A new luminous cardinalfish of the genus Apogon (Perciformes:Apogonidae) from the western Pacific Ocean
- Gon, O (Ofer), 1949-, Allen, Gerald R, J.L.B. Smith Institute of Ichthyology
- Authors: Gon, O (Ofer), 1949- , Allen, Gerald R , J.L.B. Smith Institute of Ichthyology
- Date: 1998-11
- Subjects: Apogon -- Pacific Ocean -- Classification , Apogon -- Pacific Ocean -- Identification , Bioluminescence -- Pacific Ocean
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/71022 , vital:29770 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 62 , A new species of cardinalfish, Apogon photogaster is described based on 11 specimens from Madang Lagoon in Papua New Guinea and Galoc Island in the Philippines. This new species has 15 pectoral rays, 2 predorsal scales, 15-18 gill-rakers (8-9 developed), and 7 gill-rakers on the ceratobranchial o f the first gill-arch. It has a unique bioluminescent system, including a light organ branching forward from the second loop of the intestine and a diffuser organ along the ventrolateral part of the body.
- Full Text:
- Date Issued: 1998-11
- Authors: Gon, O (Ofer), 1949- , Allen, Gerald R , J.L.B. Smith Institute of Ichthyology
- Date: 1998-11
- Subjects: Apogon -- Pacific Ocean -- Classification , Apogon -- Pacific Ocean -- Identification , Bioluminescence -- Pacific Ocean
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/71022 , vital:29770 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 62 , A new species of cardinalfish, Apogon photogaster is described based on 11 specimens from Madang Lagoon in Papua New Guinea and Galoc Island in the Philippines. This new species has 15 pectoral rays, 2 predorsal scales, 15-18 gill-rakers (8-9 developed), and 7 gill-rakers on the ceratobranchial o f the first gill-arch. It has a unique bioluminescent system, including a light organ branching forward from the second loop of the intestine and a diffuser organ along the ventrolateral part of the body.
- Full Text:
- Date Issued: 1998-11
A psychobiography of Archbishop Emeritus Desmond Mpilo Tutu
- Authors: Eliastam, Liesl Marijke
- Date: 2011
- Subjects: Developmental psychology , Life cycle, Human -- Psychological aspects , Psychology -- Biographical methods , Personality -- Research -- Methodology , Emotional intelligence
- Language: English
- Type: Thesis , Masters , M Soc Sc (C Psy)
- Identifier: vital:11856 , http://hdl.handle.net/10353/537 , Developmental psychology , Life cycle, Human -- Psychological aspects , Psychology -- Biographical methods , Personality -- Research -- Methodology , Emotional intelligence
- Description: Psychobiographies offer the illuminating experience of uncovering the story of an individual’s life through the lens of a psychological theory. Psychobiographies offer the chance to gain a deeper understanding of what makes that individual unique. This study aimed to explore and describe the emotional intelligence of Archbishop Emeritus Desmond Tutu according to Goleman’s (1998) theory of Emotional Intelligence. Tutu was chosen as a subject for this study because of his extraordinary life and accomplishments, and because he is regarded as a prominent figure of moral leadership in South Africa. A qualitative psychobiographical research method was utilised. Data was collected from both primary and secondary sources to enhance internal validity, and was then analysed according to Miles and Huberman’s (1994) approach. The findings suggest that Tutu applied all of the twenty five emotional intelligence capacities during his life, and that at times, some were used more extensively than others. This study is groundbreaking in that it is the first psychobiography on Desmond Tutu, and it is the first psychobiography undertaken at the University of Fort Hare. Psychobiographies offer an opportunity to evaluate the psychological theory which is applied. It was found that Goleman’s (1998) theory of Emotional Intelligence is supported by this study.
- Full Text:
- Date Issued: 2011
- Authors: Eliastam, Liesl Marijke
- Date: 2011
- Subjects: Developmental psychology , Life cycle, Human -- Psychological aspects , Psychology -- Biographical methods , Personality -- Research -- Methodology , Emotional intelligence
- Language: English
- Type: Thesis , Masters , M Soc Sc (C Psy)
- Identifier: vital:11856 , http://hdl.handle.net/10353/537 , Developmental psychology , Life cycle, Human -- Psychological aspects , Psychology -- Biographical methods , Personality -- Research -- Methodology , Emotional intelligence
- Description: Psychobiographies offer the illuminating experience of uncovering the story of an individual’s life through the lens of a psychological theory. Psychobiographies offer the chance to gain a deeper understanding of what makes that individual unique. This study aimed to explore and describe the emotional intelligence of Archbishop Emeritus Desmond Tutu according to Goleman’s (1998) theory of Emotional Intelligence. Tutu was chosen as a subject for this study because of his extraordinary life and accomplishments, and because he is regarded as a prominent figure of moral leadership in South Africa. A qualitative psychobiographical research method was utilised. Data was collected from both primary and secondary sources to enhance internal validity, and was then analysed according to Miles and Huberman’s (1994) approach. The findings suggest that Tutu applied all of the twenty five emotional intelligence capacities during his life, and that at times, some were used more extensively than others. This study is groundbreaking in that it is the first psychobiography on Desmond Tutu, and it is the first psychobiography undertaken at the University of Fort Hare. Psychobiographies offer an opportunity to evaluate the psychological theory which is applied. It was found that Goleman’s (1998) theory of Emotional Intelligence is supported by this study.
- Full Text:
- Date Issued: 2011
A new gobiid fish, Fusigobius duospilus, from the tropical Indo-Pacific
- Hoese, Douglass F, Reader, Sally, J.L.B. Smith Institute of Ichthyology
- Authors: Hoese, Douglass F , Reader, Sally , J.L.B. Smith Institute of Ichthyology
- Date: 1985-01
- Subjects: Gobiidae -- Classification
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70180 , vital:29631 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 36 , Fusigobius duospilusis described as a new species from several localities in the tropical Pacific and Indian oceans. This species differs from other species of Fusigobius in pectoral ray and gill-raker counts, coloration, reduced pelvic frenum, branching of the pelvic rays, presence of two large black spots on the first dorsal fin and shape of the first dorsal fin. The species is free living on sand. Males average a larger size than females. Sex ratios are uneven, with about twice as many females as males. Fusigobius longispinus Goren is recorded from several localities in the western Indian Ocean, where populations differ morphologically from Red Sea populations. Fusiogobius neophytus africanusls regarded as a synonym of F. neophytus.
- Full Text:
- Date Issued: 1985-01
- Authors: Hoese, Douglass F , Reader, Sally , J.L.B. Smith Institute of Ichthyology
- Date: 1985-01
- Subjects: Gobiidae -- Classification
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70180 , vital:29631 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 36 , Fusigobius duospilusis described as a new species from several localities in the tropical Pacific and Indian oceans. This species differs from other species of Fusigobius in pectoral ray and gill-raker counts, coloration, reduced pelvic frenum, branching of the pelvic rays, presence of two large black spots on the first dorsal fin and shape of the first dorsal fin. The species is free living on sand. Males average a larger size than females. Sex ratios are uneven, with about twice as many females as males. Fusigobius longispinus Goren is recorded from several localities in the western Indian Ocean, where populations differ morphologically from Red Sea populations. Fusiogobius neophytus africanusls regarded as a synonym of F. neophytus.
