Perceived breach and violation of the psychological contract in a collectivistic culture
- Van der Merwe, Sophie Wilhelmine
- Authors: Van der Merwe, Sophie Wilhelmine
- Date: 2015
- Subjects: Collectivism , Employees -- Attitudes , Contracts -- Psychological aspects , Industrial relations , Breach of contract , Personnel management -- Psychological aspects , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:855 , http://hdl.handle.net/10962/d1017523
- Description: The significance of relationships on economic actions and employee behaviour makes it critical for employers to understand the dynamics of employment through mutual obligations (Rousseau, 1990; Guest, 2004b). The psychological contract affords a broad platform to study the employment relationship (Thomas et al., 2010), and is an important tool for organisational success (McDermott et al., 2013). The literature review contained in this study indicates the differences in contracting environments due to the prevailing cultural orientation. However, there is a dearth of research in collectivistic culture, to which this study will add. The literature also makes a distinction between perceptions of breach and violation. While perceptions of breach of the psychological contract is the perception that the employer has not met all obligations and promises, violation is the emotional and affective state following breach (Morrison & Robinson, 1997) and results in negative or deviant behaviours (Chiu & Peng, 2008). Both breach and violation perceptions negatively affect employee behaviours and attitudes in the workplace (Aggarwal & Bhargava, 2014). This research assumed a constructivist paradigm and builds understanding of the outcomes of breach and violation of the psychological contract on employees’ working life in a collectivistic environment. Primary data collection was by in-depth semi-structured, one on one interviews with five employees of a state-subsidised organisation in East London, making use of convenience sampling. Follow up interviews were conducted, resulting in 7ₑ/₄ hours of interviewing time. Cultural orientation was ascertained through the use of a questionnaire. The findings of this study confirmed that the type of psychological contract entered into influences the outcomes of perceptions of breach and violation. Both dimensions of collectivism, namely institutional and in-group, were practised in this environment, which also impacted on both the individual’s experience and outcomes for the organisation. The latter was influenced by commitment to organisational goals and supervisory or collegial relationships. Most notable of the results is the effect of expectations of transitional justice on experience of the psychological contract. Practical implications and recommendations for future research are made. This research is presented in three sections; firstly the research is presented in the format of an academic paper and includes a concise summary of literature and research method. The second section is an expanded literature review of the psychological contract and its influencing factors, as well as the outcomes of breach and violation. The last section describes and justifies in detail the design of the research and the research procedure followed. , Alternate name: Van der Merwe, Somine
- Full Text:
- Date Issued: 2015
- Authors: Van der Merwe, Sophie Wilhelmine
- Date: 2015
- Subjects: Collectivism , Employees -- Attitudes , Contracts -- Psychological aspects , Industrial relations , Breach of contract , Personnel management -- Psychological aspects , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:855 , http://hdl.handle.net/10962/d1017523
- Description: The significance of relationships on economic actions and employee behaviour makes it critical for employers to understand the dynamics of employment through mutual obligations (Rousseau, 1990; Guest, 2004b). The psychological contract affords a broad platform to study the employment relationship (Thomas et al., 2010), and is an important tool for organisational success (McDermott et al., 2013). The literature review contained in this study indicates the differences in contracting environments due to the prevailing cultural orientation. However, there is a dearth of research in collectivistic culture, to which this study will add. The literature also makes a distinction between perceptions of breach and violation. While perceptions of breach of the psychological contract is the perception that the employer has not met all obligations and promises, violation is the emotional and affective state following breach (Morrison & Robinson, 1997) and results in negative or deviant behaviours (Chiu & Peng, 2008). Both breach and violation perceptions negatively affect employee behaviours and attitudes in the workplace (Aggarwal & Bhargava, 2014). This research assumed a constructivist paradigm and builds understanding of the outcomes of breach and violation of the psychological contract on employees’ working life in a collectivistic environment. Primary data collection was by in-depth semi-structured, one on one interviews with five employees of a state-subsidised organisation in East London, making use of convenience sampling. Follow up interviews were conducted, resulting in 7ₑ/₄ hours of interviewing time. Cultural orientation was ascertained through the use of a questionnaire. The findings of this study confirmed that the type of psychological contract entered into influences the outcomes of perceptions of breach and violation. Both dimensions of collectivism, namely institutional and in-group, were practised in this environment, which also impacted on both the individual’s experience and outcomes for the organisation. The latter was influenced by commitment to organisational goals and supervisory or collegial relationships. Most notable of the results is the effect of expectations of transitional justice on experience of the psychological contract. Practical implications and recommendations for future research are made. This research is presented in three sections; firstly the research is presented in the format of an academic paper and includes a concise summary of literature and research method. The second section is an expanded literature review of the psychological contract and its influencing factors, as well as the outcomes of breach and violation. The last section describes and justifies in detail the design of the research and the research procedure followed. , Alternate name: Van der Merwe, Somine
- Full Text:
- Date Issued: 2015
The relationship between employer branding and organisational commitment
- Authors: Tryfonos, Angelique
- Date: 2015
- Subjects: Corporate culture , Organizational commitment , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9419 , http://hdl.handle.net/10948/d1021146
- Description: The aim of this study was to determine whether a relationship exists between organisational commitment (OC) and employer branding (EB). The purpose was to Identifying whether employer branding effects organisational commitment (affective, normative and continuance commitment) and how significant that effect may be. Questionnaires were personally distributed by the researcher directly to employees under study. Non-probability sampling was used in the form of judgement sampling. The sample consisted of 124 employees from various retail outlets throughout Port Elizabeth, Eastern Cape. Five hypotheses were set for evaluation. A practically significant relationship was established between organisational commitment (OC) and employer branding (EB). A small practically significant relationship was found between gender and normative commitment. A medium practically significant relationship was found between gender and training and development as well as between gender and work/life balance. Statistically significant relationships were discovered with regards to age and leadership and also between age and rewards and recognition. A statistically significant difference was established between age and overall employer branding (EB). These findings suggest that a more positive employer brand will lead to improved organisational commitment (OC). More so, retail organisations aiming to improve on organisational commitment should incorporate those employer branding (EB) factors which employees’ place greater emphasis on, within their employer brand, which in turn will lead to greater organisational commitment.
