An investigation into the management of HIV/AIDS programmes at the workplace in a highly volatile environment: a case study of selected organisations in Harare, Zimbabwe
- Authors: Nyemba, Taurai Booth William
- Date: 2008
- Subjects: Social responsibility of business -- Zimbabwe , Industrial hygiene -- Zimbabwe , HIV infections -- Zimbabwe -- Prevention , AIDS (Disease) -- Prevention -- Zimbabwe
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11549 , http://hdl.handle.net/10353/177 , Social responsibility of business -- Zimbabwe , Industrial hygiene -- Zimbabwe , HIV infections -- Zimbabwe -- Prevention , AIDS (Disease) -- Prevention -- Zimbabwe
- Description: The HIV/AIDS pandemic has had a devastating effect in the world, as it is now rated as the world’s greatest killer since its appearance in the mid 1980s. A UNICEF Report (2005) states that sub Saharan Africa is the hardest hit with countries like Botswana, Zimbabwe, South Africa, Namibia and Mozambique having an average of one in every five adults being infected. Sub Saharan Africa has less than 3 percent of the world’s population but it has an estimated 65 percent of the world’s population living with HIV/AIDS as it has 26 million of the 40 million infected people worldwide. In May 2003 the Government of Zimbabwe declared HIV/AIDS a national emergency a move that seems to have yielded results as the HIV prevalence rate has come down from 26.1 percent to 18.6 percent in 2005 and further to 15.6 percent in 2007. The Ministry of Health and Child Welfare (2004) states that if the prevalence had continued at 26.1 percent, about two thirds of today’s 15- year-olds would die from this disease. The deterioration of the political, social and economic situation since 1999 and the withdrawal of donor development support due to policy differences require concerted efforts from all parties concerned, now, rather than later. More commitment must be shown by private and public sector organisations to active participation in the establishing of effective workplace programmes, to assist employees, for the pandemic has placed a heavy strain on the health delivery system, as AIDS patients occupy between 50 percent to 70 percent of all hospital beds. Furthermore, the pandemic is killing the youth at the prime of their working careers so the pandemic, while being a health problem also has a negative macro-economic impact which may lead to a developmental crisis. A study was conducted of six organisations, using two questionnaires, one for management and one for non-management level employees. The study investigates whether the organisations had HIV/AIDS programmes and whether such programmes were effective. The findings were that all six organisations had HIV/AIDS programmes in place. However, some of the programmes were not effective because the employees did not know of their existence. Furthermore, it was found that management initiated awareness programmes and made condoms available but the employees were not changing their risky behaviour.
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- Date Issued: 2008
Managing of work stress among blue collarworkers in the mining industry in Lesotho
- Authors: Molaoa, Tsalong
- Date: 2008
- Subjects: Working class , Mineral industries -- Lesotho , Job stress , Stress (Psychology)
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11550 , http://hdl.handle.net/10353/187 , Working class , Mineral industries -- Lesotho , Job stress , Stress (Psychology)
- Description: There are various ways in which work can be harmful to our health. Accidents and violence on the job and exposure to noxious chemicals in factories and sealed office buildings account for substantial numbers of injuries and deaths every year. Another danger, stress affects millions of employees and costs companies millions of cash every year, but it operates in more silent and subtle way. Stress is a psychological agent that affects the health of workers, productivity, and morale worldwide. Some of the causes of stress in the workplace include work over and underload, personal and family problems, organizational design and relationships in the organization. Stress-related diseases are widespread among employees throughout the world. A national survey was conducted in the United states by a life insurance company found that nearly half of all employed adults considered their jobs to be extremely stressful. Furthermore, a major share of physical complaints may be psychosomatic, that is, actual physical disorders caused by or related to emotional factors such as stress on the job. Physical problems associated with stress include high blood pressure, ulcers, heart disease, lower back pain and cancer. Stress in the workplace is very costly to employers in terms of lower productivity, reduced motivation, and increased errors and accidents. Moderate stress is encouraged as it can help employees in achieving the goals by being productive but too much or high stress level is related to increases in turnover and counterproductive behavior, such as theft and drug and alcohol abuse.
