources theory. Methodological and theoretical effects that may have potentially influenced the results are suggested. Lastly, practical implications, limitations and future research areas are presented.
The development and psychometric evaluation of a graduate leader competency questionnaire
(Stellenbosch : Stellenbosch University, 2020-12) Pienaar, Jacques; Theron, Callie C.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT : The impending retirement of a large number of industry’s senior and most influential leaders (mostly from Generation X) around the world is increasingly putting pressure on HR departments to be able to identify management potential from and accelerate the leadership development of the latest generation to enter the workforce (i.e. Generation Y) in order to deliver a supply of high calibre executives and leaders for the future. In order to diagnose the causes of low levels of employability amongst Generation Y graduates emanating from South African universities, to inform the recruitment and selection of these graduates as well as their development upon entry into the organisation, and to inform interventions aimed at the development of psychological states that affect (intrinsic) work motivation and lower turnover intention, that in turn, are all necessary prerequisites for the development of effective leadership acceleration programmes, the complex nomological network of latent variables characterising the graduate employee (i.e. transient psychological states, malleable attainments and rather inflexible, non-malleable dispositions) and characterising the work environment (i.e. job characteristics, job demands, span of control, etc.) that affect graduate leader performance and turnover, first need to be validly mapped and understood. This research challenge naturally broaches the questions as to what graduate leader performance means, and secondly, how graduate leader performance can be measured. The research design utilised a mixed method approach (coupling quantitative and qualitative methodologies) to develop answers to these afore-mentioned questions. The long-term goal was ultimately to conceptualise the graduate leader performance construct (i.e. what graduate leader performance means) as a five-domain job performance hypothesis (i.e. a competency model approach to job performance) in which the relevant latent variables in the competency potential, competency, competency outcomes, competency requirements and job and organisational characteristics domains of this performance space are structurally mapped onto each other in a richly interconnected network of cause-and-effect relationships. Thus, the aforementioned competency model in terms of the abstract (and as-of-yet unknown) latent variables that populate its different domains needed to be fully explicated and empirically tested. However, as the full explication of such a multidomain hypothesis was considered a massive and overly ambitious undertaking and implied a multiphase project spanning a considerable amount of time, the focus of the present study was limited to the explication of the behavioural (or competency) domain of graduate leader performance only (or first). The explication of the other domains of the competency model (i.e. competency potential, competency outcomes, competency requirements and the job and organisational characteristics domains) will have to be targeted by future studies as a matter of priority. The explication of the behavioural requirements of (graduate) leader performance ensued by way of a wide-ranging literature study on leadership and managerial requirements for the 21st century and in excess of 100 (first order) competencies were initially identified as being relevant to this cause. Thematic analysis was employed to group the (first-order) competencies into nine internally consistent themes and the relevance of these across South African organisations were confirmed through the employment of the Delphi method administered on sample of subject matter experts in the field. This led to hypothesising about the nature of the relationships between the nine (second-order) competencies and the derivation of a structural model that depicted the to-be-tested internal structure of the graduate leader performance construct (behaviourally interpreted). The question as to how graduate leader performance could be measured, on the other hand, was dealt with by developing an instrument (i.e. the PGLCQ) that could be used to measure these nine second-order competencies. The qualitative part of the study (more specifically the Critical Incident Technique field work) served as the basis for item development and the creation of behavioural anchors for these items. The PGLCQ eventually comprised of 90 questions (10 questions per competency) and utilised 5-point rating scales. The psychometric properties of the PGLCQ were examined on a sample of n=133 graduate leaders. While the initial plan was to collect multi-rater data (from the graduate leader and his or her manager) with which to analyse the psychometric properties of the PGLCQ, the data collection exercise was marred with a poor completion rate either from the side of the graduate or the manager (an incomplete response from either rendered the specific case unusable), and consequently this aim unfortunately did not realise. Nonetheless, the psychometric evaluation of the nine subscales of the PGLCQ by way of item and dimensionality analysis (self-rater responses) delivered results that were compatible with the position that all of them provided an adequate measure of the specific latent competency variables they were designed to assess (i.e. acceptable evidence was obtained to conclude their reliability and validity). The reliability coefficients of the different subscales of the PGLCQ were, moreover, found to be of an exceptional standard and the subsequent fitting of the overall PGLCQ measurement model led to the conclusion of close fit in the parameter. In addition, as the LISLEL output suggested that the item parcels of the PGLCQ competency questionnaire measurement model loaded satisfactorily and significantly on the latent variables they were earmarked to reflect, and the PGLCQ measurement model passed all tests of discriminant validity, the operationalisation of the latent variables that the graduate leader structural model comprises of were considered successful. On the other hand, when fitting the graduate leader performance construct to the comprehensive LISREL model, despite the fact that the exact and close fit hypotheses had to be rejected, acceptable model fit was nonetheless concluded as the Two-Index Presentation strategy combination rules provided sufficient evidence to argue that the fitted model was able to sufficiently accurately approximate the observed variance-covariance matrix. However, out of the eighteen path-specific hypotheses originally proposed, six could unfortunately not be corroborated. Five path coefficients associated with five path-specific hypotheses were found to be statistically insignificant in the beta matrix, while only one path coefficient associated with one path-specific hypothesis was found to be statistically insignificant in the gamma matrix. Nonetheless, support garnered for twelve of the original path-specific hypotheses resulted in the validation of a graduate leader performance (behaviourally interpreted) explanatory model, even if the internal structural relations between the latent variables included in the final model differed somewhat from the manner in which this psychological mechanism was initially thought to operate. Therefore, this study advances the quest for the availability and effective functioning of leaders in South African organisations via the practical suggestions offered for improving and accelerating leadership development as well as suggestions for future research to build on this, thus making a significant contribution to the development of a leading best practice approach to the recruitment, selection and development of high-performance graduate leaders for South Africa’s future.