- Full Text:
- Date Issued: 1985-01
Apolemichthys kingi, a new species of angelfish (Pomacanthidae) from South Africa : with comments on the classification of angelfishes and a checklist of the Pomacanthids of the western Indian Ocean
- Heemstra, Phillip C, J.L.B. Smith Institute of Ichthyology
- Authors: Heemstra, Phillip C , J.L.B. Smith Institute of Ichthyology
- Date: 1984-05
- Subjects: Angelfish -- South Africa -- Classification
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70083 , vital:29612 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 35 , A new species of angelfish is described from three specimens collected in 30 m off Durban, South Africa. The distinction of the genus Apolemichthys is discussed, and an annotated checklist of the pomacanthids of the Western Indian Ocean is presented. The first positive record of Centropyge bispinosus (Gunther, 1860) from southern Africa is reported, based on a specimen collected at Sodwana Bay (27°30’S).
- Full Text:
- Date Issued: 1984-05
- Authors: Heemstra, Phillip C , J.L.B. Smith Institute of Ichthyology
- Date: 1984-05
- Subjects: Angelfish -- South Africa -- Classification
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70083 , vital:29612 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 35 , A new species of angelfish is described from three specimens collected in 30 m off Durban, South Africa. The distinction of the genus Apolemichthys is discussed, and an annotated checklist of the pomacanthids of the Western Indian Ocean is presented. The first positive record of Centropyge bispinosus (Gunther, 1860) from southern Africa is reported, based on a specimen collected at Sodwana Bay (27°30’S).
- Full Text:
- Date Issued: 1984-05
Annotated checklist of the epipelagic and shore fishes of the Maldive Islands
- Randall, John E, 1924-, Anderson, R Charles
- Authors: Randall, John E, 1924- , Anderson, R Charles
- Date: 1993
- Language: English
- Type: Text
- Identifier: vital:15035 , http://hdl.handle.net/10962/d1019913 , ISSN 0073-4381 , ISBN 0-86810-261-X , Ichthyological Bulletin of the J.L.B. Smith Insitute of Ichthyology; No. 59
- Description: A historical resume of fish collecting in the Maldive Islands is presented, beginning with the collection o f J. Stanley Gardiner in 1899-1900. Specimens of Maldives fishes have been examined at the Marine Research Section of the Ministry of Fisheries and Agriculture, Republic of Maldives and the five museums which house most of the fishes that have been collected in the islands: the Natural History Museum, London; Bernice P. Bishop Museum, Honolulu; California Academy of Sciences, San Francisco; Field Museum of Natural History, Chicago; and the Senckenberg Museum, Frankfurt. A total of 899 species of epipelagic and shore fishes are recorded from the Maldives; 201 of these are new records for the islands. Thirty-two of the 899 are recorded by generic name only. Some of these could not be identified to species due to poor condition or to their being juveniles, but most appear to be undescribed. , Rhodes University Libraries (Digitisation)
- Full Text:
- Date Issued: 1993
- Authors: Randall, John E, 1924- , Anderson, R Charles
- Date: 1993
- Language: English
- Type: Text
- Identifier: vital:15035 , http://hdl.handle.net/10962/d1019913 , ISSN 0073-4381 , ISBN 0-86810-261-X , Ichthyological Bulletin of the J.L.B. Smith Insitute of Ichthyology; No. 59
- Description: A historical resume of fish collecting in the Maldive Islands is presented, beginning with the collection o f J. Stanley Gardiner in 1899-1900. Specimens of Maldives fishes have been examined at the Marine Research Section of the Ministry of Fisheries and Agriculture, Republic of Maldives and the five museums which house most of the fishes that have been collected in the islands: the Natural History Museum, London; Bernice P. Bishop Museum, Honolulu; California Academy of Sciences, San Francisco; Field Museum of Natural History, Chicago; and the Senckenberg Museum, Frankfurt. A total of 899 species of epipelagic and shore fishes are recorded from the Maldives; 201 of these are new records for the islands. Thirty-two of the 899 are recorded by generic name only. Some of these could not be identified to species due to poor condition or to their being juveniles, but most appear to be undescribed. , Rhodes University Libraries (Digitisation)
- Full Text:
- Date Issued: 1993
The relationship between culture, commitment and performance in a South African electricity utility
- Authors: Pittorino, Leonardo Andres
- Date: 2009
- Subjects: Eskom (Firm) -- Employees South Africa. Electricity Supply Commission Corporate culture -- South Africa -- Research Management -- South Africa -- Research Organization -- South Africa -- Research Employees -- South Africa -- Research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:757 , http://hdl.handle.net/10962/d1003878
- Description: The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital expansion program to increase generation capacity which will require a committed workforce to execute. Organisational culture has been regarded as leading to greater productivity and generating commitment to the values and philosophies of the organisation. The purpose of the research was to determine whether there was a significant relationship between the organisational culture, organisational commitment and employee performance in Eskom Southern Region. In order to achieve this purpose a survey was undertaken (N=83) which measured perceptions regarding the existing organisational culture, preferred organisational culture as well as organisational commitment. Performance rating scores were linked to each respondent and were obtained from the performance management process of Eskom Southern Region. The main findings of this research can be summarised as follows: • The dominant existing organisational culture in Eskom Southern Region is the power culture, while the dominant preferred organisational culture is the achievement culture. • There is a significant organisational culture gap between the existing and the preferred organisational culture in Eskom Southern Region. • The dominant organisational commitment within Eskom Southern Region is affective commitment together with normative commitment. • The findings related to the employee performance include: o A slight but significant negative relationship was measured between the existing achievement culture and employee performance. o No significant relationships were measured between the preferred cultures and employee performance. o No significant relationships were measured between the organisational commitment scales and employee performance. • The findings pertaining to the relationship between organisational culture and organisational commitment can be stated as follows: o A significant positive linear relationship between the existing achievement culture and affective commitment was measured. A strong, significant negative linear relationship between the existing power culture and the affective commitment was also measured. o No significant relationships were measured between the preferred organisational cultures and organisational commitment. o The organisational culture gap has a significant effect on the organisational commitment of employees. • The findings pertaining to the relationship between the biographical variables and the organisational culture, organisational commitment and employee performance can be stated as follows: o There exists a strong significant relationship between the years of service and the existing organisational culture scales. o No significant relationships exist between the preferred organisational culture scales and any of the biographical variables. There was a common agreement across all respondents on the preferred organisational culture. o A significant relationship was found between organisational commitment and the number of people supervised. o A slight but significant positive linear relationship between the age of respondents and employee performance ratings was measured. It can therefore be concluded that the type of organisational culture has a significant impact on the level of affective commitment of the employees within Eskom Southern Region. No significant positive relationship was found between organisational commitment and organisational performance in Eskom Southern Region.
