The recreational value of the Baviaanskloof: a travel cost analysis using count data models
- Authors: Taonezvi, Lovemore
- Date: 2017
- Subjects: Travel costs -- South Africa -- Baviaanskloof Valuation -- South Africa -- Baviaanskloof
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/12371 , vital:27059
- Description: Despite constituting a sheer 2% of the world’s surface area, South Africa (SA) is the third most biologically diverse country in the world and this makes the country part of the 17 member countries that make up the ‘Megadiverse Countries’(Sandwith, 2002; Nel & Driver, 2012). Besides its exceptional levels of endemism, according to Boshoff, Cowling and Kerley (2000), three of the 25 internationally recognised biodiversity hotspots are found in SA namely the Cape Florist Region, the Succulent Karoo and the Maputaland-Pondoland-Albany centre of endemism. The Baviaanskloof is a very popular tourist destination, which falls within the Cape Floristic Region) ‘biodiversity hotspot’ in the Eastern Cape Province (Myers, 1988; Crane, 2007). Its high biodiversity, numerous archaeological sites, pristine environment, low crime rates, absence of malaria and easy of accessibility, makes it a perfect destination for recreationists (Clark, 1999; Boshoff et al., 2000). The Baviaanskloof was declared a ‘mega reserve’ under the Cape Action for People and Environment (CAPE) programme (CSIR, 2000). It consists of privately-owned farm land and a nature reserve called the Baviaanskloof Wilderness Area (BWA). In order to properly manage, conserve and utilise the rich natural resources of the Baviaanskloof, its benefits need to be clearly documented and demonstrated. The aim of this study is to determine the recreational value of the Baviaanskloof, and this was achieved using non-market value technique, namely the travel cost method (TCM). The TCM is used to value recreational assets via the expenditures on traveling to the site by recognising that visitors to a recreation site pay an implicit price – the cost of travelling to it, including access fees and the opportunity costs of their time (Baker & Ruting, 2014). This method is mostly used to estimate use values for recreation activities and changes in these use values associated with changes in environmental quality/quantity. The greatest advantage of the TCM is that valuation estimates are derived from real economic choices made by individuals in real markets, whereas its inability to estimate non-market values is its major weakness which only limits its application to recreational studies. In estimating the recreational value of the Baviaanskloof, data from 328 respondents were used. Five econometric models, namely, a standard Poisson specification, a Poisson specification adjusted for truncation and endogenous stratification (TES Poisson), a standard negative vii binomial model (NB), a negative binomial model adjusted for truncation and endogenous stratification (NBTES), and a generalised negative binomial with endogenous stratification (GNBES) were used to estimate the recreational value of the Baviaanskloof. Crucially, all the five models simultaneously established income and total costs to be statistically significant in determining the number of trips to the recreational site according to a priori expectations. The GNBES model was observed to have the best fit of the data than the other four models after an examination of goodness-of-fit measures in conjunction with the number of statistically significant variables per model. Of the 328 respondents surveyed, on average, visitors to the Baviaanskloof are mostly male, highly educated individuals, receiving gross annual income of ZAR436 372 (USD30 451.64) and 39.87 years of age. The mean travel cost was estimated to be ZAR1 433.56 (USD100.04) and each travelling party consisted of 4.09 people on average. Using estimates from the preferred GNBES model, the study estimated consumer surplus per trip for a recreationist to the Baviaanskloof to be ZAR1 759.32 (USD122.78). When this value is multiplied by the average annual trips a person takes to site, a value of ZAR2 445.46 (USD170.66) for consumer surplus per person is produced. Further aggregation of this value across the population (i.e. 18 500), of recreationists to the Baviaanskloof per year gives total consumer surplus of ZAR3 157 210 (USD220 321). The study concludes that the Baviaanskloof has a significant recreational value which can further be increased if policymakers take actions to, inter alia, upgrade infrastructure, budget more money for conservation and market the nature reserve in unexploited markets. Since the non-use values were not taken into account and also the impact of on-site sampling on the data set, the recreational value of the Baviaanskloof should be carefully considered in any management or conservation project. More studies of this nature are greatly needed to allow for more comparisons and increase credibility of the results of environmental valuation studies in SA.
- Full Text:
- Date Issued: 2017
- Authors: Taonezvi, Lovemore
- Date: 2017
- Subjects: Travel costs -- South Africa -- Baviaanskloof Valuation -- South Africa -- Baviaanskloof
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/12371 , vital:27059
- Description: Despite constituting a sheer 2% of the world’s surface area, South Africa (SA) is the third most biologically diverse country in the world and this makes the country part of the 17 member countries that make up the ‘Megadiverse Countries’(Sandwith, 2002; Nel & Driver, 2012). Besides its exceptional levels of endemism, according to Boshoff, Cowling and Kerley (2000), three of the 25 internationally recognised biodiversity hotspots are found in SA namely the Cape Florist Region, the Succulent Karoo and the Maputaland-Pondoland-Albany centre of endemism. The Baviaanskloof is a very popular tourist destination, which falls within the Cape Floristic Region) ‘biodiversity hotspot’ in the Eastern Cape Province (Myers, 1988; Crane, 2007). Its high biodiversity, numerous archaeological sites, pristine environment, low crime rates, absence of malaria and easy of accessibility, makes it a perfect destination for recreationists (Clark, 1999; Boshoff et al., 2000). The Baviaanskloof was declared a ‘mega reserve’ under the Cape Action for People and Environment (CAPE) programme (CSIR, 2000). It consists of privately-owned farm land and a nature reserve called the Baviaanskloof Wilderness Area (BWA). In order to properly manage, conserve and utilise the rich natural resources of the Baviaanskloof, its benefits need to be clearly documented and demonstrated. The aim of this study is to determine the recreational value of the Baviaanskloof, and this was achieved using non-market value technique, namely the travel cost method (TCM). The TCM is used to value recreational assets via the expenditures on traveling to the site by recognising that visitors to a recreation site pay an implicit price – the cost of travelling to it, including access fees and the opportunity costs of their time (Baker & Ruting, 2014). This method is mostly used to estimate use values for recreation activities and changes in these use values associated with changes in environmental quality/quantity. The greatest advantage of the TCM is that valuation estimates are derived from real economic choices made by individuals in real markets, whereas its inability to estimate non-market values is its major weakness which only limits its application to recreational studies. In estimating the recreational value of the Baviaanskloof, data from 328 respondents were used. Five econometric models, namely, a standard Poisson specification, a Poisson specification adjusted for truncation and endogenous stratification (TES Poisson), a standard negative vii binomial model (NB), a negative binomial model adjusted for truncation and endogenous stratification (NBTES), and a generalised negative binomial with endogenous stratification (GNBES) were used to estimate the recreational value of the Baviaanskloof. Crucially, all the five models simultaneously established income and total costs to be statistically significant in determining the number of trips to the recreational site according to a priori expectations. The GNBES model was observed to have the best fit of the data than the other four models after an examination of goodness-of-fit measures in conjunction with the number of statistically significant variables per model. Of the 328 respondents surveyed, on average, visitors to the Baviaanskloof are mostly male, highly educated individuals, receiving gross annual income of ZAR436 372 (USD30 451.64) and 39.87 years of age. The mean travel cost was estimated to be ZAR1 433.56 (USD100.04) and each travelling party consisted of 4.09 people on average. Using estimates from the preferred GNBES model, the study estimated consumer surplus per trip for a recreationist to the Baviaanskloof to be ZAR1 759.32 (USD122.78). When this value is multiplied by the average annual trips a person takes to site, a value of ZAR2 445.46 (USD170.66) for consumer surplus per person is produced. Further aggregation of this value across the population (i.e. 18 500), of recreationists to the Baviaanskloof per year gives total consumer surplus of ZAR3 157 210 (USD220 321). The study concludes that the Baviaanskloof has a significant recreational value which can further be increased if policymakers take actions to, inter alia, upgrade infrastructure, budget more money for conservation and market the nature reserve in unexploited markets. Since the non-use values were not taken into account and also the impact of on-site sampling on the data set, the recreational value of the Baviaanskloof should be carefully considered in any management or conservation project. More studies of this nature are greatly needed to allow for more comparisons and increase credibility of the results of environmental valuation studies in SA.
- Full Text:
- Date Issued: 2017
The regulation of sick and incapacity leave in the public sector
- Authors: Gunguta, Thembeka Maureen
- Date: 2017
- Subjects: Sick leave -- Law and legislation -- South Africa Labor laws and legislation -- South Africa , Labor policy -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: http://hdl.handle.net/10948/16087 , vital:28319
- Description: The Public Service is service delivery driven, and is dependent on the quality, skill and performance of the employees to carry through its business. It is therefore imperative that the policies and systems pertaining to human capital are effectively and efficiently managed. The Basic Conditions of Employment Act regulates the basic conditions of employment and states that employees’ may be absent from duty due to illness. The public sector uses the Determination on the Leave of Absence in the Public Service as a tool to regulate leave in the public sector. The Determination provides employees with 36 paid sick days to be utilised by an employee within a three-year cycle. In cases where an employee has exhausted the sick leave, the employer may grant Temporary Incapacity Leave, which is discretional. The Public Service Commission has a constitutional obligation to monitor the performance of the public sector and produce reports covering the human resources management practices. With regards to the management of leave in the public sector, the reports reveal the abuse of sick leave by employees, non-compliance and the in-effective management. The Department of Public Service and Administration then developed the PILIR as a guide to manage and administer sick and incapacity leave in the public sector. This treatise therefore, discusses the regulation of sick and incapacity leave in the public sector and investigates the extent to which the applicable legislative framework is effective. The discussion uses the Labour Court judgment in the matter between The Public Service Association & Others versus the PSCBC & Others as reference, and further evaluates the judicial jurisprudence to demonstrate the extent of contentions of the private sector employers by the employees. Furthermore, this treatise seeks to evaluate the extent of similarities or differences of the practices both the private sector and the municipalities. In conclusion, the treatise makes recommendations on the best practices that can be adopted by the public sector to turn the situation around.