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- Date Issued: 2008
Implementating employment equity in the Department of Home Affairs, Transport and Education, Eastern Cape Province
- Authors: Mosola, Sehlotsa Innocentia
- Date: 2009
- Subjects: Discrimination in employment -- South Africa -- Eastern Cape , Employee rights -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11548 , http://hdl.handle.net/10353/218 , Discrimination in employment -- South Africa -- Eastern Cape , Employee rights -- South Africa -- Eastern Cape
- Description: This research was undertaken to investigate the challenges faced by employees at the Home Affairs Department, the transport Department and the Department of Education at King Williams Town in the Eastern Cape Province. A quantitative approach was used in this research. The sample consisted of 100 respondents of whom 98 returned completed questionnaires. The answers of the respondents were the data of this study and these were analyzed and interpreted in respect of the hypotheses of the research. The research involved the collection of detailed career, personal and structural perceptions of 98 employees. The data was used to establish the disparity among employees, from lower management to top management. It was found that even though there was a problem of discrimination in the olden days there has been a change in the sense that employment equity, affirmative action and diversity management have been introduced since 1994.
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- Date Issued: 2009
The impact of organizational culture of employees' behaviour within tertiary institutions in the Eastern Cape region
- Authors: Ntontela, Zintle Asiyena
- Date: 2009
- Subjects: Universities and colleges -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Employees -- Attitudes , Corporate culture -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11546 , http://hdl.handle.net/10353/219 , Universities and colleges -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Employees -- Attitudes , Corporate culture -- South Africa -- Eastern Cape
- Description: According to Nel, van Dyk, Haasbroek, Schultz, Sono and Werner (2004:19), organizational culture is simply the manner in which things are done in an organization. It is also known as the personality of the organization. Irrespective of what is called, the culture of the organization develops overtime, and employees are often not even aware of its existence. Organizational culture is, however, of particular importance to management because it helps them understand how employees feel about their work. Culture involves general assumptions about the manner in which work should be done, appropriate goals for the organization as a whole and for departments within the organization, and personal goals for employees. It is particularly the latter that makes the nature of the psychological contract of special importance in the pursuit of organizational success. It is represented by formal goals, structures, policy and communication. Shaw (1997:15) agrees with Nel et al (2004) that organizational culture composes of the shared values which are important concerns and goals shared by people in the organization that tend to influence the behaviour of the employees. These values persist overtime even with changes in group membership. In the light of the above literature, I’m conducting a research for a masters’ degree in Industrial Psychology at the University of Fort Hare, the topic being “The impact of organizational culture on employees’ behaviour within tertiary institutions in the Eastern Cape Region”. This study seeks to investigate: 1) Determine the extent of influence of organizational culture on employees’ behaviour. 2) Identify how management enforces such a culture into the workplace. 3) Determine the significance of creating organizational culture and its implementation. This questionnaire was designed, in this regard, by the researcher to assess the above mentioned objectives. This questionnaire was distributed to the Nelson Mandela Metropolitan University and the University of Fort Hare.
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- Date Issued: 2009
The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe
- Authors: Chiboiwa, Malvern Waini
- Date: 2009
- Subjects: Job satisfaction , Employees -- Attitudes , Corporate culture , Organizational behavior , Employee loyalty
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11547 , http://hdl.handle.net/10353/30 , Job satisfaction , Employees -- Attitudes , Corporate culture , Organizational behavior , Employee loyalty
- Description: Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
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- Date Issued: 2009
An investigation of the middle managers' attitude towards organizational change: a case of the automotive industry
- Authors: Harunavamwe, Martha
- Date: 2010
- Subjects: Organizational change -- Management , Organizational change -- South Africa , Attitude (Psychology) , Motor industry -- South Africa -- Management , Executives -- Training of -- South Africa
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11545 , http://hdl.handle.net/10353/d1001211 , Organizational change -- Management , Organizational change -- South Africa , Attitude (Psychology) , Motor industry -- South Africa -- Management , Executives -- Training of -- South Africa
- Description: The present study investigated the attitudes of middle managers towards organisational change within the automotive industry in South Africa. As a result of global recession, the automotive industry has been going through a series of changes but at a very slower pace. An empirical investigation was undertaken using a sample of seventy two (72) middle managers drawn using the cluster sampling technique. An organisational change attitude questionnaire adjusted to suit the automotive industry environment was employed to collect data. The findings of the study indicated that middle managers have positive attitudes towards technological change (59%), Innovative Change (84%) and Total Quality Management (65%) However, middle managers indicated that they have negative attitudes towards re-organisation. There was moderate significant relationship between factors influencing attitudes (administration, participation, communication and the threats and benefits) and the attitudes portrayed. Factors such as administration of the change process, threats and benefits of the outcomes as well as opportunity for personal growth were found to be highly influential to middle managers attitudes towards change. In all cases, demographic variables such as gender, age and experience played a significant role in the views of middle managers towards organisational change. Key words: Attitudes, organisational change, middle managers, factors influencing attitudes and automotive industry.