- Full Text:
- Date Issued: 2009
- Authors: Pittorino, Leonardo Andres
- Date: 2009
- Subjects: Eskom (Firm) -- Employees South Africa. Electricity Supply Commission Corporate culture -- South Africa -- Research Management -- South Africa -- Research Organization -- South Africa -- Research Employees -- South Africa -- Research
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:757 , http://hdl.handle.net/10962/d1003878
- Description: The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital expansion program to increase generation capacity which will require a committed workforce to execute. Organisational culture has been regarded as leading to greater productivity and generating commitment to the values and philosophies of the organisation. The purpose of the research was to determine whether there was a significant relationship between the organisational culture, organisational commitment and employee performance in Eskom Southern Region. In order to achieve this purpose a survey was undertaken (N=83) which measured perceptions regarding the existing organisational culture, preferred organisational culture as well as organisational commitment. Performance rating scores were linked to each respondent and were obtained from the performance management process of Eskom Southern Region. The main findings of this research can be summarised as follows: • The dominant existing organisational culture in Eskom Southern Region is the power culture, while the dominant preferred organisational culture is the achievement culture. • There is a significant organisational culture gap between the existing and the preferred organisational culture in Eskom Southern Region. • The dominant organisational commitment within Eskom Southern Region is affective commitment together with normative commitment. • The findings related to the employee performance include: o A slight but significant negative relationship was measured between the existing achievement culture and employee performance. o No significant relationships were measured between the preferred cultures and employee performance. o No significant relationships were measured between the organisational commitment scales and employee performance. • The findings pertaining to the relationship between organisational culture and organisational commitment can be stated as follows: o A significant positive linear relationship between the existing achievement culture and affective commitment was measured. A strong, significant negative linear relationship between the existing power culture and the affective commitment was also measured. o No significant relationships were measured between the preferred organisational cultures and organisational commitment. o The organisational culture gap has a significant effect on the organisational commitment of employees. • The findings pertaining to the relationship between the biographical variables and the organisational culture, organisational commitment and employee performance can be stated as follows: o There exists a strong significant relationship between the years of service and the existing organisational culture scales. o No significant relationships exist between the preferred organisational culture scales and any of the biographical variables. There was a common agreement across all respondents on the preferred organisational culture. o A significant relationship was found between organisational commitment and the number of people supervised. o A slight but significant positive linear relationship between the age of respondents and employee performance ratings was measured. It can therefore be concluded that the type of organisational culture has a significant impact on the level of affective commitment of the employees within Eskom Southern Region. No significant positive relationship was found between organisational commitment and organisational performance in Eskom Southern Region.
- Full Text:
- Date Issued: 2009
The exploration of a relationship between leadership styles and organizational commitment of Richards Bay Coal Terminal employees
- Authors: Khoali, Bafokeng Ngcobile
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:870 , http://hdl.handle.net/10962/d1021315
- Description: Richards Bay Coal Terminal (RBCT) is situated in the South African deep water harbour of KwaZulu- Natal. The company provides coal mining organizations a strategic logistics link to international coal markets by enabling the use of a coal exporting facility. RBCT recognizes that its lifeblood is the human capital it retains and that achieving a competitive edge equitably and fairly through its people is a priority (du Preez, 2012). In the modern organization operating in an environment of uncertainty and constant change, employee’s commitment to the organization can be a critical determinant of its success or failure in anchoring a competitive advantage (Ulrich, 1998). The current study explored a relationship between the full range leadership styles of supervisors and the organizational commitment of the subordinates to the organization. The literature reviewed in the study includes two models; the first model is by Bass and Avolio and is referred to as the full range leadership model (FRL). This is the independent variable of the research. The dependent variable is organizational commitment, which belongs to the three component model by Meyer and Allen. These models each contain an instrument which was used on a sample of 120 non-supervisory employees. The independent variable used an instrument called the multifactor leadership questionnaire (MLQ) and the dependent used the organizational commitment questionnaire (OCQ). The data collected with these two questionnaires was then subjected to statistical scrutiny. A two-tailed Pearson correlation analysis was conducted to ascertain the strength and direction of the linear relationship, but most importantly to, at 95%-99% confidence, ascertain the statistical significance of the relationships. The findings of the study reflected no statistically significant relationships between transactional leadership and all of the three components of organizational commitment. The two components; affective and normative commitment, both reported a significant relationship with laissez-faire, whilst continuance commitment reflected insignificance. A positive significant relationship between transformational leadership and affective commitment was evident. This leadership style demonstrated no statistically significant relationship between it and continuance and normative commitment. The combined findings suggested that transactional leadership style of supervisors is somewhat unrelated to the subordinate’s need, desire and or sense of obligation to remain employed. A more transformational style of leadership appears to inspire a desire to sustain employment and affectively commit to the organization, whilst this style bears no relation to the need and sense of moral obligation of the subordinate to maintain employment. Laissez-faire reported a weak insignificant negative relationship with continuance commitment. The result suggests the independence of the subordinates’ need to maintain employment to the lack of leadership presence of the supervision. The significant relationship between laissez-faire and normative commitment may be accepted as indicative of how the absence of leadership is related to the employee’s recognition of no developmental intentions demonstrated by the supervisor. Although weak, the relationship between laissez-faire and affective commitment entails that the more prevalent the non-leadership (absence of leadership) style of the supervisor, the less desire do subordinates demonstrate to remain employed.
- Full Text:
- Date Issued: 2016
- Authors: Khoali, Bafokeng Ngcobile
- Date: 2016
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:870 , http://hdl.handle.net/10962/d1021315
- Description: Richards Bay Coal Terminal (RBCT) is situated in the South African deep water harbour of KwaZulu- Natal. The company provides coal mining organizations a strategic logistics link to international coal markets by enabling the use of a coal exporting facility. RBCT recognizes that its lifeblood is the human capital it retains and that achieving a competitive edge equitably and fairly through its people is a priority (du Preez, 2012). In the modern organization operating in an environment of uncertainty and constant change, employee’s commitment to the organization can be a critical determinant of its success or failure in anchoring a competitive advantage (Ulrich, 1998). The current study explored a relationship between the full range leadership styles of supervisors and the organizational commitment of the subordinates to the organization. The literature reviewed in the study includes two models; the first model is by Bass and Avolio and is referred to as the full range leadership model (FRL). This is the independent variable of the research. The dependent variable is organizational commitment, which belongs to the three component model by Meyer and Allen. These models each contain an instrument which was used on a sample of 120 non-supervisory employees. The independent variable used an instrument called the multifactor leadership questionnaire (MLQ) and the dependent used the organizational commitment questionnaire (OCQ). The data collected with these two questionnaires was then subjected to statistical scrutiny. A two-tailed Pearson correlation analysis was conducted to ascertain the strength and direction of the linear relationship, but most importantly to, at 95%-99% confidence, ascertain the statistical significance of the relationships. The findings of the study reflected no statistically significant relationships between transactional leadership and all of the three components of organizational commitment. The two components; affective and normative commitment, both reported a significant relationship with laissez-faire, whilst continuance commitment reflected insignificance. A positive significant relationship between transformational leadership and affective commitment was evident. This leadership style demonstrated no statistically significant relationship between it and continuance and normative commitment. The combined findings suggested that transactional leadership style of supervisors is somewhat unrelated to the subordinate’s need, desire and or sense of obligation to remain employed. A more transformational style of leadership appears to inspire a desire to sustain employment and affectively commit to the organization, whilst this style bears no relation to the need and sense of moral obligation of the subordinate to maintain employment. Laissez-faire reported a weak insignificant negative relationship with continuance commitment. The result suggests the independence of the subordinates’ need to maintain employment to the lack of leadership presence of the supervision. The significant relationship between laissez-faire and normative commitment may be accepted as indicative of how the absence of leadership is related to the employee’s recognition of no developmental intentions demonstrated by the supervisor. Although weak, the relationship between laissez-faire and affective commitment entails that the more prevalent the non-leadership (absence of leadership) style of the supervisor, the less desire do subordinates demonstrate to remain employed.