- Full Text:
- Date Issued: 2017
- Authors: Gunguta, Thembeka Maureen
- Date: 2017
- Subjects: Sick leave -- Law and legislation -- South Africa Labor laws and legislation -- South Africa , Labor policy -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: http://hdl.handle.net/10948/16087 , vital:28319
- Description: The Public Service is service delivery driven, and is dependent on the quality, skill and performance of the employees to carry through its business. It is therefore imperative that the policies and systems pertaining to human capital are effectively and efficiently managed. The Basic Conditions of Employment Act regulates the basic conditions of employment and states that employees’ may be absent from duty due to illness. The public sector uses the Determination on the Leave of Absence in the Public Service as a tool to regulate leave in the public sector. The Determination provides employees with 36 paid sick days to be utilised by an employee within a three-year cycle. In cases where an employee has exhausted the sick leave, the employer may grant Temporary Incapacity Leave, which is discretional. The Public Service Commission has a constitutional obligation to monitor the performance of the public sector and produce reports covering the human resources management practices. With regards to the management of leave in the public sector, the reports reveal the abuse of sick leave by employees, non-compliance and the in-effective management. The Department of Public Service and Administration then developed the PILIR as a guide to manage and administer sick and incapacity leave in the public sector. This treatise therefore, discusses the regulation of sick and incapacity leave in the public sector and investigates the extent to which the applicable legislative framework is effective. The discussion uses the Labour Court judgment in the matter between The Public Service Association & Others versus the PSCBC & Others as reference, and further evaluates the judicial jurisprudence to demonstrate the extent of contentions of the private sector employers by the employees. Furthermore, this treatise seeks to evaluate the extent of similarities or differences of the practices both the private sector and the municipalities. In conclusion, the treatise makes recommendations on the best practices that can be adopted by the public sector to turn the situation around.
- Full Text:
- Date Issued: 2017
The relationship between altruistic behaviour, emotional intelligence and intrinsic motivation amongst leaders
- Authors: Hooper, Danushka
- Date: 2017
- Subjects: Intrinsic motivation -- Leadership Emotional intelligence , Employee motivation Leadership
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/15978 , vital:28299
- Description: The benefits that altruistic behaviours, emotional intelligence (EQ) and intrinsic motivation have on organisations are increasingly becoming observable and enticing greater insights into these constructs, especially from the perspective of leaders. Moreover, the increase in the effectiveness of leaders across all of these constructs enables greater employee performance, from both the perspective of leaders and their followers, which results in increased organisational profitability. The primary objective of this research study was to investigate the relationship between the three constructs of altruistic behaviour, EQ and intrinsic motivation amongst leaders in South African organisations. This study also attempted to determine whether intrinsic motivation has a mediating effect on EQ and altruistic behaviours. Moreover, this study wishes to identify demographic differences in terms of the responses to the items related to each of the constructs. The questionnaires employed by this study was administered to leaders (n=136) who currently work in South Africa. Positive and statistically significant relationships were found amongst these constructs, implying that, an increase in one of these constructs will result in an increase in another. However, there was no sufficient evidence in support of mediating effect of intrinsic motivation on EQ and altruistic behaviours. The confirmatory factor analysis was able to validate all three measuring instruments used to assess the constructs from a South African perspective. The present study was unable to identify any demographic differences for the Adapted Self-Report Altruism Scale and Intrinsic Work Motivation Scale and was only able to identify demographic differences by the Schutte Self-report Emotional Intelligence Test as a whole and the perception of emotion scale. The study encountered some limitations. Firstly, the researcher encountered a difficulty in finding appropriate literature on the constructs. Secondly, the study obtained a small sample size (n=136). The reason for this is that the target sample chosen by the researcher, namely leaders in organisations, proved to be a challenging sample because many leaders were not able or willing to complete the questionnaire due to their heavy workload and strict deadlines. Thirdly, given that three measuring instruments were used to gain the data needed for this study, the total number of items came to 136. This could mean that the questionnaire may have been burdensome to complete and it would take approximately 15 minutes to complete. In addition, factors such as biased responses, as well as personal and environmental factors on the part of the respondents all posed limitations to this study in that it may have influenced the responses given by the sample. The results obtained by this study suggests that the higher the level of EQ of leaders, the higher the likelihood that they will be intrinsically motivated and exhibit altruistic behaviour. As explained by exchange theory, if one is conditioned to be “good”, the likelihood of partaking in altruistic behaviour is enhanced (Bar-Tal, 1986). If an organisation creates a culture of altruistically helping others in the workplace and the community, the possibility of creating a “habit” of exhibiting altruistic behaviour could result. The benefits of creating this altruistic culture could be far-reaching. The researcher encourages organisations to measure and identify the level of EQ of their leaders and provide development opportunities should this be lacking. This is because, as identified by Barbuto and Burbach (2006), in order for leaders to achieve support from their followers, it is crucial that they develop a high reliance on their empathy to identify with the feelings and emotions of their followers. It is important to note that the results of this study was analysed in June 2016 and is based only on 136 leaders across some industries of South Africa. It is suggested that the results of this study to be validated in the South African context by additional empirical research that tests the hypothesis identified in this study to ascertain whether the results of the current study can be replicated and applied broadly. It is advised that the study is tested over a longer period, in different industries and across various countries. This is so that increasing value can be added to this field of research.
- Full Text:
- Date Issued: 2017
- Authors: Hooper, Danushka
- Date: 2017
- Subjects: Intrinsic motivation -- Leadership Emotional intelligence , Employee motivation Leadership
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/15978 , vital:28299
- Description: The benefits that altruistic behaviours, emotional intelligence (EQ) and intrinsic motivation have on organisations are increasingly becoming observable and enticing greater insights into these constructs, especially from the perspective of leaders. Moreover, the increase in the effectiveness of leaders across all of these constructs enables greater employee performance, from both the perspective of leaders and their followers, which results in increased organisational profitability. The primary objective of this research study was to investigate the relationship between the three constructs of altruistic behaviour, EQ and intrinsic motivation amongst leaders in South African organisations. This study also attempted to determine whether intrinsic motivation has a mediating effect on EQ and altruistic behaviours. Moreover, this study wishes to identify demographic differences in terms of the responses to the items related to each of the constructs. The questionnaires employed by this study was administered to leaders (n=136) who currently work in South Africa. Positive and statistically significant relationships were found amongst these constructs, implying that, an increase in one of these constructs will result in an increase in another. However, there was no sufficient evidence in support of mediating effect of intrinsic motivation on EQ and altruistic behaviours. The confirmatory factor analysis was able to validate all three measuring instruments used to assess the constructs from a South African perspective. The present study was unable to identify any demographic differences for the Adapted Self-Report Altruism Scale and Intrinsic Work Motivation Scale and was only able to identify demographic differences by the Schutte Self-report Emotional Intelligence Test as a whole and the perception of emotion scale. The study encountered some limitations. Firstly, the researcher encountered a difficulty in finding appropriate literature on the constructs. Secondly, the study obtained a small sample size (n=136). The reason for this is that the target sample chosen by the researcher, namely leaders in organisations, proved to be a challenging sample because many leaders were not able or willing to complete the questionnaire due to their heavy workload and strict deadlines. Thirdly, given that three measuring instruments were used to gain the data needed for this study, the total number of items came to 136. This could mean that the questionnaire may have been burdensome to complete and it would take approximately 15 minutes to complete. In addition, factors such as biased responses, as well as personal and environmental factors on the part of the respondents all posed limitations to this study in that it may have influenced the responses given by the sample. The results obtained by this study suggests that the higher the level of EQ of leaders, the higher the likelihood that they will be intrinsically motivated and exhibit altruistic behaviour. As explained by exchange theory, if one is conditioned to be “good”, the likelihood of partaking in altruistic behaviour is enhanced (Bar-Tal, 1986). If an organisation creates a culture of altruistically helping others in the workplace and the community, the possibility of creating a “habit” of exhibiting altruistic behaviour could result. The benefits of creating this altruistic culture could be far-reaching. The researcher encourages organisations to measure and identify the level of EQ of their leaders and provide development opportunities should this be lacking. This is because, as identified by Barbuto and Burbach (2006), in order for leaders to achieve support from their followers, it is crucial that they develop a high reliance on their empathy to identify with the feelings and emotions of their followers. It is important to note that the results of this study was analysed in June 2016 and is based only on 136 leaders across some industries of South Africa. It is suggested that the results of this study to be validated in the South African context by additional empirical research that tests the hypothesis identified in this study to ascertain whether the results of the current study can be replicated and applied broadly. It is advised that the study is tested over a longer period, in different industries and across various countries. This is so that increasing value can be added to this field of research.