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- Date Issued: 2010
Relationship between employee knowledge, personal contact and attitudes towards chronically ill co-workers: case of selected organisations within the banking sector
- Authors: Kanengoni, Herbert
- Date: 2010
- Subjects: Attitude (Psychology) , Chronically ill -- South Africa -- Eastern Cape , Banks and banking -- South Africa -- Eastern Cape , Industrial safety -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11544 , http://hdl.handle.net/10353/494 , Attitude (Psychology) , Chronically ill -- South Africa -- Eastern Cape , Banks and banking -- South Africa -- Eastern Cape , Industrial safety -- South Africa -- Eastern Cape
- Description: As chronic illnesses continue to be a burden in today’s organisations, it remains a very crucial call for management to find ways to eradicate the associated organisational problems. While people of all ages are affected by chronic illnesses, there is a higher risk of the elderly developing chronic diseases. However, as much as chronic illnesses are inevitable among employees, there should be ways at least to curb negative social and goal achievement impact which they bring in organisations. In this regard, a survey of 80 employees was conducted to examine the relationship between employees' knowledge about, contact with, and attitudes towards their co-employees with chronic illnesses (CI). Results indicated that employees' knowledge about and contact with individuals diagnosed with chronic illnesses were significantly related to better attitudes toward this population. The findings also revealed that knowledge was related to positive attitudes among employees who had more personal contact with individuals with Chronic illnesses (CI) and such findings indicate the importance of exposing employees to information about chronic illnesses and direct practice experience with individuals who have these illnesses. To be noted also is that 39% of the respondents preferred to be exposed to health bulletins and magazines; 18% of the respondents preferred the help of health workers and about a third (30%) favoured brochures, posters and printed materials such as flyers. Managerial implications for employees with chronic illness are discussed
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- Date Issued: 2010
An investigation into the relationship between certain personality traits and job satisfaction: a case of selected employees in the Eastern Cape Province
- Authors: Mhlanga, Tatenda Shaleen
- Date: 2012
- Subjects: Bank employees -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Personality -- South Africa -- Eastern Cape , Extraversion -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Africa -- Eastern Cape , Big Five model , Organizational behavior -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11559 , http://hdl.handle.net/10353/d1007148 , Bank employees -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Personality -- South Africa -- Eastern Cape , Extraversion -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Africa -- Eastern Cape , Big Five model , Organizational behavior -- South Africa -- Eastern Cape
- Description: There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organizational effectiveness and is influenced by organizational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioral reactions to organizational settings. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of bank employees. A quantitative design was used in the empirical study. The sample consisted of 126 bank employees. The current research found that employees who are high in openness, conscientiousness and low in neuroticism tend to be more satisfied with their job. Agreeableness personality did not have a significant relationship with job satisfaction, while employees with high levels of extraversion had negative significant correlation with job satisfaction. However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. The findings will aid management institutions in selecting, and retaining employees as higher job satisfaction is linked to higher levels of productivity, effectiveness and commitment. Key words: extroversion, neuroticism, agreeableness, conscientiousness, openness, job satisfaction, bank employees.