- Full Text:
- Date Issued: 2015
- Authors: Tryfonos, Angelique
- Date: 2015
- Subjects: Corporate culture , Organizational commitment , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9419 , http://hdl.handle.net/10948/d1021146
- Description: The aim of this study was to determine whether a relationship exists between organisational commitment (OC) and employer branding (EB). The purpose was to Identifying whether employer branding effects organisational commitment (affective, normative and continuance commitment) and how significant that effect may be. Questionnaires were personally distributed by the researcher directly to employees under study. Non-probability sampling was used in the form of judgement sampling. The sample consisted of 124 employees from various retail outlets throughout Port Elizabeth, Eastern Cape. Five hypotheses were set for evaluation. A practically significant relationship was established between organisational commitment (OC) and employer branding (EB). A small practically significant relationship was found between gender and normative commitment. A medium practically significant relationship was found between gender and training and development as well as between gender and work/life balance. Statistically significant relationships were discovered with regards to age and leadership and also between age and rewards and recognition. A statistically significant difference was established between age and overall employer branding (EB). These findings suggest that a more positive employer brand will lead to improved organisational commitment (OC). More so, retail organisations aiming to improve on organisational commitment should incorporate those employer branding (EB) factors which employees’ place greater emphasis on, within their employer brand, which in turn will lead to greater organisational commitment.
- Full Text:
- Date Issued: 2015
The impact of human resource management practices on the psychological contract during a psychological recession
- Theron, Anthonie Van Straaten
- Authors: Theron, Anthonie Van Straaten
- Date: 2011
- Subjects: Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:8772 , http://hdl.handle.net/10948/d1012611 , Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Description: The aim of this study was to investigate the impact of Human Resource Management (HRM) practices on the psychological contracts of employees who have been negatively impacted by the widespread psychological recession. The psychological contract that exists between employees and organisations is brittle due to the psychological recession, which is defined as an emotional state in which employees feel extremely vulnerable to economic hardship. This contributes to a negative and cynical view of the present and an even bleaker view of the future. Breach of the psychological contract has severe negative consequences for employees and organisations. These include reduced employee well-being, trust levels, various organisational citizenship behaviours, increased cynical attitudes toward the organisation, and stronger intention to quit. The target population for the present study consisted of all permanent support staff working at an organisation that has recently went through a large-scale retrenchment exercise (n=52). A self-administered questionnaire was distributed amongst employees. The findings suggest that when the harsh effects of the psychological recession increase, employees are more likely to engage in various destructive behaviours at work due to breach and violation of their psychological contracts. Furthermore, the results indicated that an increase in the number of progressive HRM practices correlated with a decrease in breach and violation of the psychological contract. It was further revealed that the widespread psychological recession may make the employment relationship brittle and prone to breach and violation. The findings suggest that through the effective development and application of many explicit HRM practices, employees’ psychological contracts may become less fragile to breach and violation during a psychological recession.