- Full Text:
- Date Issued: 2017
The relationship between authentic leadership and employee engagement
- Authors: Dube, Yonela Oko Likona
- Date: 2017
- Subjects: Leadership Employee motivation , Employees -- Attitudes Management
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/15160 , vital:28170
- Description: Authenticity is a leadership characteristic of exceptional leaders. It is an essential requirement for future leaders, especially in an era when the motives and behaviours of many leaders are questionable. Authentic leaders are genuine and utter words that can be trusted (Smith, 2014.). Followers have voiced a need for leaders who can be trusted and show consistency in their actions. The study focused on the investigation of authentic leadership and the influence that authentic leadership has on the engagement levels of employees. A theoretical study of leadership, with the focus on authentic leadership and employee engagement was conducted to achieve the objectives of the study. The research included a literature study, which highlighted the characteristics and behaviours of authentic leadership. Both a theoretical and practitioner view of authentic leadership is included in the theoretical study. Semi-structured interviews were held with two prominent leadership practitioners, one from the University of the Free State and the other from the University of Stellenbosch, to obtain their views on the nature of authentic leadership and examples of South African leaders who they considered authentic leaders. The insights gained from the literature review and the interviews, were incorporated into a survey questionnaire developed for use in the empirical study which was conducted at Continental Tyre SA. An electronic questionnaire was administered to managers and their direct subordinates in the manufacturing and marketing/sales divisions. The questionnaire probed the respondents’ perceptions regarding the level of authenticity displayed by leaders in the organisation, and specifically the extent to which leaders demonstrated the characteristics and behaviours associated with authentic leadership. The Authentic Leadership Questionnaire (ALQ), as validated by Walumbwa, Avolio, Gardner, Wernsing and Peterson (2008, p. 64), was used as a basis for the development of the survey questionnaire, with adjustments made to include the practitioner’s perspective as postulated by George (2003, p. 12). The section in the questionnaire on engagement focused on engagement as a psychological state, behavioural engagement and the manager’s role in nurturing engagement. Both managers and employees were requested to provide their view of the manager’s characteristics and behaviours, the managers rated themselves, and both groups rated the engagement levels of employees. A correlation was made between the responses received from the manager and employees. The results of the empirical study revealed that both managers and employees agreed mostly that managers in the organisation displayed the characteristics and behaviours of authentic leadership and employees were engaged. It did however, emerge that the managers were reluctant to share personal information about themselves and that employees believed that managers did not seek feedback on their own behaviour. In terms of employee engagement, the results suggested that the managers believed that employees felt supported, accepted and were committed to the Continental Tyre SA brand; but indicated a lack of knowledge of their roles in the organisation and a lack of passion and energy. Further findings revealed that the managers in the marketing/sales division considered their employees more engaged than the managers in the manufacturing division considered their employees to be. Other findings also revealed that self-awareness in leaders is an important predictor of employee engagement. Self-awareness in a leader is an important feature in facilitating social processes in the leader’s relationship with their followers. Transparent leaders create a psychologically secure environment, enabling employees to be confident and to feel encouraged to express themselves freely. The study concluded with several recommendations. Leaders should be more transparent in their interaction with others by sharing personal stories about themselves. Opportunities should be provided through 360° feedback for employees to give feedback to managers regarding their behaviour. The GIVE (Goals, Interests, Values and Emotions) Model should be used in management development initiatives to facilitate the development of self-awareness and self-knowledge. An appreciative inquiry, which focuses on positive affirmation, should be an approach used in organisations to foster the development of genuine relationships and is an implication of authentic leadership, thus encouraging employee engagement.
- Full Text:
- Date Issued: 2017
- Authors: Dube, Yonela Oko Likona
- Date: 2017
- Subjects: Leadership Employee motivation , Employees -- Attitudes Management
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/15160 , vital:28170
- Description: Authenticity is a leadership characteristic of exceptional leaders. It is an essential requirement for future leaders, especially in an era when the motives and behaviours of many leaders are questionable. Authentic leaders are genuine and utter words that can be trusted (Smith, 2014.). Followers have voiced a need for leaders who can be trusted and show consistency in their actions. The study focused on the investigation of authentic leadership and the influence that authentic leadership has on the engagement levels of employees. A theoretical study of leadership, with the focus on authentic leadership and employee engagement was conducted to achieve the objectives of the study. The research included a literature study, which highlighted the characteristics and behaviours of authentic leadership. Both a theoretical and practitioner view of authentic leadership is included in the theoretical study. Semi-structured interviews were held with two prominent leadership practitioners, one from the University of the Free State and the other from the University of Stellenbosch, to obtain their views on the nature of authentic leadership and examples of South African leaders who they considered authentic leaders. The insights gained from the literature review and the interviews, were incorporated into a survey questionnaire developed for use in the empirical study which was conducted at Continental Tyre SA. An electronic questionnaire was administered to managers and their direct subordinates in the manufacturing and marketing/sales divisions. The questionnaire probed the respondents’ perceptions regarding the level of authenticity displayed by leaders in the organisation, and specifically the extent to which leaders demonstrated the characteristics and behaviours associated with authentic leadership. The Authentic Leadership Questionnaire (ALQ), as validated by Walumbwa, Avolio, Gardner, Wernsing and Peterson (2008, p. 64), was used as a basis for the development of the survey questionnaire, with adjustments made to include the practitioner’s perspective as postulated by George (2003, p. 12). The section in the questionnaire on engagement focused on engagement as a psychological state, behavioural engagement and the manager’s role in nurturing engagement. Both managers and employees were requested to provide their view of the manager’s characteristics and behaviours, the managers rated themselves, and both groups rated the engagement levels of employees. A correlation was made between the responses received from the manager and employees. The results of the empirical study revealed that both managers and employees agreed mostly that managers in the organisation displayed the characteristics and behaviours of authentic leadership and employees were engaged. It did however, emerge that the managers were reluctant to share personal information about themselves and that employees believed that managers did not seek feedback on their own behaviour. In terms of employee engagement, the results suggested that the managers believed that employees felt supported, accepted and were committed to the Continental Tyre SA brand; but indicated a lack of knowledge of their roles in the organisation and a lack of passion and energy. Further findings revealed that the managers in the marketing/sales division considered their employees more engaged than the managers in the manufacturing division considered their employees to be. Other findings also revealed that self-awareness in leaders is an important predictor of employee engagement. Self-awareness in a leader is an important feature in facilitating social processes in the leader’s relationship with their followers. Transparent leaders create a psychologically secure environment, enabling employees to be confident and to feel encouraged to express themselves freely. The study concluded with several recommendations. Leaders should be more transparent in their interaction with others by sharing personal stories about themselves. Opportunities should be provided through 360° feedback for employees to give feedback to managers regarding their behaviour. The GIVE (Goals, Interests, Values and Emotions) Model should be used in management development initiatives to facilitate the development of self-awareness and self-knowledge. An appreciative inquiry, which focuses on positive affirmation, should be an approach used in organisations to foster the development of genuine relationships and is an implication of authentic leadership, thus encouraging employee engagement.
- Full Text:
- Date Issued: 2017
The relationship between clinical learning environmental factors and clinical competence of newly qualified registered nurses in public hospitals
- Authors: Mugerwa, Pumla Princess
- Date: 2017
- Subjects: Clinical competence -- Hospitals -- South Africa Medical care -- South Africa -- Quality control , Nursing students -- South Africa Nursing -- Study and teaching -- South Africa
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: http://hdl.handle.net/10948/19266 , vital:28812
- Description: There is increasing concern that newly qualified registered nurses (RNs) find it difficult to make a smooth transition from completing their four-year nursing training to taking up their posts as first time RNs. In a constantly changing healthcare system, these newly qualified RNs are expected to work independently and be competent in applying the decision making and problem-solving skills gained during their training. While certain aspects of clinical incompetence may be ascribed to individual factors, the importance of the clinical learning environment and its influence on the development of clinical competence cannot be ignored. Nurses need support and guidance to effect a successful transition from being novice to competent nurse and the environment is regarded as important in developing technical competencies. The research study followed a positivistic, quantitative paradigm, where the hypothesized relationship between clinical learning environmental factors and clinical competence of newly qualified RNs were explored. Data was collected from the experienced RNs in the hospitals by means of a structured pre-existing questionnaire, namely the Competency Inventory for Registered Nurses (CIRN). Descriptive statistics and inferential statistics were used to analyse data. The analysed data was used to describe the findings. Recommendations were made based on the findings. Results suggested that the development of clinical competence is dependent on both the individual and context. Positive relations were reported between clinical learning environmental factors and clinical competencies.
- Full Text:
- Date Issued: 2017
- Authors: Mugerwa, Pumla Princess
- Date: 2017
- Subjects: Clinical competence -- Hospitals -- South Africa Medical care -- South Africa -- Quality control , Nursing students -- South Africa Nursing -- Study and teaching -- South Africa
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: http://hdl.handle.net/10948/19266 , vital:28812
- Description: There is increasing concern that newly qualified registered nurses (RNs) find it difficult to make a smooth transition from completing their four-year nursing training to taking up their posts as first time RNs. In a constantly changing healthcare system, these newly qualified RNs are expected to work independently and be competent in applying the decision making and problem-solving skills gained during their training. While certain aspects of clinical incompetence may be ascribed to individual factors, the importance of the clinical learning environment and its influence on the development of clinical competence cannot be ignored. Nurses need support and guidance to effect a successful transition from being novice to competent nurse and the environment is regarded as important in developing technical competencies. The research study followed a positivistic, quantitative paradigm, where the hypothesized relationship between clinical learning environmental factors and clinical competence of newly qualified RNs were explored. Data was collected from the experienced RNs in the hospitals by means of a structured pre-existing questionnaire, namely the Competency Inventory for Registered Nurses (CIRN). Descriptive statistics and inferential statistics were used to analyse data. The analysed data was used to describe the findings. Recommendations were made based on the findings. Results suggested that the development of clinical competence is dependent on both the individual and context. Positive relations were reported between clinical learning environmental factors and clinical competencies.