The development and psychometric evaluation of a medical practitioner compassion competency questionnaire
(Stellenbosch : Stellenbosch University, 2020-03) Visser, Michelle; Jäckel, Michelle; Theron, Callie C.; Mash, Bob; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Medical practitioner compassion has been identified as a key construct in healthcare, not only by prominent healthcare stakeholders such as the World Health Organisation, the Health Professions Council of South Africa and the South African National Department of Health, but also by patients and practitioners themselves. Patients want to be treated in a compassionate way during the medical encounter. The concern, however, exists that too many medical practitioners still utilise a biomedical approach, as opposed to a bio-psychosocial approach, when interacting with patients. If the level of compassion competence displayed by medical practitioners is to be purposefully managed it needs to be monitored through measurement. Defining and measuring a behavioural construct like medical practitioner compassion, however, remains a challenge and therefore provides a strong rationale for research in this area. Despite some research done on compassion where the construct is typically described as either a state or trait, inconclusive and varied research results are offered for the construct “compassion”, specifically in the healthcare sector. In addition, a psychometrically sound instrument measuring this construct, conceptualised as a multidimensional behavioural competency, seems to be absent, not only in the South African context, but also internationally. This emphasised the need to not only conceptualise medical practitioner compassion from a theoretical perspective, but to also operationalise the compassion construct via a Medical Practitioner Compassion Competency Questionnaire (MPCCQ) and to follow a rigorous empirical investigation into the construct validity of the construct-referenced inferences derived from the dimensions’ scores obtained on the MPCCQ. By addressing this challenge in an attempt to contribute to the improvement of medical practitioner compassion in the South African public healthcare sector, the current study firstly conceptualised and constitutively defined compassion as a behavioural construct. The connotative meaning that the constitutive definition of this construct needed to capture lies in the internal structure of the construct and the manner in which the construct is embedded in a larger nomological network of other related constructs. By dissecting the competency of compassion, insight was gained into the internal structure of the construct, resulting in the identification of six structurally inter-related latent compassion dimensions. The connotative meaning of the competency was finally brought to fruition in the outcome structural model that was proposed. The research methodology utilised in operationalising the six latent compassion dimensions in terms of their behavioural denotations, consisted of qualitative critical incident technique interviews, where medical practitioners were utilised as co-researchers in understanding their mental models of compassion from a competency perspective. The research findings from the qualitative interviews enabled the researchers to write behavioural anchors that were subsequently re-written as test items for the MPCCQ. Qualitative validation sessions were held with some of the medical practitioners to obtain subject matter feedback on the wording of the items so as to iterate the wording of the items to the final version of the standardised 37-item competency questionnaire, which was then completed by medical practitioners (n = 234) at the 21st National Family Practitioners Congress held in Cape Town during 2019, at Karl Bremer hospital, Khayelitsha hospital, Tygerberg hospital and at Worcester hospital, all situated in the Western Cape province, South Africa. Subsequently the quantitative data gathered from the questionnaire were analysed with the statistical packages, SPSS 25 and LISREL 8.8. The quantitative findings based on the evaluation of the MPCCQ provided excellent model fit, not only for the measurement model but also for the structural model reflecting the internal structure that was attributed to the multidimensional compassion construct. Even though above expectation good measurement and structural model fit was obtained, it is still recommended that additional test items should be developed for the subscales where lower Cronbach alpha values were obtained and where factor fission was obtained. Most importantly, the MPCCQ showed construct validity, thus clearing the first hurdle necessary to allow the eventual utilisation of this instrument in practice. The study concludes with practical managerial implications and suggestions for further research necessary to allow the confident utilisation of the MPCCQ in practice.
An evaluation of a performance management system within a division of a large organisation in the public sector
(Stellenbosch : Stellenbosch University, 2007-03) Herholdt, Memorie; De Villiers, W. S.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: Today’s competitive and dynamic business world, solicits ever higher levels of performance and productivity. At the core of this drive to higher performance is the enhancement and managing of employees’ performance through a Performance Management system. Performance Management however, is a very complex, multi-dimensional and integrated system with a number of interacting critical prerequisites. Even in ideal circumstances, these fundamental elements would, in all likelihood, not all be satisfied during the initial phases of implementing a Performance Management system. The concern existed, on the basis of the abovementioned probabilities, that the Performance Management system of the Children and Families Division (CAF) of the Department of Health and Human Services (DHHS) of Tasmania, Australia, was not enjoying optimal operational effectiveness. The aim of this study was to identify those factors in the system that are underdeveloped, possibly unsuccessfully implemented or in need of attention as they impact negatively on the effective running of the CAF’s Performance Management system. A suitable tool for this diagnostic purpose already exists in the form of the Performance Management Audit Questionnaire (PMAQ), developed by Spangenberg and Theron (1997). Through administering and analysing the PMAQ results, the CAF could obtain a clear indication of the system’s current effectiveness and would be able to identify where the problem areas are in order to refine the system for greater operational effectiveness. The results successfully identified the underdeveloped or absent areas of the organisation’s current Performance Management system. The results further found a clear difference between managerial and non-managerial perceptions of the effectiveness of the Performance Management system. The implications of these findings are discussed in terms of proposed remedial actions that could be implemented to address the problem areas.
Factors influencing persistence of aspiring chartered accountants : a fortigenic approach
(Stellenbosch : University of Stellenbosch, 2007-03) Nel, Petrus; Boshoff, A. B.; University of Stellenbosch. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
Persistence is not a well researched phenomenon. In addition, no previous research has suggested a process depicting a combination of variables that are related to persistence. The current study explores the process of persistence from a fortigenic paradigm, which emphasises psychological strengths. The aim of the current study is to determine the relationship between various fortigenic variables and persistence. The fortigenic paradigm also suggests that psychological strengths can be developed. In order to understand the process of persistence, the current study includes both cognitive (locus of control, optimism, hope, self-efficacy) and emotional psychological strengths (self-esteem, performance self-esteem, resilience) that are related to persistence. Based on literature, the current study suggests a model depicting a sequential process of interrelationship amongst the fortigenic variables and their relationship with persistence. To test the validity of the proposed model, the current study uses a sample of individuals that must be persistent in order to achieve their career goals. A group of 295 aspiring Chartered Accountants who wrote Part 1 of the Qualifying Exam during 2005 participated in the study. From this group, 156 (53%) did not pass the Qualifying Exam during 2005. The study employs both survey and statistical modeling methodologies to guide the investigation. Standardised questionnaires are used for the eight different fortigenic variables. To determine the applicability of the factor structures of these instruments on the current sample, exploratory factor analysis is conducted. The suggested factor structures are confirmed through confirmatory factor analysis with acceptable levels of fit. The revalidated instruments provide better levels of fit than the original instruments. The current study first tested the model of persistence on the total group. The theoretical model depicting the process of persistence provides acceptable levels of fit with all the suggested paths in the model being statistically significant. The same model was tested on the group of individuals that failed previous attempts of the Qualifying Exam, but passed it during 2005. Better levels of fit are obtained with all the paths being statistically significant except between self-esteem and resilience. Again the model was tested using the group of individuals that failed previous attempts at the Qualifying Exam, which failed it during 2005, but still persisted in writing. Acceptable levels of fit are obtained with all the paths being statistically significant except between self-efficacy and resilience. However, the group that failed the Qualifying Exam during 2005 has significantly lower levels of both hope and performance self-esteem. In addition, discriminant analysis shows that hope, optimism, and resilience are factors that can classify individuals into either passing or failing. Of importance is the fact that as individuals write the Qualifying Exam on different attempts, there seems to be a lowering in the number of statistically significant relationships between the fortigenic variables and persistence. The current study ascribes this phenomenon to resource depletion. The latter makes it difficult for individuals to persist in using the same psychological strength if it is not replenished before usage. The study suggests an intervention programme that may enhance the levels of psychological strengths and persistence and counteracting the impact of resource depletion in aspiring chartered accountants.