- Full Text:
- Date Issued: 2011
- Authors: Theron, Anthonie Van Straaten
- Date: 2011
- Subjects: Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:8772 , http://hdl.handle.net/10948/d1012611 , Psychology, Industrial , Contracts -- Psychological aspects , Organisational behaviour
- Description: The aim of this study was to investigate the impact of Human Resource Management (HRM) practices on the psychological contracts of employees who have been negatively impacted by the widespread psychological recession. The psychological contract that exists between employees and organisations is brittle due to the psychological recession, which is defined as an emotional state in which employees feel extremely vulnerable to economic hardship. This contributes to a negative and cynical view of the present and an even bleaker view of the future. Breach of the psychological contract has severe negative consequences for employees and organisations. These include reduced employee well-being, trust levels, various organisational citizenship behaviours, increased cynical attitudes toward the organisation, and stronger intention to quit. The target population for the present study consisted of all permanent support staff working at an organisation that has recently went through a large-scale retrenchment exercise (n=52). A self-administered questionnaire was distributed amongst employees. The findings suggest that when the harsh effects of the psychological recession increase, employees are more likely to engage in various destructive behaviours at work due to breach and violation of their psychological contracts. Furthermore, the results indicated that an increase in the number of progressive HRM practices correlated with a decrease in breach and violation of the psychological contract. It was further revealed that the widespread psychological recession may make the employment relationship brittle and prone to breach and violation. The findings suggest that through the effective development and application of many explicit HRM practices, employees’ psychological contracts may become less fragile to breach and violation during a psychological recession.
- Full Text:
- Date Issued: 2011
Organisation development: a formative evaluation of an OD intervention
- Routledge, Michael Henry Collis
- Authors: Routledge, Michael Henry Collis
- Date: 1999
- Subjects: Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3044 , http://hdl.handle.net/10962/d1002553 , Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Description: Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
- Full Text:
- Date Issued: 1999
- Authors: Routledge, Michael Henry Collis
- Date: 1999
- Subjects: Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3044 , http://hdl.handle.net/10962/d1002553 , Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Description: Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
- Full Text:
- Date Issued: 1999
The relationship between reward preferences and occupational stress within the South African law environment
- Authors: Orban, Shanice
- Date: 2019
- Subjects: Psychology, Industrial , Stress (Psychology) -- Research Job stress
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/43101 , vital:36735
- Description: The primary objective of this dissertation was to investigate the relationship between reward preferences and occupational stress within the South African law environment. In order to achieve this objective, the researcher tested a theoretical model using regression analysis, and made use of Pearson’s Product Moment Correlations. A further aim was to investigate whether differences existed according to different types of lawyers with regards to these constructs. This was done using t-Tests and analysis of variance tests. The questionnaire was completed by a total of 207 lawyers spanning across 21 law firms, in both the Eastern and Western Cape. Data analysis was conducted using descriptive statistics which included frequency tables, and pie charts, and the aforementioned inferential statistics. The findings revealed a number of correlations between the factors of the two constructs, and significant differences with regards to the amount of stress experienced by employees within the law environment compared to the general population. The proposed theoretical model could be partially accepted as it showed that a correlation exists between Occupational Stress and the reward preference factors of Contingency Pay, Performance and Career Management, Quality Work Environment and Work/Home Integration, with no significant correlation between Occupational Stress and Base Pay and Benefits. Moreover, there was a statistically significant correlation between Distress and Reward Preferences, with no significant correlation between Coping Ability and Reward Preferences. The results of this study theoretically contribute to the area of reward preferences, and have uncovered a new area whereby reward preferences are shown to be related to occupational stress. The findings of this study hold important implications for the effective management and retention of key employees in the law environment within the South African context.
- Full Text:
- Date Issued: 2019
- Authors: Orban, Shanice
- Date: 2019
- Subjects: Psychology, Industrial , Stress (Psychology) -- Research Job stress
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/43101 , vital:36735
- Description: The primary objective of this dissertation was to investigate the relationship between reward preferences and occupational stress within the South African law environment. In order to achieve this objective, the researcher tested a theoretical model using regression analysis, and made use of Pearson’s Product Moment Correlations. A further aim was to investigate whether differences existed according to different types of lawyers with regards to these constructs. This was done using t-Tests and analysis of variance tests. The questionnaire was completed by a total of 207 lawyers spanning across 21 law firms, in both the Eastern and Western Cape. Data analysis was conducted using descriptive statistics which included frequency tables, and pie charts, and the aforementioned inferential statistics. The findings revealed a number of correlations between the factors of the two constructs, and significant differences with regards to the amount of stress experienced by employees within the law environment compared to the general population. The proposed theoretical model could be partially accepted as it showed that a correlation exists between Occupational Stress and the reward preference factors of Contingency Pay, Performance and Career Management, Quality Work Environment and Work/Home Integration, with no significant correlation between Occupational Stress and Base Pay and Benefits. Moreover, there was a statistically significant correlation between Distress and Reward Preferences, with no significant correlation between Coping Ability and Reward Preferences. The results of this study theoretically contribute to the area of reward preferences, and have uncovered a new area whereby reward preferences are shown to be related to occupational stress. The findings of this study hold important implications for the effective management and retention of key employees in the law environment within the South African context.
- Full Text:
- Date Issued: 2019
Advanced Personnel Psychology: IPS 602
- Authors: Nel, P , Van der Walt, R M
- Date: 2011-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17511 , http://hdl.handle.net/10353/d1010982
- Description: Advanced Personnel Psychology: IPS 602, special examination January 2011.
- Full Text: false
- Date Issued: 2011-01
- Authors: Nel, P , Van der Walt, R M
- Date: 2011-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17511 , http://hdl.handle.net/10353/d1010982
- Description: Advanced Personnel Psychology: IPS 602, special examination January 2011.