- Full Text:
- Date Issued: 2016
Reproductive behaviour of the skunk clownfish, Amphiprion akallopisos, under captive conditions
- Authors: Haschick, Rory Dean
- Date: 1998
- Subjects: Anemonefishes -- Spawning , Amphiprion -- Reproduction , Fishes -- Reproduction , Hatchery fishes
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:5316 , http://hdl.handle.net/10962/d1005161 , Anemonefishes -- Spawning , Amphiprion -- Reproduction , Fishes -- Reproduction , Hatchery fishes
- Description: The objectives of the study were to determine whether or not behaviour could be used to predict spawning in Amphiprion akallopisos, and to document the behaviour of this species under various environmental conditions in captivity. The spawning behaviour of A. akallopisos was studied and quantified. Three behaviour patterns - belly touching, nest cleaning by the female and mutual nest cleaning (by the male and the female) were identified as predictors for spawning. The reproductive behaviour of A.akallopisos under three photoperiods was investigated. The photoperiods were: 14L:10D, 10hr15minL:13hr45minD and a natural photoperiod cycle condensed into three months. A. akallopisos maintained under 14 L:10D exhibited a significantly higher frequency and duration of chasing, nest cleaning and total interaction compared to fish kept under 10hr15minL:13hr45minD. A photoperiod of 14L:10D was selected for further studies. As manipulation of photoperiod did not induce spawning, GnRHa was administered to the fish in the diet at levels of 10, 20, 40 and 80 μg/kg BW. Control groups were fed untreated food. None of the dosages were successful in inducing spawning, or spawning behaviour in A. akallopisos. It is possible that the method of hormone application was not suitable for this species. It is also possible that behaviour may regulate blood hormone levels as opposed to endocrine status influencing behaviour. In the third trial, A. akallopisos was maintained with, and without sea anemones in order to determine whether or not anemone hosts are necessary for spawning. The presence of anemones did not induce spawning and A. akallopisos kept without anemones exhibited significantly more interactive behaviour than fish kept with hosts. Spawning of A. akallopisos at a later date without anemones suggests that anemones are not necessary for spawning in A. akallopisos. Light intensity was investigated as a cue for spawning. The reproductive behaviour of A. akallopisos was then studied under light intensities of 4.16 x 10¹⁵ quanta.sec⁻¹.cm⁻², 8.85 x 10¹⁵ quanta.sec⁻¹.cm⁻² and this intensity plus natural light. Spawning occurred mainly under 8.85 x 10¹⁵ quanta.sec⁻¹.cm⁻². Fish maintained under this light intensity exhibited significantly more of nest cleaning behaviour in terms of frequency and duration than fish maintained under low light intensity. A minimum light intensity of 8.85 x 10¹⁵ quanta. sec⁻¹.cm⁻² is recommended for conditioning of this species. This study can be of practical relevance to hatchery managers who can use the methods developed and record predictors for spawning in A. akallopisos and other Amphiprion species. In this way imminence of spawning may be estimated. Most importantly, the study also has academic merit as little work has been undertaken in this field. Although the observational method used in this study was adequate for the purposes of the investigation, future work of this nature should incorporate other methods of documenting gonadal development such as gonadal staging and GSI in order to obtain more conclusive results.
- Full Text:
- Date Issued: 1998
- Authors: Haschick, Rory Dean
- Date: 1998
- Subjects: Anemonefishes -- Spawning , Amphiprion -- Reproduction , Fishes -- Reproduction , Hatchery fishes
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:5316 , http://hdl.handle.net/10962/d1005161 , Anemonefishes -- Spawning , Amphiprion -- Reproduction , Fishes -- Reproduction , Hatchery fishes
- Description: The objectives of the study were to determine whether or not behaviour could be used to predict spawning in Amphiprion akallopisos, and to document the behaviour of this species under various environmental conditions in captivity. The spawning behaviour of A. akallopisos was studied and quantified. Three behaviour patterns - belly touching, nest cleaning by the female and mutual nest cleaning (by the male and the female) were identified as predictors for spawning. The reproductive behaviour of A.akallopisos under three photoperiods was investigated. The photoperiods were: 14L:10D, 10hr15minL:13hr45minD and a natural photoperiod cycle condensed into three months. A. akallopisos maintained under 14 L:10D exhibited a significantly higher frequency and duration of chasing, nest cleaning and total interaction compared to fish kept under 10hr15minL:13hr45minD. A photoperiod of 14L:10D was selected for further studies. As manipulation of photoperiod did not induce spawning, GnRHa was administered to the fish in the diet at levels of 10, 20, 40 and 80 μg/kg BW. Control groups were fed untreated food. None of the dosages were successful in inducing spawning, or spawning behaviour in A. akallopisos. It is possible that the method of hormone application was not suitable for this species. It is also possible that behaviour may regulate blood hormone levels as opposed to endocrine status influencing behaviour. In the third trial, A. akallopisos was maintained with, and without sea anemones in order to determine whether or not anemone hosts are necessary for spawning. The presence of anemones did not induce spawning and A. akallopisos kept without anemones exhibited significantly more interactive behaviour than fish kept with hosts. Spawning of A. akallopisos at a later date without anemones suggests that anemones are not necessary for spawning in A. akallopisos. Light intensity was investigated as a cue for spawning. The reproductive behaviour of A. akallopisos was then studied under light intensities of 4.16 x 10¹⁵ quanta.sec⁻¹.cm⁻², 8.85 x 10¹⁵ quanta.sec⁻¹.cm⁻² and this intensity plus natural light. Spawning occurred mainly under 8.85 x 10¹⁵ quanta.sec⁻¹.cm⁻². Fish maintained under this light intensity exhibited significantly more of nest cleaning behaviour in terms of frequency and duration than fish maintained under low light intensity. A minimum light intensity of 8.85 x 10¹⁵ quanta. sec⁻¹.cm⁻² is recommended for conditioning of this species. This study can be of practical relevance to hatchery managers who can use the methods developed and record predictors for spawning in A. akallopisos and other Amphiprion species. In this way imminence of spawning may be estimated. Most importantly, the study also has academic merit as little work has been undertaken in this field. Although the observational method used in this study was adequate for the purposes of the investigation, future work of this nature should incorporate other methods of documenting gonadal development such as gonadal staging and GSI in order to obtain more conclusive results.
- Full Text:
- Date Issued: 1998
Deconstructing “the South African jazz feel”: roots, rhythms and features of South African jazz
- Authors: Thorpe, Christopher John
- Date: 2019
- Subjects: Jazz -- History and criticism , Jazz -- African influences , Jazz -- Africa --History and criticism , Jazz -- South Africa --History and criticism
- Language: English
- Type: text , Thesis , Masters , MMus
- Identifier: http://hdl.handle.net/10962/76649 , vital:30612
- Description: South African jazz has established itself as a distinct and influential genre in modern popular music that merges musical elements from traditional South African musics with influences from U.S.-American jazz. Formed during a time of extreme social inequality in a divided country, South African jazz became the soundtrack of the struggle against social injustice and racial oppression, and was brought to international attention by artists such as Hugh Masekela, Miriam Makeba, and Abdullah Ibrahim who gave poignant musical expression to the hardships of the time. South African jazz is celebrated for its unique sound, original catalogue and all-important “feel”. To many listeners, performers and musicologists, it is this concept of feel that makes South African jazz so distinctive and inimitable. To date, however, much of the scholarly and popular literature on South African jazz has centred on the historical, social and political aspects of the music, with less attention given to close musical-textual analysis. A few studies have considered the melodic and harmonic language of iconic saxophonists and bass players but there are – to date – no close studies of rhythm and feel in South African jazz. Beginning to address this gap in the literature, this study uncovers some of the elements that constitute the South African jazz feel through close rhythmic and more general musical analyses of a selection of South African jazz recordings.