Female apparel shopping behaviour within a multi-cultural consumer society : variables, market segments, profiles and implications
(Stellenbosch : Stellenbosch University, 2001-12) Du Preez, Ronel; Visser, E. M.; Du Toit, J. B.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: Female apparel shopping behaviour in a multi-cultural consumer society is a complex phenomenon. This study set out to identify the variables that influence female apparel shopping behaviour in a multi-cultural consumer society and to determine whether distinct clusters of female apparel shoppers could be identified. Three theoretical models from the two study disciplines, Consumer Behaviour and Clothing and Textiles, were investigated, i.e. the Sproles Model of Fashion Adoption, the Engel-Blackwell-Miniard Model of Consumer Decision-Process Behaviour and De Klerk's Clothing Consumer Decision-making Model. These models were synthesised and developed further into a new conceptual theoretical model of variables influencing female apparel shopping behaviour in a multi-cultural consumer society. The Macro conceptual theoretical model presented the variables under market dominated variables, market and consumer interaction variables and consumer dominated variables. The scope of the study was delimited by the choice of two primary variables under each classification, for further investigation. The variables investigated were: the place of distribution, the apparel product, shopping orientation, patronage behaviour, socio-cultural influences (family, lifestyle and culture) and demographics. An overview of the South African apparel industry was provided and future trends in retailing were highlighted. Literature on shopping orientation as a variable was extensively studied, resulting in a proposed new classification system. Lifestyle and cultural consciousness, i.e. the individualist and collectivist orientation, and the impact thereof on female apparel shopping behaviour were investigated. Data for this exploratory study were generated by means of a store-intercept research method. A questionnaire was developed and trained fieldworkers undertook in-store interviews with approximately eight hundred female apparel shoppers representative of three population groups, African/black, coloured and white. The data analysis yielded acceptable questionnaire reliability and multivariate statistics showed shopping orientation and lifestyle to be multi-dimensional constructs with three components each. The three shopping orientation components were labelled shopping selfconfidence and enjoyment; credit-prone, brand-conscious and fashion innovator and local store patronage. A Yuppie lifestyle, apparel-orientated lifestyle and a traditional lifestyle were the three labels ascribed to the lifestyle components. Three clusters of female apparel shoppers were formed by means of cluster analysis, according to the three components of lifestyle and shopping orientation respectively, the two cultural consciousness scales and eleven patronage behaviour items. A demographic profile of each cluster completed the typology of the three female apparel shopper groups. Group one was the largest (49%) and was labelled Actualisers. Group two (28%) was labelled Strugglers and group three (22%) Aspirationals. The female apparel shopper could therefore be successfully segmented into distinct market segments with statistically significant differences in profiles. The profiles showed similarities to international and South African typology research. The results are presented in a conceptual model. The following main implications for manufacturers, marketers, retailers, researchers, educators and students can be stated: .:. Knowledge regarding consumers will be of paramount importance for survival in the competitive and more globally orientated 21st century . •:. The female apparel market is not homogeneous. Different groups of consumers require different types of products and will evaluate them differently. Modern technology such as CAD, EDI, QR and CIM should be implemented to assist stakeholders in this regard. Fashion changes rapidly and if the window of opportunity is not seized, it is lost . •:. Different advertising and marketing strategies are necessary to reach the various female apparel shopper groups. Special attention should be given to advertising approaches and media vehicles that will gain the attention of the various groups . •:. Electronic retailing and marketing will form a large part of future retailing and marketing activities. Stakeholders should be geared towards seizing these opportunities for growth. .:. Researchers, educators and students will benefit from the application of the Conceptual Theoretical Model - a Macro perspective. It could provide a conceptual framework for curriculum development, be used as an evaluation tool and assist in the understanding of the complexities of variables impacting on female apparel shopping behaviour in a multi-cultural consumer society. Recommendations for future research were made in order to encourage researchers to research the complex nature of female apparel shopping behaviour in a multi-cultural consumer society scientifically.