- Full Text: false
- Date Issued: 2011-01
Research Methodology: IPS 515
- Authors: Nel, A , Bosman, L
- Date: 2010-08
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17482 , http://hdl.handle.net/10353/d1010447
- Description: Research Methodology: IPS 515, Honours degree supplementary examination August 2010.
- Full Text: false
- Date Issued: 2010-08
- Authors: Nel, A , Bosman, L
- Date: 2010-08
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17482 , http://hdl.handle.net/10353/d1010447
- Description: Research Methodology: IPS 515, Honours degree supplementary examination August 2010.
- Full Text: false
- Date Issued: 2010-08
Social Behavior & Social Processes in Organizations: IPS 221
- Authors: Nel, A , Gcaza, N
- Date: 2011-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17494 , http://hdl.handle.net/10353/d1010469
- Description: Social Behavior & Social Processes in Organizations: IPS 221, Degree examinations January 2011.
- Full Text: false
- Date Issued: 2011-01
- Authors: Nel, A , Gcaza, N
- Date: 2011-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17494 , http://hdl.handle.net/10353/d1010469
- Description: Social Behavior & Social Processes in Organizations: IPS 221, Degree examinations January 2011.
- Full Text: false
- Date Issued: 2011-01
Introduction to Psychology in Industry: IPS 121F
- Murugan, C, Nel, A
- Authors: Murugan, C , Nel, A
- Date: 2011-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17491 , http://hdl.handle.net/10353/d1010466
- Description: Introduction to Psychology in Industry: IP S121F, Foundation programme examination paper January 2011.
- Full Text: false
- Date Issued: 2011-01
- Authors: Murugan, C , Nel, A
- Date: 2011-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17491 , http://hdl.handle.net/10353/d1010466
- Description: Introduction to Psychology in Industry: IP S121F, Foundation programme examination paper January 2011.
- Full Text: false
- Date Issued: 2011-01
Arsenic in the boardroom: strategies to deal with toxic leaders
- Authors: Mey, Michelle
- Subjects: Bullying in the workplace , Psychology, Industrial
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20945 , vital:29421
- Description: Effective leaders are critical in building successful organisations, communities and nations. Whilst academia and business alike advocate positive organisational psychology and the development of positive leadership, the sad reality is that there is a growing global prevalence of toxic leadership, with research indicating that between 20% and 60% of leaders may be defined as toxic (Veldsman, 2016). While toxic leaders, who initially come across as charming, confident and persuasive, may be effective in achieving organisational objectives in the short term, the long-term consequences can be devastating to the organisational brand and reputation, as well as to the morale and psyche of its members. Even though toxic leaders and bullies are becoming increasingly prevalent in organisations there is a lack of empirical research on workplace bullying.
- Full Text:
- Authors: Mey, Michelle
- Subjects: Bullying in the workplace , Psychology, Industrial
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20945 , vital:29421
- Description: Effective leaders are critical in building successful organisations, communities and nations. Whilst academia and business alike advocate positive organisational psychology and the development of positive leadership, the sad reality is that there is a growing global prevalence of toxic leadership, with research indicating that between 20% and 60% of leaders may be defined as toxic (Veldsman, 2016). While toxic leaders, who initially come across as charming, confident and persuasive, may be effective in achieving organisational objectives in the short term, the long-term consequences can be devastating to the organisational brand and reputation, as well as to the morale and psyche of its members. Even though toxic leaders and bullies are becoming increasingly prevalent in organisations there is a lack of empirical research on workplace bullying.
- Full Text:
The relationship between psychological capital and burnout in secondary school teachers
- Authors: Lokotsch, Leila Valerie
- Date: 2018
- Subjects: Psychology, Industrial , Personnel management High school teachers -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/30940 , vital:31227
- Description: Psychological capital (Psycap) emerged from positive psychology and the recently developed positive organisational behaviour (POB) which focuses on the positive. The core construct of Psycap is made up of hope, self-efficacy, optimism and resilience. Job burnout is a persistent reaction to on-going emotional and interpersonal difficulties. Burnout is considered to be more of a dominant problem among teachers compared to other professions. Considerable research on Psycap has shown that Psycap is negatively linked to stress and burnout. To provide an overview, a quantitative approach was adopted by means of survey research and the type of study conducted was a correlational study. The purpose of this research was to first investigate the relationship between Psycap and burnout in secondary school teachers. The secondary objective was to provide recommendations related to Psycap and burnout based on the findings. In summary, the results of the study found that there are mostly negative relationships between PsyCap and burnout and their dimensions. The instruments ustilised were the Psychological Capital Questionnaire (PCQ-24) and the Oldenburg Burnout Inventory (OLBI). These are self-report questionnaires and were completed by way of paper-and-pencil tests. Cronbach’s alpha was used to determine the reliability on the measures used in the study, descriptive statistics was utilised to describe the sample, ANOVA and t-tests was used in order to determine if there were some noteworthy variances in the means of various demographic groupings for PsyCap and burnout. In order to determine the relationship between PsyCap and burnout, Pearson Product Moment Correlation was used. The study provides recommendations for schools and teachers, as well as, recommendations for future research.