- Full Text:
- Date Issued: 2017
The relationship between employee value proposition, organisational commitment and intention-to-serve among provincial traffic officers
- Authors: Macpherson, Wayne Elvison
- Date: 2017
- Subjects: Organizational commitment -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/18036 , vital:28567
- Description: Traffic officers are employed to protect and serve the community, but various sources including annual reports and newspaper articles cast doubt on whether these goals are attained in the Eastern Cape. These sources further allege that the failure to serve can be attributed to dissatisfaction and poor employee commitment. Therefore, the main objective of this study was to explore the relationship between the Employee Value Proposition, organisational commitment and intention-to-serve among provincial traffic officers. A literature study was conducted on the three above-mentioned variables to achieve this objective. The empirical study consisted of a survey with a self-administered questionnaire. Five components of the Employee Value Proposition, as established by the Corporate Leadership Council (CLC) (2006), were measured. These included career opportunities, organisation itself, relationships, remuneration/reward and work itself. The Three Component Model (TCM) developed by Meyer and Allen (1991) was used to measure affective, continuance and normative commitment. The Intention-to-Serve Scale was adapted from the Employee Work Passion Appraisal (EWPA) Model (Zigarmi, Nimon, Houson, Witt and Diehl, 2011) and was used to measure intent-to-perform and intent-to-use discretion. The questionnaire was completed by 357 provincial traffic officers across the six districts of the Eastern Cape, which represented a 95 percent response rate. The results from the empirical study indicated that the majority of respondents had less positive perceptions of the Employee Value Proposition offered to them. Affective commitment, regarded as the desired type of organisational commitment, was scored the lowest. However, positive scores were obtained for intention-to-serve. A statistical and practical significant relationship was found between the Employee Value Proposition and organisational commitment, and between the Employee Value Proposition and intention-to-serve as well as between organizational commitment and intention-to-serve. The results suggest that a more appealing Employee Value Proposition could result in improved organisational commitment as well as improved intention-to-serve. It is therefore recommended that the Eastern Cape Department of Transport reconsider the Employee Value Proposition offered to traffic officers and use it as a tool to improve commitment and service delivery.
- Full Text:
- Date Issued: 2017
- Authors: Macpherson, Wayne Elvison
- Date: 2017
- Subjects: Organizational commitment -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/18036 , vital:28567
- Description: Traffic officers are employed to protect and serve the community, but various sources including annual reports and newspaper articles cast doubt on whether these goals are attained in the Eastern Cape. These sources further allege that the failure to serve can be attributed to dissatisfaction and poor employee commitment. Therefore, the main objective of this study was to explore the relationship between the Employee Value Proposition, organisational commitment and intention-to-serve among provincial traffic officers. A literature study was conducted on the three above-mentioned variables to achieve this objective. The empirical study consisted of a survey with a self-administered questionnaire. Five components of the Employee Value Proposition, as established by the Corporate Leadership Council (CLC) (2006), were measured. These included career opportunities, organisation itself, relationships, remuneration/reward and work itself. The Three Component Model (TCM) developed by Meyer and Allen (1991) was used to measure affective, continuance and normative commitment. The Intention-to-Serve Scale was adapted from the Employee Work Passion Appraisal (EWPA) Model (Zigarmi, Nimon, Houson, Witt and Diehl, 2011) and was used to measure intent-to-perform and intent-to-use discretion. The questionnaire was completed by 357 provincial traffic officers across the six districts of the Eastern Cape, which represented a 95 percent response rate. The results from the empirical study indicated that the majority of respondents had less positive perceptions of the Employee Value Proposition offered to them. Affective commitment, regarded as the desired type of organisational commitment, was scored the lowest. However, positive scores were obtained for intention-to-serve. A statistical and practical significant relationship was found between the Employee Value Proposition and organisational commitment, and between the Employee Value Proposition and intention-to-serve as well as between organizational commitment and intention-to-serve. The results suggest that a more appealing Employee Value Proposition could result in improved organisational commitment as well as improved intention-to-serve. It is therefore recommended that the Eastern Cape Department of Transport reconsider the Employee Value Proposition offered to traffic officers and use it as a tool to improve commitment and service delivery.
- Full Text:
- Date Issued: 2017
The relationship between employment value proposition, work engagement and retention among employees of a selected bank in Botswana
- Authors: Ditiro, Salalenna
- Date: 2017
- Subjects: Employee motivation -- Botswana , Organizational behavior -- Botswana , Employee retention -- Botswana , Bank employees -- Botswana -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/14994 , vital:28111
- Description: The management concept of Employee Value Proposition (EVP), which details the value and benefits employees derive from being members of the organisation, has been widely touted in literature as a determinant of work engagement and retention. The growing body of Positive Organisational Behaviour (POB) acknowledges the importance of these concepts, particularly in the service industry where engagement and retention are critical for good customer relationships. The research followed a quantitative and non-experimental approach by using primary data as the unit of analysis. Using a self-report electronic questionnaire, relationships between EVP, WE and Turnover Intentions were determined from a sample of (N=259) consisting of supervisor to management level employees in commercial banks across Botswana. The adopted composite questionnaire has been validated for the South African sample and proved to have high reliability. The individual instruments have been used in different industries as well as professions and showed no inherent bias. The results showed some important relationships between EVP, WE and Turnover Intentions. Specifically, EVP fulfilment revealed a substantive positive relationship with Work Engagement whereas another substantial relationship exists between engagement and Turnover Intention. While a definitive but small relationship exists between EVP and Turnover Intention, it was recommended that the organisation that participated can buffer turnover intention through leveraging engagement levels, especially the dedication dimension of engagement as it has found to be the prerequisite for vigor and absorption dimensions of engagement.
- Full Text:
- Date Issued: 2017
- Authors: Ditiro, Salalenna
- Date: 2017
- Subjects: Employee motivation -- Botswana , Organizational behavior -- Botswana , Employee retention -- Botswana , Bank employees -- Botswana -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/14994 , vital:28111
- Description: The management concept of Employee Value Proposition (EVP), which details the value and benefits employees derive from being members of the organisation, has been widely touted in literature as a determinant of work engagement and retention. The growing body of Positive Organisational Behaviour (POB) acknowledges the importance of these concepts, particularly in the service industry where engagement and retention are critical for good customer relationships. The research followed a quantitative and non-experimental approach by using primary data as the unit of analysis. Using a self-report electronic questionnaire, relationships between EVP, WE and Turnover Intentions were determined from a sample of (N=259) consisting of supervisor to management level employees in commercial banks across Botswana. The adopted composite questionnaire has been validated for the South African sample and proved to have high reliability. The individual instruments have been used in different industries as well as professions and showed no inherent bias. The results showed some important relationships between EVP, WE and Turnover Intentions. Specifically, EVP fulfilment revealed a substantive positive relationship with Work Engagement whereas another substantial relationship exists between engagement and Turnover Intention. While a definitive but small relationship exists between EVP and Turnover Intention, it was recommended that the organisation that participated can buffer turnover intention through leveraging engagement levels, especially the dedication dimension of engagement as it has found to be the prerequisite for vigor and absorption dimensions of engagement.
- Full Text:
- Date Issued: 2017
The relationship between extraversion, emotional intelligence and leadership experience
- Molaudzi, Katlego Jacky-Grace
- Authors: Molaudzi, Katlego Jacky-Grace
- Date: 2017
- Subjects: Leadership Emotional intelligence , South Africa -- South African Defence Force
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/19059 , vital:28769
- Description: The debate about leader characteristics continues yet understanding leadership is very important for selection, promotion and leadership development. The purpose of the study was to find out if a link existed between extraversion, emotional quotient (EQ), leadership position and years of experience as a leader. A quantitative study with a questionnaire, which included Jung Personality Questionnaire and Ryback’s Emotional Quotient Executive survey was administered to military personnel at Thaba Tshwane Military Area in Pretoria, which is the military headquarters of the South African National Defence Force (SANDF). Respondents were selected randomly from the ranks of Corporal to Generals. The results revealed that there is no correlation between extraversion and emotional intelligence. Results also show that more males were introverted while more females were extraverted. It can therefore be concluded that people who are extraverted do not necessarily have high levels of EQ. Extraversion did not present as a dominant characteristic in the leaders of the sample group with just over half presenting with higher levels of extraversion. With regard to emotional intelligence, the majority of respondents showed high levels of Emotional Intelligence. In terms of EQ, one could probably reason that introverts are better at self-awareness and more reflective of feelings and relationships, while extraverts are better at expressing feelings and taking overt action to build relations. However, further research on this is required. The study therefore places emphasises the role of EQ in leadership.
- Full Text:
- Date Issued: 2017
- Authors: Molaudzi, Katlego Jacky-Grace
- Date: 2017
- Subjects: Leadership Emotional intelligence , South Africa -- South African Defence Force
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/19059 , vital:28769
- Description: The debate about leader characteristics continues yet understanding leadership is very important for selection, promotion and leadership development. The purpose of the study was to find out if a link existed between extraversion, emotional quotient (EQ), leadership position and years of experience as a leader. A quantitative study with a questionnaire, which included Jung Personality Questionnaire and Ryback’s Emotional Quotient Executive survey was administered to military personnel at Thaba Tshwane Military Area in Pretoria, which is the military headquarters of the South African National Defence Force (SANDF). Respondents were selected randomly from the ranks of Corporal to Generals. The results revealed that there is no correlation between extraversion and emotional intelligence. Results also show that more males were introverted while more females were extraverted. It can therefore be concluded that people who are extraverted do not necessarily have high levels of EQ. Extraversion did not present as a dominant characteristic in the leaders of the sample group with just over half presenting with higher levels of extraversion. With regard to emotional intelligence, the majority of respondents showed high levels of Emotional Intelligence. In terms of EQ, one could probably reason that introverts are better at self-awareness and more reflective of feelings and relationships, while extraverts are better at expressing feelings and taking overt action to build relations. However, further research on this is required. The study therefore places emphasises the role of EQ in leadership.