Human capital retention: Developing and validating a structural model of selected antecedents of intention to quit
(Stellenbosch : Stellenbosch University, 2017-12) Samuel, Olorunjuwon Michael; Engelbrecht, Amos Schreuder; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Contemporary organisations are more interested in understanding employees’ cognitive intention to quit the organisation rather than dealing with the costly and disruptive consequences of actual turnover. This understanding will, to a large extent, assist organisational managers in developing strategies that are capable of effectively reducing the rate of employee turnover to a manageable proportion. In order to achieve a meaningful understanding of employees’ cognitive intention to quit, it is imperative for organisational managers to develop a knowledge of the complex relationship that exists between antecedents of intention to quit and an individual employee’s turnover intention. Based on extant literature, this study investigated the relationship between employees’ turnover intention and selected psychological constructs, i.e. transformational leadership, psychological empowerment, perceived organisational support (POS), organisational justice, organisational trust, psychological contract violation and affective organisational commitment. In order to establish these relationships, an empirical study was conducted among various levels of employees in selected public, private and parastatal organisations located in the Western Cape, Eastern Cape and Gauteng provinces of South Africa. A theoretical model depicting the relationships among the investigated constructs was developed and a number of hypotheses were formulated based on the theoretical model of the study. The study employed a survey research design using a quantitative research strategy. Data were collected from a non-probability and conveniently sampled 232 employees across the organisations that were surveyed. A standardised measurement instrument consisting of all the variables under investigation was used and administered personally and online. The postulated relationships were empirically tested using various statistical methods. Reliability analyses were conducted on all the measurement scales and adequate reliability was established. The content and structure of the measured constructs were investigated by means of exploratory factor analysis. A Partial Least Square (PLS) based Structural Equation Modelling was used to test the relationships between the constructs. On the basis of the multiple regression results, the two most important predictors of intention to quit are organisational justice and psychological contract violation. Organisations that want to minimise employee turnover should therefore start with practical interventions promoting organisational justice and decreasing psychological contract violation. While the results of this study have mostly confirmed findings of previous studies, it also established some new and interesting directions in the relationships between certain constructs (e.g., trust and perceived organisational support) and intention to quit. The structural model indicates both less complex and more complex paths consisting of the following possible sequences to predict employee turnover: Transformational leadership through organisational justice, through POS, through affective organisational commitment to impact intention to quit; Transformational leadership through organisational justice, through trust, through psychological contract violation to impact intention to quit; and transformational leadership through psychological empowerment through trust, through psychological contract violation to impact intention to quit. The findings of the present study represent an incremental and meaningful contribution to existing literature on employee retention and intention to quit by providing insights into the nature of the relationships amongst these constructs. The study also provides practical implications that could assist management in adopting strategies that enhances retention of its workforce. The limitations and recommendations of the study provide a useful guide for future research consideration.
The impact of positive organisational factors on the career success of black employees in the South African work environment: An exploratory study
(Stellenbosch : Stellenbosch University, 2014-12) Roux, Shayne; Malan, D. J.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: This study is rooted in career psychology with implications for career management. In addition, the study draws from various fields including the positive organisational behaviour paradigm. The underlying assumption of this study is that certain organisational and individual factors influence the experience of subjective career success amongst black employees in the South African work environment. In order to evaluate this assumption an attempt was made to gain an understanding of the antecedents of subjective career success. An overview of the literature led the researcher to the conclusion that transformational leadership, job resources, supportive organisational climate, psychological empowerment, and psychological capital (PsyCap), could be regarded as antecedents of subjective career success. Based on the literature, a theoretical model was developed that portrays a sequential process within which the identified variables play roles that vary in salience, depending on the stage in the sequential process. A mixed-methods research design was employed to guide the investigation. More specifically, the study consisted of a qualitative strand, followed by two quantitative strands. In the qualitative strand (Phase 1), a semi-structured interview was used to obtain information about the factors influencing career success from 30 black employees in white-collar jobs from three different South African organisations. The purpose of the qualitative strand was two-fold, firstly to seek confirmation that the instruments utilised covered the most salient issues. Secondly, to obtain guidance on how to supplement constructs that were not adequately covered, before continuing with the subsequent quantitative strands. The outcome of Phase 1 provided evidence of sufficient coverage of the variables as based on the literature review. However, it was decided to add three questions to the job resources measuring instrument, as well as two items to the supportive organisational climate instrument. During both the quantitative strands, survey research was used. To facilitate the collection of data during the survey research, an electronic web-based questionnaire was compiled. Standardised questionnaires were utilised to measure each of the ten constructs. The purpose of Phase 2 was to pilot test the composite questionnaire. A total of 220 usable questionnaires were analysed during Phase 2 with regard to the psychometric properties associated with each of the constructs. Evidence of the psychometric properties was obtained by means of internal consistency, confirmatory and exploratory factor analysis. All the instruments used in Phase 2 had acceptable reliabilities and goodness-of-fit, with the exception of the psychological capital instrument (PCQ). More specifically, less than satisfactory reliability coefficients were observed for resilience (α= .60) and optimism (α= .48). On the basis of this, no changes were made to the content of the instruments for use in Phase 3. However assumptions about the factorial structure of the job resources scale had to be revisited. The outcome of Phase 2 was a set of reliable and valid measuring instruments that could be used with confidence. The purpose of Phase 3 was to evaluate thirteen propositions guiding the current study. A total of 418 usable questionnaires were analysed during Phase 3. During Phase 3, further confirmation was found that all the instruments used had acceptable reliabilities, as well as goodness-of-fit. In addition, correlation analysis, step-wise multiple regression and structural equation modelling (variance and covariance-based) were employed. All the independent variables were significantly related to the dependent variable, subjective career success, except for objective career success (past). Job resources, psychological capital and supportive organisational climate, however, were the only significant predictors of career success. In order to evaluate the appropriateness of the proposed sequential model, both variance and covariance-based structural equation modelling were used. Model exploration was facilitated by the use of variance-based structural equation modelling. Both non-significant paths, as well as significant, but weak paths, were removed during the exploration process. The covariance-based approach allowed the utilisation of modification indices to arrive at an optimal model. A model consisting of only the significant paths were subjected to covariance-based structural equation modelling. The modification indices suggested adding three direct paths between subjective career success and transformational leadership, job resources, as well as supportive organisational climate. However, in the optimal model, the direct path between transformational leadership and subjective career success was excluded due to not being statistically significant. In the optimal model all the proposed paths were significant. Acceptable goodness-of-fit was obtained for this optimal model. The results of Phase 3 provided evidence supporting the majority of the thirteen propositions that guided the current study. With the unique combination of variables, this study can be seen as making a contribution to the existing theory and literature by explicating the interrelationships between transformational leadership, job resources, supportive organisational climate, psychological empowerment, psychological capital (PsyCap), and subjective career success. The researcher made recommendations for future research, as well as for scientific and practical interventions regarding the development of subjective career success.