- Full Text:
- Date Issued: 2018
- Authors: Lokotsch, Leila Valerie
- Date: 2018
- Subjects: Psychology, Industrial , Personnel management High school teachers -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/30940 , vital:31227
- Description: Psychological capital (Psycap) emerged from positive psychology and the recently developed positive organisational behaviour (POB) which focuses on the positive. The core construct of Psycap is made up of hope, self-efficacy, optimism and resilience. Job burnout is a persistent reaction to on-going emotional and interpersonal difficulties. Burnout is considered to be more of a dominant problem among teachers compared to other professions. Considerable research on Psycap has shown that Psycap is negatively linked to stress and burnout. To provide an overview, a quantitative approach was adopted by means of survey research and the type of study conducted was a correlational study. The purpose of this research was to first investigate the relationship between Psycap and burnout in secondary school teachers. The secondary objective was to provide recommendations related to Psycap and burnout based on the findings. In summary, the results of the study found that there are mostly negative relationships between PsyCap and burnout and their dimensions. The instruments ustilised were the Psychological Capital Questionnaire (PCQ-24) and the Oldenburg Burnout Inventory (OLBI). These are self-report questionnaires and were completed by way of paper-and-pencil tests. Cronbach’s alpha was used to determine the reliability on the measures used in the study, descriptive statistics was utilised to describe the sample, ANOVA and t-tests was used in order to determine if there were some noteworthy variances in the means of various demographic groupings for PsyCap and burnout. In order to determine the relationship between PsyCap and burnout, Pearson Product Moment Correlation was used. The study provides recommendations for schools and teachers, as well as, recommendations for future research.
- Full Text:
- Date Issued: 2018
Women's understandings and experiences of empowerment in an organisation: a qualitative feminist approach
- Authors: Jamieson, Sally Anne
- Date: 1999
- Subjects: Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2997 , http://hdl.handle.net/10962/d1002506 , Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Description: This study explores women's understandings and experiences of empowerment so that they could empower themselves by using their own knowledge to see through factors that serve to disempower them. At a time when empowerment and its future is under intense discussion in South Africa, it seems wise to move away from quantitative studies which do not facilitate the development of comprehensive theory in industrial psychology. This study provides a qualitative feminist analysis of women's understandings and experiences of empowerment in an organisation. Written protocols, interviews and a workshop were used as data collection tools and seven women from one organisation participated in the study. The research revealed that women understand and experience empowerment in a number of ways. These understandings and experiences are affected by various factors: organisational factors; personal characteristics and abilities; their relationship with others at work and at home; and societal factors such as double standards for men and women and role expectations. The breadth and scope of the results imply that any attempt to empower women should include relational, motivational and feminist perspectives on power and empowerment. In addition, the results indicate that providing a space in which the women could explore the network of disempowering practices in their lives, was empowering for the women. Through the process of the research, the participants' understandings of empowerment evolved from viewing empowerment as something that is predominantly external (for example, influenced by others and organisational factors) to something that is internal (for example, influenced by motivational factors). This study cautions against seeing empowerment as something that is solely internal because by doing so women are placing the responsibility of empowerment upon themselves thus setting themselves up for failure. However, through the process of seeing empowerment as internal, the women were able to move towards a feminist understanding of empowerment in which not only is empowerment external ("out there") or internal ("within") but includes acknowledging one's own responsibility in empowerment as well as external societal factors that serve to hamper women.
- Full Text:
- Date Issued: 1999
- Authors: Jamieson, Sally Anne
- Date: 1999
- Subjects: Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2997 , http://hdl.handle.net/10962/d1002506 , Employee empowerment , Women -- Employment -- Social aspects , Feminism , Psychology, Industrial
- Description: This study explores women's understandings and experiences of empowerment so that they could empower themselves by using their own knowledge to see through factors that serve to disempower them. At a time when empowerment and its future is under intense discussion in South Africa, it seems wise to move away from quantitative studies which do not facilitate the development of comprehensive theory in industrial psychology. This study provides a qualitative feminist analysis of women's understandings and experiences of empowerment in an organisation. Written protocols, interviews and a workshop were used as data collection tools and seven women from one organisation participated in the study. The research revealed that women understand and experience empowerment in a number of ways. These understandings and experiences are affected by various factors: organisational factors; personal characteristics and abilities; their relationship with others at work and at home; and societal factors such as double standards for men and women and role expectations. The breadth and scope of the results imply that any attempt to empower women should include relational, motivational and feminist perspectives on power and empowerment. In addition, the results indicate that providing a space in which the women could explore the network of disempowering practices in their lives, was empowering for the women. Through the process of the research, the participants' understandings of empowerment evolved from viewing empowerment as something that is predominantly external (for example, influenced by others and organisational factors) to something that is internal (for example, influenced by motivational factors). This study cautions against seeing empowerment as something that is solely internal because by doing so women are placing the responsibility of empowerment upon themselves thus setting themselves up for failure. However, through the process of seeing empowerment as internal, the women were able to move towards a feminist understanding of empowerment in which not only is empowerment external ("out there") or internal ("within") but includes acknowledging one's own responsibility in empowerment as well as external societal factors that serve to hamper women.