- Full Text:
- Date Issued: 2017
The relationship between intrinsic rewards, personality and emotional intelligence within the education sector
- Authors: Shelton, Stacy Ann
- Date: 2017
- Subjects: Employee motivation -- South Africa Achievement motivation -- South Africa , Emotional intelligence -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/20440 , vital:29287
- Description: The primary objective of this dissertation was to investigate the relationship between intrinsic rewards, personality and emotional intelligence within the education sector within South Africa. 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 teaching sector and teaching level with regards to these constructs. This was done using t-tests and analysis of variance tests. Moreover, the researcher aimed to further validate the Intrinsic Work Rewards Scale within the South African context. This was done via the use of confirmatory factor analysis. The questionnaire was completed by a total of 269 educators spanning across eleven educational institutions, including institutions within the private and public sector, and primary, secondary and tertiary educational institutions within the Eastern 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 three constructs, and significant differences between private and public sector institutions, and between primary, secondary and tertiary institutions with regards to intrinsic rewards, personality factors and emotional intelligence. The proposed theoretical model could be partly accepted as it showed that a correlation does exist between Extraversion, Neuroticism, Agreeableness and Conscientiousness (Openness was not correlated) and intrinsic rewards, and between intrinsic rewards and emotional intelligence. Moreover, the model showed that emotional intelligence acted as a mediator and partial mediator in predicting one’s level of intrinsic rewards via Extraversion, Neuroticism, Agreeableness and Conscientiousness, but no mediation could be shown with regards to Openness. Finally, the results of confirmatory factor analysis confirmed that the Intrinsic Work Rewards Scale showed acceptable fit and thus provided evidence for this instrument holding construct validity within the South African context. These results theoretically contribute to the area of intrinsic rewards, and have uncovered a new area whereby intrinsic rewards are shown to be related to personality factors and emotional intelligence. The findings of this study hold important implications for the effective management of educators in the South African context.
- Full Text:
- Date Issued: 2017
- Authors: Shelton, Stacy Ann
- Date: 2017
- Subjects: Employee motivation -- South Africa Achievement motivation -- South Africa , Emotional intelligence -- South Africa Organizational behavior -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/20440 , vital:29287
- Description: The primary objective of this dissertation was to investigate the relationship between intrinsic rewards, personality and emotional intelligence within the education sector within South Africa. 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 teaching sector and teaching level with regards to these constructs. This was done using t-tests and analysis of variance tests. Moreover, the researcher aimed to further validate the Intrinsic Work Rewards Scale within the South African context. This was done via the use of confirmatory factor analysis. The questionnaire was completed by a total of 269 educators spanning across eleven educational institutions, including institutions within the private and public sector, and primary, secondary and tertiary educational institutions within the Eastern 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 three constructs, and significant differences between private and public sector institutions, and between primary, secondary and tertiary institutions with regards to intrinsic rewards, personality factors and emotional intelligence. The proposed theoretical model could be partly accepted as it showed that a correlation does exist between Extraversion, Neuroticism, Agreeableness and Conscientiousness (Openness was not correlated) and intrinsic rewards, and between intrinsic rewards and emotional intelligence. Moreover, the model showed that emotional intelligence acted as a mediator and partial mediator in predicting one’s level of intrinsic rewards via Extraversion, Neuroticism, Agreeableness and Conscientiousness, but no mediation could be shown with regards to Openness. Finally, the results of confirmatory factor analysis confirmed that the Intrinsic Work Rewards Scale showed acceptable fit and thus provided evidence for this instrument holding construct validity within the South African context. These results theoretically contribute to the area of intrinsic rewards, and have uncovered a new area whereby intrinsic rewards are shown to be related to personality factors and emotional intelligence. The findings of this study hold important implications for the effective management of educators in the South African context.
- Full Text:
- Date Issued: 2017
The relationship between leadership resilience and self-renewal practices
- Authors: Venter, Celeste
- Date: 2017
- Subjects: Leadership Success in business Organizational resilience
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/14024 , vital:27395
- Description: Most organisations operate in a turbulent environment characterised by volatility, uncertainty, complexity and ambiguity. Disruptive and unpredictable forces of change are key features of this environment and sustainability of organisations has become fragile and unstable. Organisations that are able to grow and thrive within this environment have adaptive capabilities to learn (Ovans, 2005) and adjust faster with more confidence compared to their competitors. Leadership is a decisive influence in the creation of a competitive advantage within thriving organisations. Leaders absorb high levels of turmoil, unpredictability and uncertainty and need to respond to regular shocks and surprises in a productive manner so that the organisation can be responsive to threats and opportunities. The ability of leaders to offer this type of leadership is determined by their own levels of leadership resilience. Leadership resilience is a capability that can increase or diminish depending on the leader’s ability to learn and adapt following unexpected disruptive experiences, continued adverse conditions or while dealing with persistent pressure. Practices associated with self-renewal offer leaders, opportunities to develop disciplined intentional processes of change and adjustment. These are based on a state of awareness regarding one’s level of internal well-being, energy and balance, aimed at replenishing or strengthening resilient qualities and protective factors. Leadership development programmes can make a significant contribution to sustained leadership being effective, by developing personal strengths and strategies that can buttress tough resilience capabilities in leaders. The main research problem in this study was to explore the relationship between leadership resilience and self-renewal practices. To address the main and identified sub-problems, a literature study was conducted focusing on the main components of resilience with specific reference to resilience in leaders, while exploring self-renewal practices that can be used by leaders to improve their resilience. A web-based survey with a questionnaire was administered to a target group consisting of middle and senior managers who have participated in leadership development programmes at the Leadership Academy of the Nelson Mandela Metropolitan University Business School. The survey was a self-reporting instrument that included the Leadership Resilience Profile developed by Dianne Reed and Jerry Patterson (2009) as well as a section focused on self-renewal practices that included physical, spiritual, cognitive and socio-emotional renewal practices. The results from the empirical study revealed that the levels of leadership resilience are related to the self-renewal practices of leaders. The study identified spiritual self-renewal as most significant to leadership resilience. Higher levels of resilience were demonstrated with regard to value-driven leadership, optimism, courageous decision-making and self-efficacy. Senior managers reported higher levels of self-efficacy as compared to their counterparts at middle level management. The study identified adaptability, perseverance and social support as resilience capabilities that leaders should grow. In general, lower scores were obtained for self-renewal practices than for resilience levels. Leadership development initiatives that integrate resilience capabilities and self-renewal practices will create an adaptive resource within organisations. Supporting the development and maintenance of strong leadership resilience capabilities will contribute to the development of adaptive organisations that are able to navigate turbulent conditions with confidence.
- Full Text:
- Date Issued: 2017
- Authors: Venter, Celeste
- Date: 2017
- Subjects: Leadership Success in business Organizational resilience
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/14024 , vital:27395
- Description: Most organisations operate in a turbulent environment characterised by volatility, uncertainty, complexity and ambiguity. Disruptive and unpredictable forces of change are key features of this environment and sustainability of organisations has become fragile and unstable. Organisations that are able to grow and thrive within this environment have adaptive capabilities to learn (Ovans, 2005) and adjust faster with more confidence compared to their competitors. Leadership is a decisive influence in the creation of a competitive advantage within thriving organisations. Leaders absorb high levels of turmoil, unpredictability and uncertainty and need to respond to regular shocks and surprises in a productive manner so that the organisation can be responsive to threats and opportunities. The ability of leaders to offer this type of leadership is determined by their own levels of leadership resilience. Leadership resilience is a capability that can increase or diminish depending on the leader’s ability to learn and adapt following unexpected disruptive experiences, continued adverse conditions or while dealing with persistent pressure. Practices associated with self-renewal offer leaders, opportunities to develop disciplined intentional processes of change and adjustment. These are based on a state of awareness regarding one’s level of internal well-being, energy and balance, aimed at replenishing or strengthening resilient qualities and protective factors. Leadership development programmes can make a significant contribution to sustained leadership being effective, by developing personal strengths and strategies that can buttress tough resilience capabilities in leaders. The main research problem in this study was to explore the relationship between leadership resilience and self-renewal practices. To address the main and identified sub-problems, a literature study was conducted focusing on the main components of resilience with specific reference to resilience in leaders, while exploring self-renewal practices that can be used by leaders to improve their resilience. A web-based survey with a questionnaire was administered to a target group consisting of middle and senior managers who have participated in leadership development programmes at the Leadership Academy of the Nelson Mandela Metropolitan University Business School. The survey was a self-reporting instrument that included the Leadership Resilience Profile developed by Dianne Reed and Jerry Patterson (2009) as well as a section focused on self-renewal practices that included physical, spiritual, cognitive and socio-emotional renewal practices. The results from the empirical study revealed that the levels of leadership resilience are related to the self-renewal practices of leaders. The study identified spiritual self-renewal as most significant to leadership resilience. Higher levels of resilience were demonstrated with regard to value-driven leadership, optimism, courageous decision-making and self-efficacy. Senior managers reported higher levels of self-efficacy as compared to their counterparts at middle level management. The study identified adaptability, perseverance and social support as resilience capabilities that leaders should grow. In general, lower scores were obtained for self-renewal practices than for resilience levels. Leadership development initiatives that integrate resilience capabilities and self-renewal practices will create an adaptive resource within organisations. Supporting the development and maintenance of strong leadership resilience capabilities will contribute to the development of adaptive organisations that are able to navigate turbulent conditions with confidence.