The influence of transformational leadership, emotional intelligence, trust, meaning and intention to quit on organisational citizenship behaviour
(Stellenbosch : University of Stellenbosch, 2005-12) Schlechter, Anton Francois; Boshoff, A. B.; Engelbrecht, A. S.; University of Stellenbosch. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
South African organisations have to survive in an increasingly competitive and globalised environment. Many believe that South African organisations are ill prepared for these challenges, based on the fact that many organisations are plagued by low productivity, low levels of trust between employees and employers, as well as low levels of organisational commitment, effectiveness and efficiency. Solutions must be found for these problems and the present study offers one such solution. Organisational citizenship behaviour is essentially pro-social organisational behaviour that is characterised by going beyond what is expected in role requirements or role descriptions and is seen as a key driver of individual and organisational performance. Furthermore, an organisation’s ability to elicit organisational citizenship behaviour is believed to be a vital asset that is difficult for competitors to imitate and which provides the organisation with a competitive advantage. Having completed a literature study concerning possible antecedents of organisational citizenship behaviour, and taking into account various suggested future directions for organisational citizenship behaviour research, it was decided that the present study would focus on five variables: three variables that are characteristic of employees, and two that are characteristic of the management or leadership in the organisation. The primary goal of the present study was to design and conduct a scientific investigation that would attempt to determine the relationships between leader emotional intelligence, transformational leadership, trust, meaning intention to quit, and organisational citizenship behaviour, as well as to further determine the role that these five constructs play in influencing organisational citizenship behaviour. A study of the available literature was made to learn as much as possible about each of these six constructs and to determine what is known about the relationships that exist between them. The knowledge gained from the literature study was used to propose several hypotheses and a conceptual model explaining the relationships between these constructs. The relationships and the conceptual model were then empirically tested, using various (mostly confirmatory) statistical methods. This makes the present study confirmatory in nature. Existing measuring instruments were used to measure each of the constructs in a South African sample (n=496). This sample represented a wide range of organisations. Each of the measuring instruments (excepting the intention to quit scale) was subjected to a double cross-validation Exploratory and Confirmatory Factor Analysis procedure to test its construct validity. Internal reliability was determined for all of the instruments and their subscales. The Confirmatory Factor Analysis and internal reliability results were then compared to those obtained when the original measurement model was studied, using these same methods (i.e. Confirmatory Factor Analysis and internal reliability) and the data from the present sample. It was found, in all cases, that the derived factorial configuration differed, in some to a lesser degree and in others radically, from that proposed by the original author/s. It was also found that the EFA-derived measurement models and configurations had a better fit to the data than the original measurement model and its configuration. Once the criteria for construct validity and internal reliability were satisfied, the rest of the statistical analyses could be conducted. The next step was to test the hypotheses concerning the individual relationships that made up the conceptual model. Pearson correlations and Standard Multiple Regression was used to study these bivariate relationships. Several indirect or mediating relationships followed from these direct relationships and these were tested using Path Analysis. In a similar vein, four prediction hypotheses were formulated from the conceptual model and these were also tested, using Standard Multiple Regression. Lastly, Structural Equation Modelling (SEM) was used to see to what extent the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs when taking the complete conceptual model into account. Both trust and meaning were found to individually mediate the relationships between transformational leadership and organisational citizenship behaviour, and leader emotional intelligence and organisational citizenship behaviour. The relationship between leader emotional intelligence and organisational citizenship behaviour was further found to be mediated by transformational leadership and trust, while this relationship was also found to be mediated by transformational leadership and meaning. No significant direct relationships could be found between leader emotional intelligence and organisational citizenship behaviour, or between transformational leadership and both organisational citizenship behaviour and intention to quit. No significant correlation was found between intention to quit and organisational citizenship behaviour either. This meant that several postulated mediating hypotheses could not be corroborated. The SEM result shows that the conceptual model did not fit the data very well, therefore an alternative model was recommended. The results in essence show that effective leaders who are emotionally intelligent and make use of the transformational leadership style can positively influence trust and meaning among followers. This, in turn, will motivate followers to display organisational citizenship behaviour and reduce their intention to quit. These are believed to positively influence organisational effectiveness and performance. Further conclusions were drawn from the obtained results and recommendations are made for future studies. New insights were gained through the results and it is believed that the present study has contributed to the field of organisational psychology and Industrial Psychology in general, on both the academic and the practioner level.
Die lewenstyltipering van 'n impulsiewe studente-aankoper
(Stellenbosch : Stellenbosch University, 2006-12) Roux, L.; Dannhauser, Z.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: Lifestyles offer a comprehensive view of behaviour and the motives that underlie many of the purchases made by consumers. Impulsive buying behaviour is a complex phenomenon, and it has not yet been actively researched within a South African context. The aim of this study was to investigate the lifestyle of an impulsive student buyer, and to compile a lifestyle profile of such a buyer. A total of 499 respondents from the particular tertiary institution participated in the study. The sample population reflected young consumers in the age group 17 to 33 years. The students were mostly undergraduates studying in a full-time capacity. This study was exploratory and descriptive in nature. An electronic web-based survey was used as the method of data gathering. The survey was programmed and posted for a period of three weeks on the student portal of the tertiary institution where the survey was conducted. The validation of participation in the electronic survey was done in accordance with the requirements of the sample selection criteria. The questionnaire was tested during a pilot study. Factor analysis and Cronbach’s coefficient alpha was used to assess the validity of the questionnaire and to determine its internal consistency. Mean scores and standard deviations were computed to divide the data into three groups. To determine the current lifestyle dimensions of the students, the Activities, Interests and Opinion statements (AIOstatements) were factor analyzed. The factor matrix was rotated by means of an oblique rotation of axes, making use of the Direct Oblimin rotation technique. This resulted in a solution of five activity and interest factors, and two opinion factors. Mean scores and standard deviations were computed for all the valid life style characteristics. The frequency of impulsive shopping was measured through frequency distribution. Pearson’s product moment correlation coefficient analysis was performed between the differentiating variables, namely lifestyle and impulsive shopping behaviour to establish the relationship between these variables. Multivariate analysis of variance (MANOVA) and univariate (one way) analysis of variance (ANOVA) were used to determine differences between the groups. The five activity and interest factors that were identified, included clothes shopping/clothing specific lifestyle, social interaction, media usage, fashion oriented clothes shopping/fasion oriented clothing lifestyle, and cultural activities and interests. The two opinion factors identified, were positive vision for the future and importance of training/education. However, the opinion factors did not differ in terms of statistic significance between the groups, and was therefore not used in the consequent typology of the groups. Three groups of student consumers were identified based on the respondents’ perceptions of their activities and interests, and impulsive shopping behaviour. The students were categorized into the following three groups: Group 1: Non-impulsive shoppers – Non-impulsive Conservatives/ Traditionalists Group 2: Low impulsive shoppers – Moderates Group 3: High impulsive shoppers – Impulsive Trendsetters The three groups differed in terms of their activities and interests, and impulsive shopping behaviour. The following activities and interests characteristics were considered important: clothes shopping/clothing specific lifestyle, social interaction and media usage. The activities and interests factors that are responsible for differences between the groups could provide retailers with valuable means to identify market segments, and to satisfy their specific needs. Young South African consumers should not be considered as a homogeneous group of consumers. The South African market is a highly competitive environment providing a wide variety of shops and products to consumers which can be targeted at a specific segment to exert an impact on shopping and specifically impulsive shopping. Therefore the retailer and marketer ought not to underestimate this type of shopping behaviour. Implications for retailers and marketers are stated and recommendations for future research are suggested in order to encourage further investigation in a scientific manner in the field of impulsive shopping behaviour, and lifestyle.