- Full Text:
- Date Issued: 1999
The development of an instrument to measure intrapreneurship: entrepreneurship within the corporate setting
- Authors: Hill, Marguerite Elizabeth
- Date: 2003
- Subjects: Entrepreneurship , Psychology, Industrial , Organizational change
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2991 , http://hdl.handle.net/10962/d1002500 , Entrepreneurship , Psychology, Industrial , Organizational change
- Description: “Intrapreneurship is not a choice, it is the only survival attitude” (Pinchot, 2000, p.75). In 1985 Pinchot coined the term ‘intrapreneurship’, short for intra-corporate entrepreneurship, which describes the practice of entrepreneurship within organisations. Intrapreneurship is increasingly becoming a term used in the business world to describe organisations that are willing to pursue opportunities, initiate actions, and emphasise new, innovative products or services. Due to the dynamic nature of modern organisations, it is imperative that organisations and their managers remain receptive to new ideas, approaches and attitudes. It is therefore the belief that rapid and cost-effective innovation is the primary source of lasting competitive advantage in the twenty-first century, leaving organisations no alternative but to become intrapreneurial or cease to exist. This thesis focuses on this need and examines ways in which intrapreneurship can be measured in organisations in order to provide a benchmark for further organisational development. A questionnaire (known as the Intrapreneurial Intensity Index) was designed and distributed to a sample of 500 employees working in large South African organisations, which classified themselves as ‘forward-thinking’ and aimed for an intrapreneurial ‘type of thinking’. The results obtained from these questionnaires underwent item analysis, after which the questionnaire was redesigned in an electronic format. A pilot case study was then conducted in order to test the reliability of the instrument. Finally the questionnaire was redistributed to a sample of six organisations that are viewed as being ‘intrapreneurial’ and two that are regarded as being ‘non-intrapreneurial’. The data from this sample was used to test the validity of the Intrapreneurial Intensity Index and to demonstrate its application. This study resulted in an instrument that can be used to ascertain the intensity of intrapreneurship present in a large organisation. Specifically, this instrument can provide an overall view of the organisation’s intrapreneurial ability, as well as identify the specific areas in the organisation that require change or modification in order to become more intrapreneurial. This instrument provides a valuable means of identifying areas in need of organisational change, by determining an organisation’s intrapreneurial properties in the organisation’s core areas.
- Full Text:
- Date Issued: 2003
- Authors: Hill, Marguerite Elizabeth
- Date: 2003
- Subjects: Entrepreneurship , Psychology, Industrial , Organizational change
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:2991 , http://hdl.handle.net/10962/d1002500 , Entrepreneurship , Psychology, Industrial , Organizational change
- Description: “Intrapreneurship is not a choice, it is the only survival attitude” (Pinchot, 2000, p.75). In 1985 Pinchot coined the term ‘intrapreneurship’, short for intra-corporate entrepreneurship, which describes the practice of entrepreneurship within organisations. Intrapreneurship is increasingly becoming a term used in the business world to describe organisations that are willing to pursue opportunities, initiate actions, and emphasise new, innovative products or services. Due to the dynamic nature of modern organisations, it is imperative that organisations and their managers remain receptive to new ideas, approaches and attitudes. It is therefore the belief that rapid and cost-effective innovation is the primary source of lasting competitive advantage in the twenty-first century, leaving organisations no alternative but to become intrapreneurial or cease to exist. This thesis focuses on this need and examines ways in which intrapreneurship can be measured in organisations in order to provide a benchmark for further organisational development. A questionnaire (known as the Intrapreneurial Intensity Index) was designed and distributed to a sample of 500 employees working in large South African organisations, which classified themselves as ‘forward-thinking’ and aimed for an intrapreneurial ‘type of thinking’. The results obtained from these questionnaires underwent item analysis, after which the questionnaire was redesigned in an electronic format. A pilot case study was then conducted in order to test the reliability of the instrument. Finally the questionnaire was redistributed to a sample of six organisations that are viewed as being ‘intrapreneurial’ and two that are regarded as being ‘non-intrapreneurial’. The data from this sample was used to test the validity of the Intrapreneurial Intensity Index and to demonstrate its application. This study resulted in an instrument that can be used to ascertain the intensity of intrapreneurship present in a large organisation. Specifically, this instrument can provide an overall view of the organisation’s intrapreneurial ability, as well as identify the specific areas in the organisation that require change or modification in order to become more intrapreneurial. This instrument provides a valuable means of identifying areas in need of organisational change, by determining an organisation’s intrapreneurial properties in the organisation’s core areas.