- Full Text:
- Date Issued: 2017
The relationship between OCT4 and an aggressive phenotype in triple negative breast cancer (TNBC)
- Authors: Jackson, Hayley Claire
- Date: 2017
- Language: English
- Type: text , Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10962/59209 , vital:27477
- Description: Expected release date-April 2019
- Full Text:
- Date Issued: 2017
- Authors: Jackson, Hayley Claire
- Date: 2017
- Language: English
- Type: text , Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10962/59209 , vital:27477
- Description: Expected release date-April 2019
- Full Text:
- Date Issued: 2017
The relationship between opportunity-related aspects and the performance of primary co-operatives in South Africa
- Authors: Bodley, David Cyril
- Date: 2017
- Subjects: Organizational effectiveness -- Measurement Performance , Small business -- Management Success in business
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/14653 , vital:27813
- Description: South Africa is a country facing divisive social and economic challenges. It has a history that generated imbalances within the economy and requires urgent solutions to one of the most significant issues the country faces, having too few South Africans in work. Globally, a key solution to creating work has been to make small business the engine-room of economies. Consequently, the South African Government has identified the establishment of small businesses as a priority, which incorporates the development of collaborative forms of businesses in marginalised communities. The co-operative form of business and a strong co-operative movement is, therefore, a critical element of government’s initiative to create work and economic independence for South Africans. Governed by the seven International Labour Organization (ILO) principles, this form of business is often more complex than a typical firm, making the task of establishing and growing these entities particularly challenging. This study analyses the literature to gain an understanding of co-operative movements across the globe. It then looks at the specific challenges the movement faces in South Africa, followed by an analysis of best practice that a business should engage in its establishment and growth. Specifically, the literature examines whether there is a relationship between opportunity-related industry, market and entrepreneurial team aspects and improved business performance of business entities such as co-operatives. The study collates data from co-operatives in the South African economy using two separate methodologies. Firstly, a structured interview was used to acquire information on the opportunity-related aspects. Secondly, business transactions were recorded and basic financial statements were produced for each co-operative, enabling a rating on business performance. The primary data was then analysed within Chapter 6, to investigate the strength of the relationship between opportunity-related aspects and business performance. The findings extracted from the primary data reinforced certain facts within the body of knowledge as it relates to the relationship between opportunity-related aspects and business performance, but there were also some interesting new insights that were extracted from the data. The South African co-operative movement has achieved certain success and momentum as well as experiencing certain failures, and the study clearly highlights both, and makes recommendations to improve the movements and government’s efforts to establish a vibrant and meaningful co-operative sector.
- Full Text:
- Date Issued: 2017
- Authors: Bodley, David Cyril
- Date: 2017
- Subjects: Organizational effectiveness -- Measurement Performance , Small business -- Management Success in business
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: http://hdl.handle.net/10948/14653 , vital:27813
- Description: South Africa is a country facing divisive social and economic challenges. It has a history that generated imbalances within the economy and requires urgent solutions to one of the most significant issues the country faces, having too few South Africans in work. Globally, a key solution to creating work has been to make small business the engine-room of economies. Consequently, the South African Government has identified the establishment of small businesses as a priority, which incorporates the development of collaborative forms of businesses in marginalised communities. The co-operative form of business and a strong co-operative movement is, therefore, a critical element of government’s initiative to create work and economic independence for South Africans. Governed by the seven International Labour Organization (ILO) principles, this form of business is often more complex than a typical firm, making the task of establishing and growing these entities particularly challenging. This study analyses the literature to gain an understanding of co-operative movements across the globe. It then looks at the specific challenges the movement faces in South Africa, followed by an analysis of best practice that a business should engage in its establishment and growth. Specifically, the literature examines whether there is a relationship between opportunity-related industry, market and entrepreneurial team aspects and improved business performance of business entities such as co-operatives. The study collates data from co-operatives in the South African economy using two separate methodologies. Firstly, a structured interview was used to acquire information on the opportunity-related aspects. Secondly, business transactions were recorded and basic financial statements were produced for each co-operative, enabling a rating on business performance. The primary data was then analysed within Chapter 6, to investigate the strength of the relationship between opportunity-related aspects and business performance. The findings extracted from the primary data reinforced certain facts within the body of knowledge as it relates to the relationship between opportunity-related aspects and business performance, but there were also some interesting new insights that were extracted from the data. The South African co-operative movement has achieved certain success and momentum as well as experiencing certain failures, and the study clearly highlights both, and makes recommendations to improve the movements and government’s efforts to establish a vibrant and meaningful co-operative sector.
- Full Text:
- Date Issued: 2017
The relationship between organisational culture, transformational leadership and organisational change outcomes in public intensive care units
- Authors: Befile, Nomawethu
- Date: 2017
- Subjects: Critical care medicine -- Leadership Organizational behavior , Organizational change Leadership
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: http://hdl.handle.net/10948/14576 , vital:27794
- Description: Organisational change in any organisation, including the healthcare industry, implies a change in organisational culture. The concept of organisational culture refers to those values and norms within an organisation that are prescribed by both the employer and the employees as to how to behave. However, organisational culture should not be viewed in isolation, as culture and leadership are intertwined. Transformational leadership within an organisational culture serves to achieve its goal, missions and aims by influencing, motivating and creating a mutual relationship between employees and employers, which brings about effective organisational change. The alignment of organisational culture and leadership with a hospital’s vision is important to ensure optimal healthcare delivery and organisational change outcomes. A positivistic research paradigm, with a quantitative, explorative, descriptive and contextual approach, was used to conduct the research study. The research study explored whether a supportive organisational culture, transformational leadership and organisational change outcomes were prevalent in public intensive care units. Secondly, the study aimed to investigate the relationship between organisational culture, transformational leadership and organisational change outcomes in public intensive care units in the Nelson Mandela Bay. Data was collected by means of a structured and previously validated questionnaire with a Cronbach’s alpha of more than 0.80. The target population was registered nurses who work in the intensive care units in the public hospitals. The sample was composed of 56 registered nurses and 4 enrolled nurses who were selected from public hospital intensive care units in Nelson Mandela Bay. Descriptive statistics, linear regression analysis, correlation and a Chi-square test were used to describe the hypothesised relationship between organisational culture and transformational leadership (independent) with organisational change outcomes (dependent variable). The results of this study revealed that the alternative hypothesis was accepted as the P value, was less than 0.05 in all variables. This proved that there was a significant relationship between organisational culture, transformational leadership and organisational change outcomes in the public intensive care units which were sampled. Recommendations are made as to how organisational culture can enhance and support transformational leadership and organisational change outcomes to promote a positive change outcome in public intensive care units. Ethical considerations were maintained throughout the research study.
- Full Text:
- Date Issued: 2017
- Authors: Befile, Nomawethu
- Date: 2017
- Subjects: Critical care medicine -- Leadership Organizational behavior , Organizational change Leadership
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: http://hdl.handle.net/10948/14576 , vital:27794
- Description: Organisational change in any organisation, including the healthcare industry, implies a change in organisational culture. The concept of organisational culture refers to those values and norms within an organisation that are prescribed by both the employer and the employees as to how to behave. However, organisational culture should not be viewed in isolation, as culture and leadership are intertwined. Transformational leadership within an organisational culture serves to achieve its goal, missions and aims by influencing, motivating and creating a mutual relationship between employees and employers, which brings about effective organisational change. The alignment of organisational culture and leadership with a hospital’s vision is important to ensure optimal healthcare delivery and organisational change outcomes. A positivistic research paradigm, with a quantitative, explorative, descriptive and contextual approach, was used to conduct the research study. The research study explored whether a supportive organisational culture, transformational leadership and organisational change outcomes were prevalent in public intensive care units. Secondly, the study aimed to investigate the relationship between organisational culture, transformational leadership and organisational change outcomes in public intensive care units in the Nelson Mandela Bay. Data was collected by means of a structured and previously validated questionnaire with a Cronbach’s alpha of more than 0.80. The target population was registered nurses who work in the intensive care units in the public hospitals. The sample was composed of 56 registered nurses and 4 enrolled nurses who were selected from public hospital intensive care units in Nelson Mandela Bay. Descriptive statistics, linear regression analysis, correlation and a Chi-square test were used to describe the hypothesised relationship between organisational culture and transformational leadership (independent) with organisational change outcomes (dependent variable). The results of this study revealed that the alternative hypothesis was accepted as the P value, was less than 0.05 in all variables. This proved that there was a significant relationship between organisational culture, transformational leadership and organisational change outcomes in the public intensive care units which were sampled. Recommendations are made as to how organisational culture can enhance and support transformational leadership and organisational change outcomes to promote a positive change outcome in public intensive care units. Ethical considerations were maintained throughout the research study.
- Full Text:
- Date Issued: 2017
The relationship between psychological capital and employee well-being among primary school teachers
- Authors: Dingaan, Stellin Auburn
- Date: 2017
- Subjects: Work -- Psychological aspects , Employees -- Mental health Teachers -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/14278 , vital:27512
- Description: This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.
- Full Text:
- Date Issued: 2017
The relationship between psychological capital and employee well-being among primary school teachers
- Authors: Dingaan, Stellin Auburn
- Date: 2017
- Subjects: Work -- Psychological aspects , Employees -- Mental health Teachers -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/14278 , vital:27512
- Description: This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.