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- Date Issued: 2012
An investigation of the impact of intrinsic motivation and job involvement on employee retention: a case of selected departments within the Eastern Cape Provincial Government
- Authors: Mgedezi, Sipho
- Date: 2012
- Subjects: Intrinsic motivation , Motivation (Psychology) , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Performance -- Management , Employee loyalty -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11554 , http://hdl.handle.net/10353/d1007094 , Intrinsic motivation , Motivation (Psychology) , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Performance -- Management , Employee loyalty -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape
- Description: This study investigated the impact of intrinsic motivation and job involvement, with employee retention acting as a mediating variable. As most organisations want to retain their best employees and sustain their organisational performance, this study strives to add to the body of knowledge on motivation, job involvement and employee retention, with specific reference to selected departments within the Eastern Cape Provincial Government in the South African context. Intrinsic motivation and job involvement were used as the independent variables. Employee retention is the dependent variable, which was measured using the cumulative Michigan Organisational Assessment Two-item Questionnaire (Camman, Fichman & Klesh, 1979) and a third assessment item from Landau & Hammer (1986). A quantitative relational design was employed to investigate the degree to which intrinsic motivation and job involvement predict an employee’s intention to quit their job. The data were collected through a self administered questionnaire from a convenience sample of 160 employees within the selected government departments in the study. The empirical results obtained from the data; using the Pearson correlation coefficients, indicated significant relationships between intrinsic motivation, job involvement and employee retention. Evidence was further found that employees’ intrinsic motivation and job involvement influenced the extent of employees’ intention to quit. Furthermore, a multiple regression analysis of the data indicated that intrinsic motivation is the strongest predictor of employee retention, followed by job involvement.
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- Date Issued: 2012
Conscientiousness as a moderator of the relationship between work family conflict and stress amongst South African Police Service (SAPS) members in Alice Police Station Eastern Cape, South Africa
- Authors: Bazana, Sandiso William
- Date: 2012
- Subjects: Job stress -- South Africa -- Eastern Cape , Work and family -- Psychological aspects , Neuroses -- South Africa -- Eastern Cape , Police morale -- South Africa -- Eastern Cape , Police -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Conscientiousness , Work Family Conflict , Stress , Police
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11551 , http://hdl.handle.net/10353/d1007030 , Job stress -- South Africa -- Eastern Cape , Work and family -- Psychological aspects , Neuroses -- South Africa -- Eastern Cape , Police morale -- South Africa -- Eastern Cape , Police -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Conscientiousness , Work Family Conflict , Stress , Police
- Description: The purpose of the study was to explore the relationship between WFC and stress with Conscientiousness which is part of the Big Five personality Traits Model in moderation. The study was undertaken in the South African Police Service members in Alice town in the Eastern Cape. The study was based on a sample size of eighty four (n=84) out of 134 (N=134) police officers. A simple convenient random sample was used to sample participants. With the use of descriptive, correlation and inferential statistics the finding revealed instead that Conscientiousness has no significant relationship with WFC at (r= 0.02792, p= 0.8022) also Conscientiousness had no significant relationship with stress at (r= -0.04465, p= 0.6885). Overall, after separating the group according to those that scored low and those that scored high on conscientiousness scale, the study found the group low in conscientiousness not significantly correlated with WFC and stress (r= -0.02263, p= 0.9414). and the group with a high conscientiousness the study revealed a high significant relationship for police officers that scored high on Conscientiousness at (r= 0.40119, p< 0.00). The group low in conscientiousness has no correlation between WFC and stress thus different values of conscientiousness cause a change in the relationship between WFC and stress. Thus those who are low in conscientiousness do not have a relationship between WFC and stress. A call is made to the SAPS as an institution to consider prioritizing personality trait particularly applicants that score low on conscientiousness personality test during recruitment and selection of new police officers to avoid the outcomes associated with the nature of police work.