Psychological appraisal in personal engagement : the influence of mindsets
(Stellenbosch : Stellenbosch University, 2022-12) van der Bank, Francois; Theron, Callie; de Bruin, Deon; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY: The study investigates the role of psychological appraisal in the development of personal engagement, focusing on goal orientations and core self-evaluation as underlying cognitions influencing how people subjectively interpret objective features in their environment. The more cognitive approach followed in the study differs from the majority of past research studies in that it focuses on the psychological process of engagement, as opposed to searching for “drivers” of engagement. In order to test the premise that employees can appraise the same situation differently, the sample consisted of participants (N = 368) from a similar environment (i.e. full-time academics at three South African universities) and with the focus on the same target role, namely that of academic researcher. The study also controlled for the objective environment by developing an objective index measuring verifiable features in the environment and subsequently used residualised centring to remove the variance in the measurement model explained by the objective index. The study used a crosssectional correlational design, with structural equation modelling as the analytical technique for evaluating the proposed appraisal-focused personal engagement structural model. The structural model produced acceptable fit statistics (RMSEA = .055; p > .05) and 19 (82.6%) of the 23 path-specific hypotheses were supported by the data. Overall, the model explained 87% of variance in the personal engagement construct. The results confirm the intermediate and proximal role of the critical psychological states (representing employees’ appraisal of the environment) leading to personal engagement; although the current study suggests that meaningfulness and psychological availability can compensate for psychological safety. The study also demonstrates that learning goal orientation, along with the newly developed purpose goal orientation (representing mid-level cognitive schemas) is likely to result in positive appraisals of the situation, while performance goal orientation mostly leads to negative appraisals. The data further supported the influence of core self-evaluation (conceptualised as more fundamental self-beliefs) on the three goal orientations, with it having a positive effect on learning and purpose goal orientation, but an inverse effect on performance goal orientation. Finally, the results of the indirect effects corroborate the view of core self-evaluation as a distal variable, positively influencing personal engagement via a stream of intermediate variables, including the goal orientations. The cross-sectional correlational design represents a limitation in the study as it does not allow for causal interpretations on the same level as experimental designs. In addition, a longitudinal design could have provided more insight into the psychological process, given the long stream of variables, ranging from fundamental core self-beliefs to mid-level cognitions (goal orientations) to psychological appraisal, and eventually personal engagement behaviour. The study shows that to fully understand personal engagement, consideration needs to be given to both the objective environment as well as people’s subjective, internal interpretation and experiences of the environment and themselves. In terms of subjective appraisals, it is recommended that organisations focus on goal orientations as they may offer therapeutic potential to facilitate higher levels of personal engagement.
Psychometric implications of corrections for attenuation and restriction of range for selection validation research
(Stellenbosch : Stellenbosch University, 1999-03) Theron, Carl Christiaan; Augustyn, J. C. D.; Stellenbosch University. Faculty of Arts and Social Sciences. Dept. of Psychology.
ENGLISH ABSTRACT: The conditions under which selection procedures are typically validated and those prevailing at the eventual use of a selection procedure normally differ to a sufficient extent to challenge the relevance of the validation research evidence. Statistical corrections to the validity coefficient are generally available. The remainder of the argument in terms of which a selection procedure is developed and justified could, however, also be biased by any discrepancy between the conditions under which the selection procedure is simulated and those prevailing at the eventual use of the selection procedure. Relatively little concern, however, seem to exist for the transportability of the decision function derived from the selection simulation or the descriptions/ assessments of selection decision utility and fairness. This seems to be a somewhat strange state of affairs. The external validity problems with validation designs are reasonably well documented. It is thus not as if the psychometric literature is unaware of the problem of generalizing validation study research fmdings to the eventual area of application. The decision function is probably the pivot of the selection procedure in that it firstly captures the underlying performance theory, but more importantly from a practical perspective, because it guides the actual accept and reject choices of applicants. Restricting the statistical corrections to the validity coefficient would leave the decision function unaltered even though it might also be distorted by the same factors affecting the validity coefficient. Basically the same logic also applies to the evaluation of the decision rule in terms of selection utility and fairness. Correcting only the validity coefficient would leave the "bottom-line" evaluation of the selection procedure unaltered. Restricting the statistical corrections to the validity coefficient basically means that practically speaking nothing really changes. The fundamental research objective is to determine whether any discrepancy between the conditions under which the selection procedure is simulated and those prevailing at the eventual use of the selection procedure produces bias in estimates required to specify and justify the procedure; to delineate appropriate statistical corrections of the validity coefficient, decision rule and descriptions/ assessments of selection decision utility and -1< fairness, required to align the contexts of evaluation/validation and application; and to determine whether the corrections should be applied in validation research. The study provides no unqualified answers to the question whether corrections for various forms of range restriction and/ or criterion unreliability should be applied to the validity coefficient, the standard error of the validity coefficient or the parameters of the regression of the criterion on the predictor. Under specific conditions the corrections do affect decisions on the validity of performance hypotheses due to its effect on decisions on the significance of the uncorrected versus the corrected validity coefficient. Under specific conditions the corrections do affect decisions on applicants, especially when selection decisions are not restricted by selection quotas, due to its effect on the slope and intercept parameters of the regression of Y on X, and/ or due to its effect on the standard error of estimate.