- Full Text:
- Date Issued: 2019
- Authors: Thorpe, Christopher John
- Date: 2019
- Subjects: Jazz -- History and criticism , Jazz -- African influences , Jazz -- Africa --History and criticism , Jazz -- South Africa --History and criticism
- Language: English
- Type: text , Thesis , Masters , MMus
- Identifier: http://hdl.handle.net/10962/76649 , vital:30612
- Description: South African jazz has established itself as a distinct and influential genre in modern popular music that merges musical elements from traditional South African musics with influences from U.S.-American jazz. Formed during a time of extreme social inequality in a divided country, South African jazz became the soundtrack of the struggle against social injustice and racial oppression, and was brought to international attention by artists such as Hugh Masekela, Miriam Makeba, and Abdullah Ibrahim who gave poignant musical expression to the hardships of the time. South African jazz is celebrated for its unique sound, original catalogue and all-important “feel”. To many listeners, performers and musicologists, it is this concept of feel that makes South African jazz so distinctive and inimitable. To date, however, much of the scholarly and popular literature on South African jazz has centred on the historical, social and political aspects of the music, with less attention given to close musical-textual analysis. A few studies have considered the melodic and harmonic language of iconic saxophonists and bass players but there are – to date – no close studies of rhythm and feel in South African jazz. Beginning to address this gap in the literature, this study uncovers some of the elements that constitute the South African jazz feel through close rhythmic and more general musical analyses of a selection of South African jazz recordings.
- Full Text:
- Date Issued: 2019
Pomacanthus Rhomboides (Gilchrist and Thompson), the valid name for the South African Angelfish previously known as Pomacanthus Striatus
- Randall, John E, 1924-, J.L.B. Smith Institute of Ichthyology
- Authors: Randall, John E, 1924- , J.L.B. Smith Institute of Ichthyology
- Date: 1988-12
- Subjects: Marine angelfishes -- South Africa -- Nomenclature
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70291 , vital:29642 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 46 , The Indian Ocean angelfish from southern Africa heretofore identified as Pomacanthus striatus (Riippell, 1836) is Pomacanthus rhomboides (Gilchrist and Thompson, 1908). P. striatus is shown to be the young of P. maculosus (Forsskål, 1775) which is not known from South Africa; it occurs in the Red Sea, Persian Gulf, and along the East African coast to at least 13°S. Holacanthus coeruleus Cuvier, described from a juvenile specimen from the Red Sea, is a junior synonym of Pomacanthus asfur (Forsskål), not P. semicirculatus (Cuvier), thus casting doubt on the record of the letter from the Red Sea.
- Full Text:
- Date Issued: 1988-12
- Authors: Randall, John E, 1924- , J.L.B. Smith Institute of Ichthyology
- Date: 1988-12
- Subjects: Marine angelfishes -- South Africa -- Nomenclature
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70291 , vital:29642 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 46 , The Indian Ocean angelfish from southern Africa heretofore identified as Pomacanthus striatus (Riippell, 1836) is Pomacanthus rhomboides (Gilchrist and Thompson, 1908). P. striatus is shown to be the young of P. maculosus (Forsskål, 1775) which is not known from South Africa; it occurs in the Red Sea, Persian Gulf, and along the East African coast to at least 13°S. Holacanthus coeruleus Cuvier, described from a juvenile specimen from the Red Sea, is a junior synonym of Pomacanthus asfur (Forsskål), not P. semicirculatus (Cuvier), thus casting doubt on the record of the letter from the Red Sea.
- Full Text:
- Date Issued: 1988-12
A new species of anthiine fish of the genus Rabaulichthys (Perciformes: Serranidaie) from the Maldive Islands
- Randall, John E, 1924-, Pyle, Robert Michael, J.L.B. Smith Institute of Ichthyology
- Authors: Randall, John E, 1924- , Pyle, Robert Michael , J.L.B. Smith Institute of Ichthyology
- Date: 1989-07
- Subjects: Serranidae -- Maldives
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70313 , vital:29644 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 47 , Rabaulichthys stigmaticus is described as a new species of serranid fish of the subfamily Anthiinae from four male specimens collected in 35 m on a rubble bottom off Ari Aroll in the Republic of Maldives, it is distinct from the only other known species of the genus, R. altipinnis Allen from New Britain, in having a longer snout (6.7-7.1%SL, versus 5.5-6.4%SL), a higher dorsal fin in the adult male (30-39% SL), a large quadrangular dark spot on the side of the body above the anal fin, and an elongate black blotch in the soft portion of the dorsal fin. Specimens of a possible third species taken in a dredge at Condor Reef, Caroline Islands are discussed.
- Full Text:
- Date Issued: 1989-07
- Authors: Randall, John E, 1924- , Pyle, Robert Michael , J.L.B. Smith Institute of Ichthyology
- Date: 1989-07
- Subjects: Serranidae -- Maldives
- Language: English
- Type: text , book
- Identifier: http://hdl.handle.net/10962/70313 , vital:29644 , Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB)) Periodicals Margaret Smith Library (South African Institute for Aquatic Biodiversity (SAIAB))
- Description: Online version of original print edition of the Special Publication of the J.L.B. Smith Institute of Ichthyology; No. 47 , Rabaulichthys stigmaticus is described as a new species of serranid fish of the subfamily Anthiinae from four male specimens collected in 35 m on a rubble bottom off Ari Aroll in the Republic of Maldives, it is distinct from the only other known species of the genus, R. altipinnis Allen from New Britain, in having a longer snout (6.7-7.1%SL, versus 5.5-6.4%SL), a higher dorsal fin in the adult male (30-39% SL), a large quadrangular dark spot on the side of the body above the anal fin, and an elongate black blotch in the soft portion of the dorsal fin. Specimens of a possible third species taken in a dredge at Condor Reef, Caroline Islands are discussed.
- Full Text:
- Date Issued: 1989-07
Afromelampsalta, a new genus, a new species, and five new combinations of African cicadettine cicadas (Hemiptera: Cicadidae: Cicadettinae):
- Sanborn, Allen F, Villet, Martin H
- Authors: Sanborn, Allen F , Villet, Martin H
- Date: 2020
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/140680 , vital:37909
- Description: Afromelampsalta n. gen. is described for African species currently assigned to the genera Melampsalta Kolenati, 1857. Cicadetta Kolenati, 1857 and Pauropsalta Goding and Froggatt, 1904, and the new species Afromelampsalta luteofasciata n. gen., n. sp. is described. Afromelampsalta aethiopica (Distant, 1905) n. comb., A. cadisia (Walker, 1850) n. comb. and A. leucoptera (Germar, 1830) n. comb. are reassigned from Melampsalta to Afromelampsalta n. gen., A. limitata (Walker, 1852) n. comb. is transferred from Cicadetta Kolenati, 1857 and A. mimica (Distant ,1907) n. comb. is transferred from Pauropsalta Goding and Froggatt, 1904 to Afromelampsalta n. gen. Notes on the biology of the new species, a description of the exuvia of A. mimica n. comb., and a key to the species of African Cicadettini are provided.