- Full Text:
- Date Issued: 2003
Compensation Management: HRM 221
- Gcaza, N I, Nel, A
- Authors: Gcaza, N I , Nel, A
- Date: 2012-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17498 , http://hdl.handle.net/10353/d1010474
- Description: Compensation Management: HRM 221, Supplementary examination January 2012.
- Full Text: false
- Date Issued: 2012-01
- Authors: Gcaza, N I , Nel, A
- Date: 2012-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17498 , http://hdl.handle.net/10353/d1010474
- Description: Compensation Management: HRM 221, Supplementary examination January 2012.
- Full Text: false
- Date Issued: 2012-01
The relationship between work engagement and psychological meaningfulness
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
Psychological empowerment and organisational citizenship behaviour as predictors of intention to stay among employees in the banking sector in Lesotho
- Authors: Domela-Serobanyane, Malinda
- Date: 2020-06
- Subjects: Psychology, Industrial , Organizational behavior , Banks and banking
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/20263 , vital:45640
- Description: This study investigated the association between psychological empowerment and organisational citizenship behaviour, on the one hand, and intention to stay among employees in the banking sector in Lesotho. A few studies have investigated the relationship between intention to stay and the two independent variables of psychological empowerment and organisational citizenship behaviour individually. However, no study has investigated the relationship between intention to stay and psychological empowerment and organisational citizenship behaviour (combined) as predictors of intention to stay in the banking sector in Lesotho. Investigating psychological empowerment and organisational citizenship behaviour as predictors of employee intention to stay in the Lesotho banking sector has been considered vital for this study. Variables were chosen due to deficiencies in previous research related to the constructs of psychological empowerment; organisational citizenship behaviour and intention to stay explain the necessity for further research, in particular to the banking sector in Lesotho. Utilizing a positivist perspective, the current research used a closed questionnaire to 321 employees from three commercial banks in Lesotho. The response rate was 98 percent (309 responses). To analyse data, the Statistical Package for Social Sciences (SPSS) was used. In particular, this research used exploratory factor analysis, Pearson correlation, and analysis of variance (ANOVA), analysis of moment structures (AMOS) as well as structural equation modelling to address the hypothesised relationships. Overall, the results of this study found that there is no association between psychological empowerment and employee intention to stay in the organisation. Demographic variables were used as control variables in the study and it was found, inter alia, that age positively influences the level of psychological empowerment as a predictor of intention to stay. , Thesis (PhD) -- Faculty of Management and Commerce, 2020
- Full Text:
- Date Issued: 2020-06
- Authors: Domela-Serobanyane, Malinda
- Date: 2020-06
- Subjects: Psychology, Industrial , Organizational behavior , Banks and banking
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/20263 , vital:45640
- Description: This study investigated the association between psychological empowerment and organisational citizenship behaviour, on the one hand, and intention to stay among employees in the banking sector in Lesotho. A few studies have investigated the relationship between intention to stay and the two independent variables of psychological empowerment and organisational citizenship behaviour individually. However, no study has investigated the relationship between intention to stay and psychological empowerment and organisational citizenship behaviour (combined) as predictors of intention to stay in the banking sector in Lesotho. Investigating psychological empowerment and organisational citizenship behaviour as predictors of employee intention to stay in the Lesotho banking sector has been considered vital for this study. Variables were chosen due to deficiencies in previous research related to the constructs of psychological empowerment; organisational citizenship behaviour and intention to stay explain the necessity for further research, in particular to the banking sector in Lesotho. Utilizing a positivist perspective, the current research used a closed questionnaire to 321 employees from three commercial banks in Lesotho. The response rate was 98 percent (309 responses). To analyse data, the Statistical Package for Social Sciences (SPSS) was used. In particular, this research used exploratory factor analysis, Pearson correlation, and analysis of variance (ANOVA), analysis of moment structures (AMOS) as well as structural equation modelling to address the hypothesised relationships. Overall, the results of this study found that there is no association between psychological empowerment and employee intention to stay in the organisation. Demographic variables were used as control variables in the study and it was found, inter alia, that age positively influences the level of psychological empowerment as a predictor of intention to stay. , Thesis (PhD) -- Faculty of Management and Commerce, 2020
- Full Text:
- Date Issued: 2020-06
The relationship between psychological capital and flourishing in the workplace
- Authors: De Reuck, Jani
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management Human capital -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39491 , vital:35272
- Description: Sales employees are often the most important channel a company uses to execute their strategies and generate income. Psychological capital emerged from the field of positive organisational scholarship, which believes that individuals and organisations will benefit from unlocking hidden potentials of employees by focusing on their strengths and positive qualities, leading to overall subjective well-being, referred to as flourishing. The purpose of this study was to investigate the relationship between Psychological Capital and the Flourishing of retail sales employees. The current research study employed a descriptive, exploratory, quantitative and cross-sectional research design. Results were gathered through formal measurements using, The Psychological capital Questionnaire and the PERMA-Profiler and were analysed through the use of statistical measures. The Psychological Capital questionnaires were used to measure the construct of Psychological Capital (hope, resilience, optimism and self-efficacy). The PERMA-Profiler were utilised to measure the level of flourishing of the sample. Participants was selected by means of non-probability convenience sampling, while a sample of 350 retail sales employees employed at the three leading retail centres in Port Elizabeth, Eastern Cape, completed the questionnaires. Quantitative data obtained from the survey questionnaires, were analysed through the use of descriptive and inferential statistics. The Pearson product-moment correlation was used to determine the strength of the relationships between the variables and the level of significance was set at a 95% confidence interval level (p ≤ 0,05). Owing to the data being non-normal, the Kruskal Wallis test was used to compare the distribution of different populations and nonparametric post hoc, Mann-Whitney U test. Based on the findings, there was a significant relationship found between psychological capital and flourishing amongst the sample employees in the retail industry. It is therefore possible that those relationships may hold true for future studies, in different industries as well as different occupations. Further exploration of these constructs is required in the South African context to see if the result in the present study can be supported or not.