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- Date Issued: 2012
Perceived organisational support (POS), Job engagement (JE) and their effect on organisational citizenship behaviour (OCB) among nurses at the Victoria Hospital, Alice, Nkonkobe Municipality
- Authors: Dumisani, Mathumbu
- Date: 2012
- Subjects: Municipal government -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Nurses -- South Africa -- Eastern Cape , Nursing -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Perceived Organization Support , Job Engagement , Organizational Citizenship Behavior
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11552 , http://hdl.handle.net/10353/d1007032 , Municipal government -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Nurses -- South Africa -- Eastern Cape , Nursing -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Perceived Organization Support , Job Engagement , Organizational Citizenship Behavior
- Description: Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means being engrossed in a role and means the intensity of one’s focus on a role”. Organizational citizenship behavior (OCB) was first introduced by Organ in the 1980s and he defined the concept of organizational citizenship behavior “as discretionary behaviors by individuals (employees) that do not form part of formal requirements of a job, but are necessary and promote effective functioning of the organization (Organ, 1988)”. The objective of study was to explore the relationship between perceived organizational support and job engagement and their effect organizational citizenship behavior. Other relationships that were tested were first, the direct relationship between POS JE. Secondly, the combined effect of POS and JE on OCB. The study was conducted amongst nurses at Victoria hospital, in Alice within the Nkonkobe district municipality. The results showed a significant relationship between JE and OCB, whilst the relationship between POS and OCB was not accepted. The results for the other two hypotheses that were tested; (i) relationship between POS and JE, (ii) combined effect of POS and JE on OCB also showed that they were not accepted. The consistency scores for these variables were of international level (n=106). The Pearson correlation coefficients were used for hypothesis testing.
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- Date Issued: 2012
The impact of job satisfaction and organisational commitment on turnover intentions amongst high school teachers: a case of Fort Beaufort district in Eastern Cape
- Authors: Magocoba, Noncedo
- Date: 2012
- Subjects: Job satisfaction , Organisational commitment , Turnover intentions
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11560 , http://hdl.handle.net/10353/d1013589 , Job satisfaction , Organisational commitment , Turnover intentions
- Description: This study focused on establishing the impact of job satisfaction (JS) and organisational commitment (OC) on turnover intentions of high school teachers in Fort Beaufort. Quantitative research methodology was used to gather data with the use of the short version of the Minnesota Job Satisfaction Questionnaire; the Organisational Commitment Questionnaire measuring three facets of commitment (affective, continuance, and normative); and Turnover Intention Questionnaire consisting of three items. Validity and reliability of each instrument was presented and explained. Data analysis was facilitated by the use of Statistical Package for Social Sciences (SPSS). The results indicated that teachers’ level of satisfaction was high with many aspects of their job and it was low with some aspects with pay and the amount of work being the lowest. A negative relationship between job satisfaction and turnover was established, and organisational commitment was found to influence turnover intention.
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- Date Issued: 2012
The relationship between conscientiousness, extraversion and leadership effectiveness among local government managers in Bisho and East London
- Authors: Bell, Clement
- Date: 2012
- Subjects: Extraversion -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Big Five model , Public officers , Role conflict , Conscience -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11556 , http://hdl.handle.net/10353/d1007116 , Extraversion -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Big Five model , Public officers , Role conflict , Conscience -- South Africa -- Eastern Cape
- Description: This study investigated the relationship between conscientiousness, extraversion, and leadership effectiveness among the local government managers in Bisho and East London. Conscientiousness and extraversion were used as independent variables in the study while leadership effectiveness was used as the dependent variable. The data was collected from a sample of 222 local government managers using a self-designed biographical and occupational questionnaire. To measure conscientiousness and extraversion, a 24-item 5-point rating scale adopted from Finchan & Rhodes (2005) was used. To measure leadership effectiveness, a 6-item 5-point derailment rating scale adopted from Lombardo & McCauley (1994) was used. Data analysis was done using various statistical techniques, including t-tests, Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicated that both conscientiousness and extraversion are strongly associated with leadership effectiveness. Conscientiousness was also strongly associated with the individual components of leadership effectiveness, interpersonal relationships; molding a staff; making strategic transitions; follow-through and ability to work independently. Extraversion was also strongly associated with the individual components of leadership effectiveness, molding a staff; making strategic transitions; strategic similarities with management; follow-through and ability to work independently. Although conscientiousness and extraversion combined were found to have an additive effect on leadership effectiveness, conscientiousness accounts for a higher proportion of variance in leadership effectiveness than extraversion. Finally, the results also indicated that age was strongly associated with leadership effectiveness. The study therefore recommends that organisations should use conscientiousness and extraversion when selecting individuals for leadership positions.