- Full Text:
- Date Issued: 2020
- Authors: Sanborn, Allen F , Villet, Martin H
- Date: 2020
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/140680 , vital:37909
- Description: Afromelampsalta n. gen. is described for African species currently assigned to the genera Melampsalta Kolenati, 1857. Cicadetta Kolenati, 1857 and Pauropsalta Goding and Froggatt, 1904, and the new species Afromelampsalta luteofasciata n. gen., n. sp. is described. Afromelampsalta aethiopica (Distant, 1905) n. comb., A. cadisia (Walker, 1850) n. comb. and A. leucoptera (Germar, 1830) n. comb. are reassigned from Melampsalta to Afromelampsalta n. gen., A. limitata (Walker, 1852) n. comb. is transferred from Cicadetta Kolenati, 1857 and A. mimica (Distant ,1907) n. comb. is transferred from Pauropsalta Goding and Froggatt, 1904 to Afromelampsalta n. gen. Notes on the biology of the new species, a description of the exuvia of A. mimica n. comb., and a key to the species of African Cicadettini are provided.
- Full Text:
- Date Issued: 2020
The influence of leadership styles on employee commitment in the retail industry
- Authors: Mqomboti, Sakhile
- Date: 2019
- Subjects: Retail trade -- Management -- South Africa , Retail trade -- Employees -- South Africa , Employee loyalty -- South Africa , Leadership -- Case studies -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93811 , vital:30947
- Description: Purpose – Companies operating in the South African retail industry have been experiencing a high staff turnover, reported to be standing at 36% (Kelly, 2016). The Edcon Retail Group and Taste Holdings have already indicated their strategic focus on staff turnover reduction in order to achieve their business objectives (Crotty, 2017; Laing, 2017). This research study explained the relationship between the three leadership styles of the Full Range Leadership Theory (FRLT) model developed by Bass and Avolio and three types of commitments from the three component model of Meyer and Allen. The research study was interested in the leadership style that contributes the most to commitment. The effective leadership style may be developed to improve the level of employee commitment in the South African Retail industry. Methodology – The research study used the total population of 300 subordinate employees from four stores of a retail company in the Rustenburg region in the North-West Province of South Africa. The Multifactor Leadership Questionnaire (MLQ 5X) instrument was adopted for leadership questionnaire data collection, the three-component model of commitment was adopted for data collection of the commitment questionnaire. Pearson Correlations quantitative data analysis was adopted to explain the relationship of the independent and dependent variables. Multiple Regression quantitative data analysis was adopted to test the strength of the leadership styles on commitment. Findings – The statistical analysis results of Pearson Correlations found weak but significant positive relationship between Transactional leadership style and both Normative and Continuance commitment. A weak but significant positive relationship was found between Transformational leadership style and Normative commitment. A weak but significant positive relationship was found between Passive/Avoidant leadership and continuance commitment. Transformational leadership style showed more strength in contribution to commitment, followed by the Transactional leadership style. Significant – This research study will expand the existing but limited leadership style and commitment body of knowledge in the South African retail industry. The South African retail companies will be able to develop the preferred leadership style by its employees and develop this leadership style in their managers to improve the commitment of their employees.
- Full Text:
- Date Issued: 2019
- Authors: Mqomboti, Sakhile
- Date: 2019
- Subjects: Retail trade -- Management -- South Africa , Retail trade -- Employees -- South Africa , Employee loyalty -- South Africa , Leadership -- Case studies -- South Africa
- Language: English
- Type: text , Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10962/93811 , vital:30947
- Description: Purpose – Companies operating in the South African retail industry have been experiencing a high staff turnover, reported to be standing at 36% (Kelly, 2016). The Edcon Retail Group and Taste Holdings have already indicated their strategic focus on staff turnover reduction in order to achieve their business objectives (Crotty, 2017; Laing, 2017). This research study explained the relationship between the three leadership styles of the Full Range Leadership Theory (FRLT) model developed by Bass and Avolio and three types of commitments from the three component model of Meyer and Allen. The research study was interested in the leadership style that contributes the most to commitment. The effective leadership style may be developed to improve the level of employee commitment in the South African Retail industry. Methodology – The research study used the total population of 300 subordinate employees from four stores of a retail company in the Rustenburg region in the North-West Province of South Africa. The Multifactor Leadership Questionnaire (MLQ 5X) instrument was adopted for leadership questionnaire data collection, the three-component model of commitment was adopted for data collection of the commitment questionnaire. Pearson Correlations quantitative data analysis was adopted to explain the relationship of the independent and dependent variables. Multiple Regression quantitative data analysis was adopted to test the strength of the leadership styles on commitment. Findings – The statistical analysis results of Pearson Correlations found weak but significant positive relationship between Transactional leadership style and both Normative and Continuance commitment. A weak but significant positive relationship was found between Transformational leadership style and Normative commitment. A weak but significant positive relationship was found between Passive/Avoidant leadership and continuance commitment. Transformational leadership style showed more strength in contribution to commitment, followed by the Transactional leadership style. Significant – This research study will expand the existing but limited leadership style and commitment body of knowledge in the South African retail industry. The South African retail companies will be able to develop the preferred leadership style by its employees and develop this leadership style in their managers to improve the commitment of their employees.
- Full Text:
- Date Issued: 2019
The relationship between leadership style and employee commitment: an exploratory study in an electricity utility of South Africa
- Authors: Nyengane, Mongezi Hutton
- Date: 2007
- Subjects: Eskom (Firm) -- Management Leadership -- South Africa -- Eastern Cape Management -- Employee participation -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:759 , http://hdl.handle.net/10962/d1003880
- Description: This research investigates the relationship between leadership styles and different types of organisational commitment in Eskom Eastern Region. The literature provided discusses the leadership and organisational commitment. Information was gathered, using two instruments, from a sample of 86 leaders and 334 raters. The Multifactor Leadership Questionnaire, which was formulated from Bass and Avolio’s (1997) Full Range Leadership Development Theory, was used to determine leadership style within the organisation. Employee commitment was captured using Bagraim’s (2004) Organisational Commitment, a South African adaptation of Meyer and Allen’s (1997) Three-Component Model of employee commitment. Leadership was identified as the independent variable and organisational commitment as the dependent variable. Data obtained from each of the research instruments was then statistically analysed. Two-tailed correlation analysis showed that although the relationship is not strong, there is a positive relationship between the transformational leadership behaviours and commitment (affective commitment, continuance commitment and normative commitment). The correlation analysis also indicates a weak, but significant, positive relationship between transactional leadership behaviours and continuance commitment. However, no statistically significant correlation was found between transactional leadership behaviours and affective commitment as well as between transactional leadership behaviours and normative commitment. The correlation results showed a weak, but significant, negative correlation between laissez-faire leadership behaviours and affective commitment. There was no statistically significant correlation between laissez-faire leadership behaviours and continuance commitment as well as between laissez-faire leadership behaviours and normative commitment. Overall findings from this study suggest that transformational and transactional leadership behaviours do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. These findings also reveal that the laissez-faire leadership behaviour had a negative relationship with affective commitment. This research therefore adds a new dimension to the body of literature that will help researchers’ efforts to understand the relationship between leadership style and organisational commitment. As this research takes place in the South African context, it contributes to the bank of findings relating to the development of organisational commitment.