The relationship between servant leadership, follower trust, team commitment and unit effectiveness
(Stellenbosch : University of Stellenbosch, 2007-03) Dannhauser, Zani; Boshoff, A. B.; University of Stellenbosch. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
A study of the literature revealed that the content and the structure of several constructs that are used in research in the framework of Positive Organisational Behaviour are subject to doubt. It also became clear that the relationship between the constructs (servant leadership, trust, team commitment, and unit effectiveness) could profitably be investigated further. A study to obtain more clarity about these aspects was therefore planned and executed. In order to conduct this exploratory survey research, an electronic web-based questionnaire was used as the method of data gathering. The questionnaire was programmed and posted for a period of three weeks on the portal of the company where the survey was conducted. A total of 531 respondents from the vehicle sales division of the particular organisation participated in the study. Sales persons (n=417) who were working in 100 dealerships in the automobile business completed three questionnaires. The three questionnaires were the rater version of the Servant Leadership Questionnaire of Barbuto and Wheeler (a self-report version also exists), the Workplace Trust Survey developed by Ferres, the Team Commitment Survey of Bennett. The sales persons assessed the level of servant leadership of their superiors (sales managers) and their own levels of trust and of team commitment. The sales managers (n=114) assessed the effectiveness of the sales persons who reported to them by completing the Team Effectiveness Questionnaire developed by Larson and LaFasto. The Directors who were responsible for the marketing of the products of the organisation completed an internal questionnaire on the performance of the sales function in the dealerships. Answers were sought to five research questions, dealing with the content of the constructs, their configurations, their interrelations and biographic and organisational variables that could possibly have an influence on the constructs.
The role of gamification in the facilitation of student engagement : an exploratory industrial psychology application
(Stellenbosch : Stellenbosch University, 2019-04) Adams, Samantha; Du Preez, Ronel; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Student engagement has been identified as a significant predictor of student success. With the current drive to improve student success and graduation rates in South African higher education institutions, the potential that enhanced student engagement and learning experiences hold for increasing student success provides a strong rationale for research in this area. One potential avenue for enhancing student engagement is gamification. The popularity of gamification as a learning tool to foster engagement has grown exponentially over the past decade. Gamification is understood as the application of game thinking and game design to non-game environments, products and services, e.g. education. The goal of gamification is to promote motivation and engagement, as well as provide an engaging experience in numerous contexts. Educational gamification holds much potential for supporting and enhancing authentic learning experiences. Despite the initial positive wave of research, more recent studies are reporting inconclusive or mixed results of the efficacy of gamification use in education. This emphasises the need for theoretical and rigorous empirical investigations of gamified interventions in education. In addition, the application of educational gamification to the development of student engagement and student success has received limited attention in the South African context. This study sought to propose a framework of educational gamification design principles for the facilitation of student engagement. The investigation was guided by the principles of the Design Based Research (DBR) approach. DBR is characterised by iterative cycles of analyses, design, evaluation and revision activities that serve to develop and improve teaching and learning technologies. Through this approach a gamified online learning environment was created, evaluated and revised, within two Industrial psychology modules, over three iterative cycles. The pragmatic paradigm supported the used of mixed methods in the examination of the influence that gamification had on student engagement. Qualitative focus group interviews were employed to elicit participant perspectives and experiences. Student engagement was also evaluated quantitatively through a questionnaire compiled to measure the dimensions of the construct (i.e. behavioural, emotional and cognitive engagement) and was used in a within-subjects experimental design. Supporting data was also collected through documentation, activity logs and website analytics. The findings supported the development of a framework of design principles and design guidelines derived from the design and evaluation process to develop the interventions. These principles and guidelines present key features and insights required for gamifying learning environments that facilitate student engagement. The findings also emphasised the dynamic interplay between the dimensions of student engagement as well as how they are influenced by game elements. Cross case comparisons highlighted the influence that factors such as enjoyment, context and group characteristics have on the perceived success and effective use of educational gamification. Even though limited support was found to corroborate clear casual effects of the gamified intervention on student engagement, the study demonstrated that educational gamification principles can facilitate student engagement - but must be carefully tailored, and seamlessly integrated with the learning environment. Most importantly, educational gamification can support and enhance behaviours that are conducive to learning, but require relevant and meaningful learning activities in combination with carefully considered reward and feedback mechanisms. The study provides practical and theoretical insights that are transferrable from the context in which it was conducted. This research also highlighted challenges and limitations associated with educational gamification usage and student engagement research and thus offered suggestions for avenues for further investigation.
The role of integrity and personality in counterproductive work behaviour
(Stellenbosch : Stellenbosch University, 2014-04) Hunter, William Frederick Johannes Richard; Engelbrecht, Amos S.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: Organisations attempt to select employees that will make an effective contribution towards organisational performance. Traditionally, the emphasis was on selecting new staff on the basis of cognitive and behavioural attributes, which are linked to positive constructs such as technical competence, involvement, commitment and productivity. More recently, the domain of staff selection has widened to include the selection of individuals who would avoid counterproductive work behaviours. Based on previous studies, this study investigated the three most dominant constructs in this domain, i.e. personality, integrity and counterproductive work behaviour. The goal of this study was to investigate the relationship between selected personality dimensions and integrity, and how these personality dimensions and integrity are related to counterproductive work behaviour. Based on the existing literature, a theoretical model depicting how these constructs are related to one another was developed and a number of hypotheses were formulated. The data for this study were obtained via questionnaires from a non-probability sample in the South African retail and security industries. The total sample size consisted of 1176 non-managerial employees and job applicants. The postulated relationships were empirically tested using various statistical methods. Reliability analyses were done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory, and where necessary, exploratory factor analyses. The results indicated that reasonable fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. In line with previous research, the results indicated positive relationships between conscientiousness and integrity, and adjustment and integrity. Negative relationships between neuroticism and integrity and fearfulness and integrity were found. Contrary to the literature, agreeableness showed a negative relationship with integrity and external locus of control and personalised power showed non-significant relationships with integrity. In line with the literature, positive relationships were found between neuroticism and counterproductive work behaviour, external locus of control and counterproductive work behaviour, personalised power and counterproductive behaviour. Negative relationships were found between conscientiousness and counterproductive work behaviour, and integrity and counterproductive work behaviour. Contrary to the literature, positive relationships were found between adjustment and counterproductive work behaviour, and agreeableness and fearfulness showed non-significant relationships with counterproductive work behaviour. The present study contributes meaningfully to existing literature on personality, integrity and counterproductive work behaviour by providing insights into the nature of the relationships amongst these constructs. The study also specifies practical implications to be considered by management in order to enhance integrity behaviour and to reduce counterproductive behaviour in organisations. The limitations and recommendations provide additional insights and opportunities to be explored through future studies.