- Full Text:
- Date Issued: 2019
- Authors: De Reuck, Jani
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management Human capital -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39491 , vital:35272
- Description: Sales employees are often the most important channel a company uses to execute their strategies and generate income. Psychological capital emerged from the field of positive organisational scholarship, which believes that individuals and organisations will benefit from unlocking hidden potentials of employees by focusing on their strengths and positive qualities, leading to overall subjective well-being, referred to as flourishing. The purpose of this study was to investigate the relationship between Psychological Capital and the Flourishing of retail sales employees. The current research study employed a descriptive, exploratory, quantitative and cross-sectional research design. Results were gathered through formal measurements using, The Psychological capital Questionnaire and the PERMA-Profiler and were analysed through the use of statistical measures. The Psychological Capital questionnaires were used to measure the construct of Psychological Capital (hope, resilience, optimism and self-efficacy). The PERMA-Profiler were utilised to measure the level of flourishing of the sample. Participants was selected by means of non-probability convenience sampling, while a sample of 350 retail sales employees employed at the three leading retail centres in Port Elizabeth, Eastern Cape, completed the questionnaires. Quantitative data obtained from the survey questionnaires, were analysed through the use of descriptive and inferential statistics. The Pearson product-moment correlation was used to determine the strength of the relationships between the variables and the level of significance was set at a 95% confidence interval level (p ≤ 0,05). Owing to the data being non-normal, the Kruskal Wallis test was used to compare the distribution of different populations and nonparametric post hoc, Mann-Whitney U test. Based on the findings, there was a significant relationship found between psychological capital and flourishing amongst the sample employees in the retail industry. It is therefore possible that those relationships may hold true for future studies, in different industries as well as different occupations. Further exploration of these constructs is required in the South African context to see if the result in the present study can be supported or not.
- Full Text:
- Date Issued: 2019
Consumer Behaviour: IPS321
- Authors: Chipunza, C , Bosman, L
- Date: 2010-02
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17485 , http://hdl.handle.net/10353/d1010459
- Description: Consumer Behaviour: IPS321, Supplementary examination February 2010.
- Full Text: false
- Date Issued: 2010-02
- Authors: Chipunza, C , Bosman, L
- Date: 2010-02
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17485 , http://hdl.handle.net/10353/d1010459
- Description: Consumer Behaviour: IPS321, Supplementary examination February 2010.
- Full Text: false
- Date Issued: 2010-02
Social Behaviour & Social Processes In Organizations: IPS 221
- Authors: Chipunza, C , Murugan, C
- Date: 2009-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17488 , http://hdl.handle.net/10353/d1010463
- Description: Social Behaviour & Social Processes In Organizations: IPS 221, Supplementary Examination January 2009.
- Full Text: false
- Date Issued: 2009-01
- Authors: Chipunza, C , Murugan, C
- Date: 2009-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17488 , http://hdl.handle.net/10353/d1010463
- Description: Social Behaviour & Social Processes In Organizations: IPS 221, Supplementary Examination January 2009.
- Full Text: false
- Date Issued: 2009-01
Career Psychology (An Organizational Perspective): IPS 222
- Authors: Chipunza, C , Murugan, C
- Date: 2009-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17489 , http://hdl.handle.net/10353/d1010464
- Description: Career Psychology (An Organizational Perspective): IPS 222, Supplementary examination January 2009.
- Full Text: false
- Date Issued: 2009-01
- Authors: Chipunza, C , Murugan, C
- Date: 2009-01
- Subjects: Psychology, Industrial
- Language: English
- Type: Examination paper
- Identifier: vital:17489 , http://hdl.handle.net/10353/d1010464
- Description: Career Psychology (An Organizational Perspective): IPS 222, Supplementary examination January 2009.
- Full Text: false
- Date Issued: 2009-01