- Full Text:
- Date Issued: 2007
- Authors: Nyengane, Mongezi Hutton
- Date: 2007
- Subjects: Eskom (Firm) -- Management Leadership -- South Africa -- Eastern Cape Management -- Employee participation -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:759 , http://hdl.handle.net/10962/d1003880
- Description: This research investigates the relationship between leadership styles and different types of organisational commitment in Eskom Eastern Region. The literature provided discusses the leadership and organisational commitment. Information was gathered, using two instruments, from a sample of 86 leaders and 334 raters. The Multifactor Leadership Questionnaire, which was formulated from Bass and Avolio’s (1997) Full Range Leadership Development Theory, was used to determine leadership style within the organisation. Employee commitment was captured using Bagraim’s (2004) Organisational Commitment, a South African adaptation of Meyer and Allen’s (1997) Three-Component Model of employee commitment. Leadership was identified as the independent variable and organisational commitment as the dependent variable. Data obtained from each of the research instruments was then statistically analysed. Two-tailed correlation analysis showed that although the relationship is not strong, there is a positive relationship between the transformational leadership behaviours and commitment (affective commitment, continuance commitment and normative commitment). The correlation analysis also indicates a weak, but significant, positive relationship between transactional leadership behaviours and continuance commitment. However, no statistically significant correlation was found between transactional leadership behaviours and affective commitment as well as between transactional leadership behaviours and normative commitment. The correlation results showed a weak, but significant, negative correlation between laissez-faire leadership behaviours and affective commitment. There was no statistically significant correlation between laissez-faire leadership behaviours and continuance commitment as well as between laissez-faire leadership behaviours and normative commitment. Overall findings from this study suggest that transformational and transactional leadership behaviours do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. These findings also reveal that the laissez-faire leadership behaviour had a negative relationship with affective commitment. This research therefore adds a new dimension to the body of literature that will help researchers’ efforts to understand the relationship between leadership style and organisational commitment. As this research takes place in the South African context, it contributes to the bank of findings relating to the development of organisational commitment.
- Full Text:
- Date Issued: 2007
The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare
- Authors: Xabiso Ngabase
- Date: 2013
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11555 , http://hdl.handle.net/10353/d1007110 , Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Description: Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.
- Full Text:
- Date Issued: 2013
- Authors: Xabiso Ngabase
- Date: 2013
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11555 , http://hdl.handle.net/10353/d1007110 , Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Description: Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.
- Full Text:
- Date Issued: 2013
'Committed, motivated and joyful?'Job satisfaction and organisational commitment of managers at a South African public utility
- Mayer, Claude-Hélène, Louw, Lynette, Baxter, Jeremy
- Authors: Mayer, Claude-Hélène , Louw, Lynette , Baxter, Jeremy
- Date: 2015
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/123320 , vital:35427 , https://doi.org/10.4102/acom.v15i1.291
- Description: During the past decade, publications and conferences on management in African organisations (Kamoche 2011a; 2011b) and in global contexts (Mangaliso 2001; Jackson 2004)1 have increased steadily. In various African contexts and organisations, job satisfaction (JS) (Walumbwa et al. 2005) and organisational commitment (OC) (Gbadamosi 2003; Wasti 2003; Nyengane 2007; Pillay 2008) have been researched. Most of the previous research is quantitative in nature. Although quantititative research provides insights into the relationships between variables, it does not necessarily provide in-depth meaningful conclusions on micro-psychological levels (e.g. Sempane, Rieger & Roodt 2002; Buitendach & De Witte 2005).
- Full Text:
- Date Issued: 2015
- Authors: Mayer, Claude-Hélène , Louw, Lynette , Baxter, Jeremy
- Date: 2015
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/123320 , vital:35427 , https://doi.org/10.4102/acom.v15i1.291
- Description: During the past decade, publications and conferences on management in African organisations (Kamoche 2011a; 2011b) and in global contexts (Mangaliso 2001; Jackson 2004)1 have increased steadily. In various African contexts and organisations, job satisfaction (JS) (Walumbwa et al. 2005) and organisational commitment (OC) (Gbadamosi 2003; Wasti 2003; Nyengane 2007; Pillay 2008) have been researched. Most of the previous research is quantitative in nature. Although quantititative research provides insights into the relationships between variables, it does not necessarily provide in-depth meaningful conclusions on micro-psychological levels (e.g. Sempane, Rieger & Roodt 2002; Buitendach & De Witte 2005).
- Full Text:
- Date Issued: 2015
The influence of organisational culture on organisational commitment at a selected local municipality
- Van Stuyvesant Meijen, Jolise
- Authors: Van Stuyvesant Meijen, Jolise
- Date: 2008
- Subjects: Local government -- South Africa , Corporate culture -- South Africa , Organizational change -- South Africa , Municipal services -- South Africa , Employee loyalty
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:1172 , http://hdl.handle.net/10962/d1002788
- Description: Since 2000, local municipalities have been through a process of transformation which amalgamated a number of smaller local municipalities into larger municipalities. The amalgamation of a number of municipalities brings together an array of people, and therefore a myriad of organisational cultures are combined. The organisational culture of an organisation has an effect on the organisational commitment of its employees. A fit between the organisational culture and the employees will increase the organisational commitment of those employees and contribute towards improved service delivery. A survey conducted in South Africa indicated that the local municipalities have been delivering poor standards of service to the community; therefore there is a need to increase the service delivery within local municipalities. The importance of looking at the organisational commitment of a local municipality is because if there is commitment within the organisation, then employees will identify with their organisation and its goals, and will deliver the service more effectively and efficiently. Therefore, increasing the service delivery of local municipalities can be achieved through diagnosing the organisational commitment and organisational culture of employees within the selected municipality. The primary objective of this research was therefore to diagnose the relationship between organisational culture and the organisational commitment of employees at the selected municipality. In order to achieve this objective, a survey was conducted to canvas the opinions of respondents (N = 148) from the selected local municipality regarding their perceptions of the existing organisational culture, their preferences regarding the organisational culture within the selected municipality, and finally the organisational commitment. The main findings of this research conducted at a selected municipality can be summarised as follows: The dominant existing organisational culture is the power culture, while the dominant preferred organisational culture is the support culture; There is an organisational culture gap between the existing and preferred organisational cultures at the selected municipality; The dominant organisational commitment within the selected municipality is normative commitment; The findings pertaining to the relationship between organisational culture and organisational commitment of employees within the selected municipality can be stated as follows: The existing organisational cultures have significant effects on the organisational commitment of employees; The preferred organisational cultures do not have significant effects on the organisational commitment of employees; and The organisational culture gap does not have a significant effect on the organisational commitment of employees; The findings pertaining to the relationship between the biographical variables and the existing and preferred organisational culture, organisational commitment and the organisational culture gap can be stated as follows: There is no significant relationship between biographical variables and the existing organisational culture; There are significant relationships between the biographical variables, namely the departments in which respondents work, and the education level of respondents, and the preferred organisational culture; There are significant relationships between the biographical variables and organisational commitment; and The average organisational culture gap scores of the organisational culture scales for the biographical variables are significantly different. It can be concluded that organisational culture has a significant effect on the organisational commitment of employees within the selected municipality and therefore can affect the service delivery of the selected municipality.