Sexual harassment of women in the workplace
(Stellenbosch : Stellenbosch University, 1997-03) Otto, Marinda; Du Toit, J. B.; Stellenbosch University. Faculty of Economical and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: Sexual harassment is a serious problem for many working women and research has proven beyond doubt that sexual harassment at work is not an isolated phenomenon. On the contrary, it is clear that for many women sexual harassment is an unpleasant and unavoidable part of their working lives. Sexual harassment pollutes the working environment and can have a devastating effect upon the health, confidence, morale and performance of those affected by it. The anxiety and stress produced by sexual harassment commonly lead to those subjected to it taking time off work due to sickness, being less efficient at work, or leaving their job to seek work elsewhere. There are also adverse· consequences arising from sexual harassment for employers. It has a direct impact on the profitability of the enterprise where staff take sick leave or resign their posts because of sexual harassment, and on the economic efficiency of the enterprise where employees' productivity is reduced by having to work in a climate in which individuals' integrity is not respected. As a first step in showing management's concern and their· commitment to dealing with the problem of sexual harassment, employers should issue a policy statement which expressly states that all employees have a right to be treated with dignity, that sexual harassment at work will not be permitted or condoned and that employees have a right to complain about it should it occur. An important means of ensuring that sexual harassment does not occur and that if it does occur, the problem is resolved efficiently is through the provision of training. Such training should aim to identify the factors which contribute to a working environment free of sexual harassment and to familiarise participants with their responsibilities under the employer's policy. The development of clear and precise procedures to deal with sexual harassment once it has occurred is of great importance. The procedures should ensure the resolution of problems in an efficient and effective manner. Both informal and formal methods of resolving problems should be available. The exploratory study showed that men and women recognised the more serious forms of sexual harassment as such, but there was less consensus and a great deal of ambivalence in employees' use of the term sexual harassment on the less serious, but decidedly more common, interactions. Concerning men and women's attitudes towards women in general, women in the workplace, sexual harassment and sexual experiences at work, there do exist some significant differences. The major study led to the following findings: The percentage of female employees who have encountered sexual harassment .. accumulated to 55,44 percent. Unwanted sexual teasing, jokes, remarks or questions, unwanted sexually suggestive looks or gestures, and unwanted deliberate touching, leaning over, cornering, or pinching were the most frequently experienced forms of sexual harassment. The alleged harassers were described as men in the age group 30 to 49 years, married, with a qualification of standard 9 to.1 0 and they were perceived as being of average attractiveness. With regard to women's reactions to sexual harassment, objecting was found to be the most frequently used response, followed by the option to avoid the harasser and thereafter to ignore the behaviour. Reasons given for not reporting these incidents are that they did not think it was serious enough, they did not want to make a fuss, and they saw no real need to report it. Among the emotional responses that harassment elicits, anger was experienced the most, followed by embarrassment, disgust and insult. The psychological and physical reactions included. experiencing tension, feeling irritated and . depressed, a sense of powerlessness and fear and anxiety. It does not seem that these experiences interfere too much with the work situation. It did cause women to be less friendly and affected the way they relate to other people. Eventually this will have a definite impact on the workplace, the people's productivity and ultimately the profitability of the company.
Variance in employee engagement among public school teachers in the Western Cape province : an exploratory study
(Stellenbosch : Stellenbosch University, 2018-12) Vermooten, Nicola; Malan, Johan; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: In 2011, the National Planning Commission identified poverty and inequality as the most significant burdens facing South Africa. Today, this reality remains unchanged. Abject poverty and high levels of inequality are still noticeable in many aspects of the South African society. Based on a review of the extant literature, the researcher contends that the provision of quality education for all South Africans offers a long-term, sustainable solution to these challenges, especially in public schools. Regrettably, the quality of basic education in South Africa engenders concern. Even though multiple factors contribute to the efficiency and performance of an education system, the researcher claims that teacher quality is one of the most salient determinants. She proposes that well-functioning teachers, who are able and motivated to perform their job optimally, are required to provide quality basic education for all South Africans. For this reason, the study was intended to gain an in-depth understanding of the engagement phenomena among public school teachers. A mixed-methods research design was used to guide the study. It comprised of a qualitative phase (i.e. Parts 1 and 2) and a quantitative phase (i.e. Part 3). During Part 1 of the qualitative phase, initial interviews were conducted with 37 teachers from fee schools (n = 20) and no-fee schools (n = 17) in the Western Cape Province to identify the most salient contextual, organisational, job and individual antecedents of variance in employee engagement. During Part 2 of the qualitative phase, follow-up interviews were conducted with 28 teachers from fee schools (n = 14) and no-fee schools (n = 14) in the Western Cape Province to explore the relational dynamics that exist among the identified antecedents. In addition, the researcher enquired about the stability of the perceived causal relationships (i.e. direction and intensity) and teachers’ level of engagement (i.e. within-person variance) over time during the follow-up interviews. Based on the qualitative results and a review of the extant literature, a structural model emerged, which explained public school teachers in the Western Cape Province’s experience with the engagement phenomenon. A self-report web-based survey was completed by 353 teachers from fee schools (n = 321) and no-fee schools (n = 31) in the Western Cape Province during the quantitative phase to evaluate the emerging structural model1. The web-based survey comprised of valid and reliable instruments that were selected based on the antecedents that were identified during Part 1 of the qualitative phase. The psychometric properties of these instruments were determined using item analysis, confirmatory factor analysis and exploratory factor analysis. The emerging structural model was evaluated using variance-based structural equation modelling. The study made a meaningful contribution to the extant body of knowledge regarding employee engagement. It offers valuable insight into the most salient contextual, organisational, job and individual antecedents of variance in employee engagement among public school teachers in the Western Cape Province, as well as the relational dynamics that exist among these antecedents. Based on the results of the study theoretical conclusions were made to guide future research with regard to employee engagement, and managerial implications were discussed to inform the development and implementation of human resource practices and interventions that may foster employee engagement among all public school teachers.

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