- Full Text:
- Date Issued: 2017
The relationship between quality of sleep and mood states among athletes
- Authors: Loock, Nerine
- Date: 2017
- Subjects: Sleep -- Psychological aspects Mood (Psychology) , Sports -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/18134 , vital:28579
- Description: Sleep quality is an aspect of sleep on which there is currently a lack of research and, in particular, there is little published data related to the quality of sleep obtained by athletes. Sleep quality is difficult to define because it includes quantitative aspects of sleep such as sleep duration, sleep latency and number of arousals as well as the subjective aspects such as ‘depth’ and ‘restfulness’ of sleep. Athletes require more sleep than the non-athlete population in order to recover from their exertions and, although evidence suggests that athletes are concerned about the impact that inadequate sleep has upon performance, there is a paucity of literature examining how poor sleep patterns affect the athletes’ psychological states during training and competition. Due to the scarcity of literature examining how the quality of sleep affects the psychological states of athletes, very little research has focused on athletes’ sleep and mood within the South African (SA) context. A quantitative research method with a combination of an exploratory and descriptive approach was employed. The sample of this study comprised of 87 athletes. The researcher made use of a purposive, non-randomized sampling technique. A self-report biographical questionnaire, the Profile of Mood States 2 – Adults (POMS 2), the State-Trait Anxiety Inventory-Adults (STAI-A) and the Pittsburgh Sleep Quality Index (PSQI) was administered once a week on the same day for the duration of 4 weeks. Descriptive and inferential statistics, Pearson R correlation and One-sample t-test were used to analyse the data. The researcher obtained the necessary authorisation to conduct the study and followed the ethical rules of conduct. Results indicated that there were certain relationships between the quality of sleep and mood states among athletes such as fatigue-inertia, anxiety (state and trait), depression-dejection, anger-hostility, vigour-activity and confusion-bewilderment. There was sufficient evidence to conclude that there was a significant between-week (week 1 and 2, 2 and 3, 3 and 4) difference in fatigue-inertia and sleep quality. Apart from differences in fatigue-inertia and sleep quality scores over the four weeks, all other results indicate a constant outcome over the four weeks for mood states and sleep quality. The results also indicated sufficient evidence to conclude that although there was evidence of a relationship between quality of sleep and mood states, it was not possible to make a definitive conclusion regarding whether sleep quality, anxiety, and depression were bi-directionally related. Despite some of the limitations to the study, the findings were thought to contribute in a valuable way to furthering knowledge regarding the quality of sleep and mood states among athletes. The current data suggest that monitoring athletes’ sleep and mood states may be a determining factor for satisfactory performance; therefore, the reasons for poor sleep quality should be identified in order to implement any coping strategies needed.
- Full Text:
- Date Issued: 2017
- Authors: Loock, Nerine
- Date: 2017
- Subjects: Sleep -- Psychological aspects Mood (Psychology) , Sports -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/18134 , vital:28579
- Description: Sleep quality is an aspect of sleep on which there is currently a lack of research and, in particular, there is little published data related to the quality of sleep obtained by athletes. Sleep quality is difficult to define because it includes quantitative aspects of sleep such as sleep duration, sleep latency and number of arousals as well as the subjective aspects such as ‘depth’ and ‘restfulness’ of sleep. Athletes require more sleep than the non-athlete population in order to recover from their exertions and, although evidence suggests that athletes are concerned about the impact that inadequate sleep has upon performance, there is a paucity of literature examining how poor sleep patterns affect the athletes’ psychological states during training and competition. Due to the scarcity of literature examining how the quality of sleep affects the psychological states of athletes, very little research has focused on athletes’ sleep and mood within the South African (SA) context. A quantitative research method with a combination of an exploratory and descriptive approach was employed. The sample of this study comprised of 87 athletes. The researcher made use of a purposive, non-randomized sampling technique. A self-report biographical questionnaire, the Profile of Mood States 2 – Adults (POMS 2), the State-Trait Anxiety Inventory-Adults (STAI-A) and the Pittsburgh Sleep Quality Index (PSQI) was administered once a week on the same day for the duration of 4 weeks. Descriptive and inferential statistics, Pearson R correlation and One-sample t-test were used to analyse the data. The researcher obtained the necessary authorisation to conduct the study and followed the ethical rules of conduct. Results indicated that there were certain relationships between the quality of sleep and mood states among athletes such as fatigue-inertia, anxiety (state and trait), depression-dejection, anger-hostility, vigour-activity and confusion-bewilderment. There was sufficient evidence to conclude that there was a significant between-week (week 1 and 2, 2 and 3, 3 and 4) difference in fatigue-inertia and sleep quality. Apart from differences in fatigue-inertia and sleep quality scores over the four weeks, all other results indicate a constant outcome over the four weeks for mood states and sleep quality. The results also indicated sufficient evidence to conclude that although there was evidence of a relationship between quality of sleep and mood states, it was not possible to make a definitive conclusion regarding whether sleep quality, anxiety, and depression were bi-directionally related. Despite some of the limitations to the study, the findings were thought to contribute in a valuable way to furthering knowledge regarding the quality of sleep and mood states among athletes. The current data suggest that monitoring athletes’ sleep and mood states may be a determining factor for satisfactory performance; therefore, the reasons for poor sleep quality should be identified in order to implement any coping strategies needed.
- Full Text:
- Date Issued: 2017
The relationship between selected body composition components and self-efficacy among 12-14 year old rural adolescents in the Eastern Cape Province of South Africa
- Authors: Nkopo, Mandisi, S
- Date: 2017
- Subjects: Child development -- South Africa -- Eastern Cape Children -- Growth Body composition
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10353/4536 , vital:28403
- Description: Body composition changes drastically in both males and females during the adolescent years. The changes may have a negative effect on their physical health as well as psychological well-being, with respect to attributes such as self-efficacy. Being either overweight or obese during adolescence has social, economic and psychological consequences, which include low self-efficacy. However, very few international studies and not a single South African study could be found which measured the relationship of anthropometric body composition components, general self-efficacy levels and actual measured body size among adolescents, particularly among rural adolescents. Consequently, the aim of this study was to investigate the relationship between anthropometric body composition components and self efficacy, by conducting a comparison of self-efficacy levels among normal, overweight and obese 12 to 14-year-old rural adolescents in the Eastern Cape Province of South Africa. The sample consisted of boys (n=49) and girls (n=43) between the ages of 12 and 14 years. The body composition components were body weight, stature, body mass index, sum of 3 skinfolds, percentage body fat and hip-to-waist ratio. The sample was also classified into normal, overweight and obese groups, according to body mass index. A self-administered Self-Efficacy Questionnaire for Children (SEQ-C) which was developed by Muris (2001) was used to measure general self-efficacy. Data were analyzed by means of descriptive statistics, the Pearson correlation matrix and Cohen's effect size for significance (Cohen, 1992) and a Mann-Whitney U Test was used to determine statistical differences. Significance was set at p<0.05. Only 17 percent of the participants in the research sample were found to be overweight or obese. Only emotional self-efficacy showed significant (p=0.02) differences between the participants who were classified as having normal weights and the group which comprised the overweight and the obese groups. Overweight and obese boys and girls still had very high levels of self-efficacy, although their body mass index scores were high. Boys scored higher in social self-efficacy and girls in academic self-efficacy. Only girls presented significantly high correlations between body mass index and emotional self-efficacy (r=0.33, p=0.02), total self-efficacy and hip-to-waist ratio (r=0.44, p=0.00), social self-efficacy and hip-towaist ratio (r=0.39, p=0.01) and emotional self-efficacy and hip-to-waist ratio (r=0.33, p=0.02), while boys presented them only with respect to body weight (r=0.31, p=0.02) and stature (r=0.39, p=0.00). The results suggest that a positive relationship exists between body composition, in terms of hip-to-waist ratio, weight and stature, and self-efficacy among South African rural adolescents. However, girls presented significantly strong and positive correlations between hip-to-waist ratio and self-efficacy, whereas boys presented significant, strong and positive correlations between body weight, stature and self-efficacy. Only emotional self-efficacy showed significant differences between normal weight and overweight or obese South African rural adolescents. It seems likely that cultural beliefs may exert an influence on the psychosocial perceptions of adolescents in relation to body size, consequently affecting self efficacy levels.
- Full Text:
- Date Issued: 2017
- Authors: Nkopo, Mandisi, S
- Date: 2017
- Subjects: Child development -- South Africa -- Eastern Cape Children -- Growth Body composition
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10353/4536 , vital:28403
- Description: Body composition changes drastically in both males and females during the adolescent years. The changes may have a negative effect on their physical health as well as psychological well-being, with respect to attributes such as self-efficacy. Being either overweight or obese during adolescence has social, economic and psychological consequences, which include low self-efficacy. However, very few international studies and not a single South African study could be found which measured the relationship of anthropometric body composition components, general self-efficacy levels and actual measured body size among adolescents, particularly among rural adolescents. Consequently, the aim of this study was to investigate the relationship between anthropometric body composition components and self efficacy, by conducting a comparison of self-efficacy levels among normal, overweight and obese 12 to 14-year-old rural adolescents in the Eastern Cape Province of South Africa. The sample consisted of boys (n=49) and girls (n=43) between the ages of 12 and 14 years. The body composition components were body weight, stature, body mass index, sum of 3 skinfolds, percentage body fat and hip-to-waist ratio. The sample was also classified into normal, overweight and obese groups, according to body mass index. A self-administered Self-Efficacy Questionnaire for Children (SEQ-C) which was developed by Muris (2001) was used to measure general self-efficacy. Data were analyzed by means of descriptive statistics, the Pearson correlation matrix and Cohen's effect size for significance (Cohen, 1992) and a Mann-Whitney U Test was used to determine statistical differences. Significance was set at p<0.05. Only 17 percent of the participants in the research sample were found to be overweight or obese. Only emotional self-efficacy showed significant (p=0.02) differences between the participants who were classified as having normal weights and the group which comprised the overweight and the obese groups. Overweight and obese boys and girls still had very high levels of self-efficacy, although their body mass index scores were high. Boys scored higher in social self-efficacy and girls in academic self-efficacy. Only girls presented significantly high correlations between body mass index and emotional self-efficacy (r=0.33, p=0.02), total self-efficacy and hip-to-waist ratio (r=0.44, p=0.00), social self-efficacy and hip-towaist ratio (r=0.39, p=0.01) and emotional self-efficacy and hip-to-waist ratio (r=0.33, p=0.02), while boys presented them only with respect to body weight (r=0.31, p=0.02) and stature (r=0.39, p=0.00). The results suggest that a positive relationship exists between body composition, in terms of hip-to-waist ratio, weight and stature, and self-efficacy among South African rural adolescents. However, girls presented significantly strong and positive correlations between hip-to-waist ratio and self-efficacy, whereas boys presented significant, strong and positive correlations between body weight, stature and self-efficacy. Only emotional self-efficacy showed significant differences between normal weight and overweight or obese South African rural adolescents. It seems likely that cultural beliefs may exert an influence on the psychosocial perceptions of adolescents in relation to body size, consequently affecting self efficacy levels.