- Full Text:
- Date Issued: 2008
- Authors: Van Stuyvesant Meijen, Jolise
- Date: 2008
- Subjects: Local government -- South Africa , Corporate culture -- South Africa , Organizational change -- South Africa , Municipal services -- South Africa , Employee loyalty
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:1172 , http://hdl.handle.net/10962/d1002788
- Description: Since 2000, local municipalities have been through a process of transformation which amalgamated a number of smaller local municipalities into larger municipalities. The amalgamation of a number of municipalities brings together an array of people, and therefore a myriad of organisational cultures are combined. The organisational culture of an organisation has an effect on the organisational commitment of its employees. A fit between the organisational culture and the employees will increase the organisational commitment of those employees and contribute towards improved service delivery. A survey conducted in South Africa indicated that the local municipalities have been delivering poor standards of service to the community; therefore there is a need to increase the service delivery within local municipalities. The importance of looking at the organisational commitment of a local municipality is because if there is commitment within the organisation, then employees will identify with their organisation and its goals, and will deliver the service more effectively and efficiently. Therefore, increasing the service delivery of local municipalities can be achieved through diagnosing the organisational commitment and organisational culture of employees within the selected municipality. The primary objective of this research was therefore to diagnose the relationship between organisational culture and the organisational commitment of employees at the selected municipality. In order to achieve this objective, a survey was conducted to canvas the opinions of respondents (N = 148) from the selected local municipality regarding their perceptions of the existing organisational culture, their preferences regarding the organisational culture within the selected municipality, and finally the organisational commitment. The main findings of this research conducted at a selected municipality can be summarised as follows: The dominant existing organisational culture is the power culture, while the dominant preferred organisational culture is the support culture; There is an organisational culture gap between the existing and preferred organisational cultures at the selected municipality; The dominant organisational commitment within the selected municipality is normative commitment; The findings pertaining to the relationship between organisational culture and organisational commitment of employees within the selected municipality can be stated as follows: The existing organisational cultures have significant effects on the organisational commitment of employees; The preferred organisational cultures do not have significant effects on the organisational commitment of employees; and The organisational culture gap does not have a significant effect on the organisational commitment of employees; The findings pertaining to the relationship between the biographical variables and the existing and preferred organisational culture, organisational commitment and the organisational culture gap can be stated as follows: There is no significant relationship between biographical variables and the existing organisational culture; There are significant relationships between the biographical variables, namely the departments in which respondents work, and the education level of respondents, and the preferred organisational culture; There are significant relationships between the biographical variables and organisational commitment; and The average organisational culture gap scores of the organisational culture scales for the biographical variables are significantly different. It can be concluded that organisational culture has a significant effect on the organisational commitment of employees within the selected municipality and therefore can affect the service delivery of the selected municipality.
- Full Text:
- Date Issued: 2008
The experiences of clinical psychologists in treating traumatic stress at a tertiary psychiatric hospital in the Eastern Cape: A qualitative research study
- Authors: Munishvaran, Kuriesha
- Date: 2021-10-29
- Subjects: Post-traumatic stress disorder Treatment South Africa Eastern Cape , Secondary traumatic stress Treatment South Africa Eastern Cape , Phenomenological psychology , Clinical psychologists Mental health South Africa Eastern Cape , Psychiatric hospitals South Africa Eastern Cape , Psychiatric hospital patients South Africa Eastern Cape
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/190271 , vital:44979
- Description: Traumatic encounters are highly prevalent within the South African population. Clinical psychologists working with these trauma narratives, within a psychiatric context, are therefore at risk of experiencing vicarious trauma, Post Traumatic Stress-Disorder (PTSD), and secondary traumatic stress. This study aimed to explore the lived experiences of clinical psychologists who treat patients that are either trauma survivors or perpetrators in a psychiatric hospital. Individual semi-structured interviews and follow-up interviews were conducted with three clinical psychologists based at a psychiatric hospital in the Eastern Cape. Data was analysed using Interpretive Phenomenological Analysis. All participants reported experiencing symptoms of vicarious trauma and secondary traumatic stress while treating both victims and perpetrators. The findings also discovered an element of danger, as well as socio-political factors that clinical psychologists experience. Participants also reported experiencing vicarious post-traumatic growth, enhanced by their coping strategies, while providing psychological services to traumatised patients. , Thesis (MA) -- Faculty of Humanities, Psychology, 2021
- Full Text:
- Date Issued: 2021-10-29
- Authors: Munishvaran, Kuriesha
- Date: 2021-10-29
- Subjects: Post-traumatic stress disorder Treatment South Africa Eastern Cape , Secondary traumatic stress Treatment South Africa Eastern Cape , Phenomenological psychology , Clinical psychologists Mental health South Africa Eastern Cape , Psychiatric hospitals South Africa Eastern Cape , Psychiatric hospital patients South Africa Eastern Cape
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10962/190271 , vital:44979
- Description: Traumatic encounters are highly prevalent within the South African population. Clinical psychologists working with these trauma narratives, within a psychiatric context, are therefore at risk of experiencing vicarious trauma, Post Traumatic Stress-Disorder (PTSD), and secondary traumatic stress. This study aimed to explore the lived experiences of clinical psychologists who treat patients that are either trauma survivors or perpetrators in a psychiatric hospital. Individual semi-structured interviews and follow-up interviews were conducted with three clinical psychologists based at a psychiatric hospital in the Eastern Cape. Data was analysed using Interpretive Phenomenological Analysis. All participants reported experiencing symptoms of vicarious trauma and secondary traumatic stress while treating both victims and perpetrators. The findings also discovered an element of danger, as well as socio-political factors that clinical psychologists experience. Participants also reported experiencing vicarious post-traumatic growth, enhanced by their coping strategies, while providing psychological services to traumatised patients. , Thesis (MA) -- Faculty of Humanities, Psychology, 2021
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- Date Issued: 2021-10-29
Work engagement ,organizational commitment and perceived organizational support within a South African agricultural organization
- Authors: Van der Byl, Sally Louise
- Date: 2016
- Subjects: Organizational commitment Employee motivation -- Agriculture , Agriculture -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/45580 , vital:38915
- Description: As organisations focus on cultivating extraordinary performance and developing human strength, the need for understanding related constructs has increased. Work engagement, organisational commitment and POS are associated with positive experiences in the workplace. By better understanding these constructs within the agricultural industry, agricultural organisations can focus and develop these constructs in order to increase their sustained competitive advantage. A self-report electronic questionnaire was distributed to employees (N = 126) of a large agricultural organisation whose employees are located throughout South Africa. The measuring instrument measured demographic variables, work engagement, organisational commitment and POS. descriptive and inferential statistics were used to analyse the data. The results indicate that both the work engagement and POS constructs are related to affective, normative and overall organisational commitment. A substantial relationship was also established between work engagement and POS. It was also determined that employees with specialised industry skills are more engaged and committed than their colleagues whose skills are not directly related to agriculture.
- Full Text:
- Date Issued: 2016
- Authors: Van der Byl, Sally Louise
- Date: 2016
- Subjects: Organizational commitment Employee motivation -- Agriculture , Agriculture -- Economic aspects -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/45580 , vital:38915
- Description: As organisations focus on cultivating extraordinary performance and developing human strength, the need for understanding related constructs has increased. Work engagement, organisational commitment and POS are associated with positive experiences in the workplace. By better understanding these constructs within the agricultural industry, agricultural organisations can focus and develop these constructs in order to increase their sustained competitive advantage. A self-report electronic questionnaire was distributed to employees (N = 126) of a large agricultural organisation whose employees are located throughout South Africa. The measuring instrument measured demographic variables, work engagement, organisational commitment and POS. descriptive and inferential statistics were used to analyse the data. The results indicate that both the work engagement and POS constructs are related to affective, normative and overall organisational commitment. A substantial relationship was also established between work engagement and POS. It was also determined that employees with specialised industry skills are more engaged and committed than their colleagues whose skills are not directly related to agriculture.
- Full Text:
- Date Issued: 2016
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