- Full Text:
- Date Issued: 2017
The relationship between servant leadership, workplace trust, work engagement and workplace wellbeing
- Authors: Barnard, Patrick Christian
- Date: 2017
- Subjects: Work environment -- Psychological aspects Organizational behavior , Psychology, Industrial Leadership
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10948/14532 , vital:27740
- Description: Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.
- Full Text:
- Date Issued: 2017
- Authors: Barnard, Patrick Christian
- Date: 2017
- Subjects: Work environment -- Psychological aspects Organizational behavior , Psychology, Industrial Leadership
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10948/14532 , vital:27740
- Description: Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.
- Full Text:
- Date Issued: 2017
The relationship between survivor traumatic stress, coping self-efficacy and secondary traumatic stress in informal supporters of rape survivors
- Authors: Theunissen, Shanae
- Date: 2017
- Subjects: Psychic trauma -- South Africa Self-help groups -- South Africa , Victims of violent crimes -- Counseling of -- South Africa Rape victims -- Mental health -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/20801 , vital:29396
- Description: The prevalence of rape in South Africa is widespread and survivors often experience severe posttraumatic stress and shame. Although secondary traumatic stress (STS) is a risk for everyone who works with primary survivors of trauma it has only been examined in a variety of professionals that provide supportive and clinical services to traumatised populations. Little is known about the impact that this experience has on the friends and family members that support these survivors. In some cases, supporters have to find a way to cope with significant distress associated with witnessing posttraumatic stress in a loved one. This begs the question of how their perceived ability to cope would influence their experience of STS. However, no studies exist that explore the dynamics between severity of posttraumatic stress in rape survivors and secondary traumatic stress and coping self-efficacy in their supporters. For this quantitative study, 23 rape survivors from a local non-governmental organisation completed the Harvard Trauma Questionnaire-Revised (HTQ-R). The 28 informal supporters that were identified, completed the Traumatic Attachment Belief Scale (TABS) and the Coping Self-Efficacy Scale (CSE). Cross-group equivalence, the presence of the outlined factors in the sample, as well as the interaction between factors, are explored and described. Findings indicate that although the survivors endorsed some symptoms of posttraumatic stress disorder, their scores were not elevated enough to meet the cut-off point for this diagnosis. Findings related to the supporters indicate that the sample experienced average to high average levels of secondary traumatisation. Despite this, the subjects experienced adequate levels of coping self-efficacy. These findings indicate a need to provide more counselling resources to informal supporters in order to alleviate their secondary traumatisation and in turn increase their ability to assist primary rape survivors.
- Full Text:
- Date Issued: 2017
- Authors: Theunissen, Shanae
- Date: 2017
- Subjects: Psychic trauma -- South Africa Self-help groups -- South Africa , Victims of violent crimes -- Counseling of -- South Africa Rape victims -- Mental health -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/20801 , vital:29396
- Description: The prevalence of rape in South Africa is widespread and survivors often experience severe posttraumatic stress and shame. Although secondary traumatic stress (STS) is a risk for everyone who works with primary survivors of trauma it has only been examined in a variety of professionals that provide supportive and clinical services to traumatised populations. Little is known about the impact that this experience has on the friends and family members that support these survivors. In some cases, supporters have to find a way to cope with significant distress associated with witnessing posttraumatic stress in a loved one. This begs the question of how their perceived ability to cope would influence their experience of STS. However, no studies exist that explore the dynamics between severity of posttraumatic stress in rape survivors and secondary traumatic stress and coping self-efficacy in their supporters. For this quantitative study, 23 rape survivors from a local non-governmental organisation completed the Harvard Trauma Questionnaire-Revised (HTQ-R). The 28 informal supporters that were identified, completed the Traumatic Attachment Belief Scale (TABS) and the Coping Self-Efficacy Scale (CSE). Cross-group equivalence, the presence of the outlined factors in the sample, as well as the interaction between factors, are explored and described. Findings indicate that although the survivors endorsed some symptoms of posttraumatic stress disorder, their scores were not elevated enough to meet the cut-off point for this diagnosis. Findings related to the supporters indicate that the sample experienced average to high average levels of secondary traumatisation. Despite this, the subjects experienced adequate levels of coping self-efficacy. These findings indicate a need to provide more counselling resources to informal supporters in order to alleviate their secondary traumatisation and in turn increase their ability to assist primary rape survivors.
- Full Text:
- Date Issued: 2017
The relationship between values-based leadership and employee engagement
- Authors: Simon, Bridgette Virginia
- Date: 2017
- Subjects: Leadership -- South Africa Employee motivation -- South Africa , Management -- Employee participation -- South Africa Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20220 , vital:29159
- Description: Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.
- Full Text:
- Date Issued: 2017
- Authors: Simon, Bridgette Virginia
- Date: 2017
- Subjects: Leadership -- South Africa Employee motivation -- South Africa , Management -- Employee participation -- South Africa Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20220 , vital:29159
- Description: Sustaining competitiveness requires organisations to continuously reinvent themselves, consider both external influences as well as internal risk that may affect the company as a market leader. Organisations that have acknowledged that a relationship between engaged employees and business success exists, would seek ways to foster and facilitate the engagement of their workers through their leadership. The primary objective of the study was to determine whether a relationship exists between values-based leadership and employee engagement. The aim was to contribute to the quality of leadership values, behaviour and influence at Coca-Cola Beverages South Arica by gaining a deeper understanding of leadership and employee engagement. The theoretical study explored the definitions, key concepts, benefits and outcomes of both values based leadership and employee engagement. It provided a detailed literature review of the role of leadership in creating a values based organisation, what values-based leadership encompasses and its relationship with employee engagement. The theoretical overview highlighted that leadership is an influential factor in employee engagement and the extent to which employees feel valued and connected to the organisation’s goals. The theoretical overview further confirmed that leadership values, behaviour and influence are interrelated and exert an influence on employee engagement, thereby strengthening the fact that there is a relationship between values-based leadership and employee engagement. A structured web-based survey, with a questionnaire, was used to corroborate the theoretical findings and to assess employees’ perceptions of the prevalence of values–based leadership and employee engagement. A sample of 269 respondents was selected to participate in the empirical study and 167 responded to the survey, which yielded a 62% per cent response rate. The key findings of the study indicate that strong correlations exist between leadership values, behaviours and influence and that these concepts were interrelated. Furthermore, the study confirmed that values–based leadership was an important factor in employee engagement and specifically in terms of the physical, emotional and social components of engagement and less so in terms of the cognitive component. Values-based leadership and engagement were identified as critical factors in ensuring that organisations are well equipped to deal with the current volatile economic environment and to consider ways to maintain and accelerate their profitability and competitiveness in order to remain a sustainable business. It is strong values that underpin the performance of highly successful and sustainable organisations; coupled with effective leadership as a key driving force.
- Full Text:
- Date Issued: 2017
The relevance of cross-scale connections and spatial interactions for ecosystem service delivery by protected areas: Insights from southern Africa
- de Vos, Alta, Cumming, Graeme S, Roux, Dirk J
- Authors: de Vos, Alta , Cumming, Graeme S , Roux, Dirk J
- Date: 2017
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/416438 , vital:71348 , xlink:href="https://doi.org/10.1016/j.ecoser.2017.11.014"
- Description: The ecosystem services (ES) concept can frame the value of protected areas (PAs) to society and identify management actions that bridge biodiversity conservation and human benefits. In this special issue on ES flows to and from southern African PAs we consider two themes: (1) water as a biophysical and social-ecological connector; and (2) cross-scale interactions and connections as influences on cultural ecosystem service (CES) provision. Freshwater flows have supporting, regulating, and cultural elements, leading to complexities in governance as well as place attachment, intellectual, and recreational services. Scale dependence in CES creates trade-offs that challenge the usefulness of the ES framework for PA management. Ecosystem service production can potentially create political support for PAs and helps to build connections and feedbacks that increase PA resilience. Papers in the feature highlight a need to understand trade-offs in optimising for biodiversity vs. particular bundles of ES; impacts of investment in built infrastructure on ES use; how managers facilitate ES; scale and heterogeneity as influences; the role of adaptive monitoring of PAs as social–ecological systems; and services and benefits from PAs that are not well-articulated in ES classifications. PA research can thus add nuance, depth and substance to broader thinking around CES.
- Full Text:
- Date Issued: 2017
- Authors: de Vos, Alta , Cumming, Graeme S , Roux, Dirk J
- Date: 2017
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/416438 , vital:71348 , xlink:href="https://doi.org/10.1016/j.ecoser.2017.11.014"
- Description: The ecosystem services (ES) concept can frame the value of protected areas (PAs) to society and identify management actions that bridge biodiversity conservation and human benefits. In this special issue on ES flows to and from southern African PAs we consider two themes: (1) water as a biophysical and social-ecological connector; and (2) cross-scale interactions and connections as influences on cultural ecosystem service (CES) provision. Freshwater flows have supporting, regulating, and cultural elements, leading to complexities in governance as well as place attachment, intellectual, and recreational services. Scale dependence in CES creates trade-offs that challenge the usefulness of the ES framework for PA management. Ecosystem service production can potentially create political support for PAs and helps to build connections and feedbacks that increase PA resilience. Papers in the feature highlight a need to understand trade-offs in optimising for biodiversity vs. particular bundles of ES; impacts of investment in built infrastructure on ES use; how managers facilitate ES; scale and heterogeneity as influences; the role of adaptive monitoring of PAs as social–ecological systems; and services and benefits from PAs that are not well-articulated in ES classifications. PA research can thus add nuance, depth and substance to broader thinking around CES.
- Full Text:
- Date Issued: 2017