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- Date Issued: 2012
The relationship between emotional stability, stress and work family conflict, among Standard Bank female employees in the Border region
- Authors: Zingwe, Tawanda
- Date: 2012
- Subjects: Standard Bank Limited , Bank employees -- South Africa -- Eastern Cape , Role conflict , Women employees -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work and family -- South Africa -- Eastern Cape , Sexual division of labor -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Work-family conflict , Stress , Emotional stability , Neuroticism , Banks , Females
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11558 , http://hdl.handle.net/10353/d1007133 , Standard Bank Limited , Bank employees -- South Africa -- Eastern Cape , Role conflict , Women employees -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work and family -- South Africa -- Eastern Cape , Sexual division of labor -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Work-family conflict , Stress , Emotional stability , Neuroticism , Banks , Females
- Description: The aim of this study was to investigate the relationship that exists between emotional stability, stress and work-family conflict among Standard Bank female employees. For this purpose data was collected from the female employees of Standard Banks in Alice, Fort Beaufort, King Williams and East London Town’s in the Eastern Cape. A sample of 72 female bank employees was drawn from the population. Neuroticism is the opposite of emotional stability and it was mostly often used in place of emotional stability in the study. Results of the study indicated that all study variables are significantly positively correlated with one another. The findings of this study is helpful in the banking industry in order to design human resources policies which will reduce the work-family conflict and decrease stress for female bank employees and for future research in respective topics. The implications of this study are discussed along with recommendations for future research and professional managerial practice.
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- Date Issued: 2012
Emotional intelligence as a moderator of the relations hip between participative leadership and psychological climate among the employees of an automotive dealer company in East London region
- Authors: Ramncwana, Ntombekhaya
- Date: 2013
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11561 , http://hdl.handle.net/10353/d1014671
- Description: This study investigates the role of emotional intelligence in participative leadership and psychological climate. The objective of the study was to examine whether emotional intelligence is related to participative leadership and psychological climate, and whether participative leaders generally possess some levels of emotional intelligence. Based on the literature review an instrument composed of four sections was used to find the levels of perceived participative leadership, psychological climate and emotional int elligence. For this purpose, data from employees of an automotive dealer company was used. The study found no significant correlations between the three variables. However, the study did find a significant negative correlation between participative leadership and psychological climate. In addition, the study showed that emotional intelligence is not related to either participative leadership or psychological climate. Based on the findings, recommendations and suggestions for future research and for auto motive dealer managers are presented.
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- Date Issued: 2013
Gender and age differences between managers and employees on organisational commitment in selected factories in the Buffalo City Metropolitan area
- Authors: Qwabe, Nombali Palesa
- Date: 2013
- Subjects: Employee loyalty -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Sex discrimination -- South Africa -- Eastern Cape , Executives -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organisational commitment , Affective commitment , Continuance commitment , Normative commitment , Gender differences , Age differences
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11557 , http://hdl.handle.net/10353/d1007117 , Employee loyalty -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Sex discrimination -- South Africa -- Eastern Cape , Executives -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organisational commitment , Affective commitment , Continuance commitment , Normative commitment , Gender differences , Age differences
- Description: Employee commitment is one of the most important aspects that help an organisation achieve its desired goals. This study investigates the possible effects of gender and age differences between managers and employees on organisational commitment among lower-level employees in selected factories in the Buffalo City Metropolitan area. The organisational commitment instrument used in this research is the Meyer and Allen (1997) organisational commitment questionnaire which contains 18 items (6 items for each scale: affective commitment, continuance commitment and normative commitment). For this purpose, a sample of 100 lower-level employees was used. The results indicated significant differences in the unexpected directions in affective commitment and continuance commitment between male employees supervised by male managers and male employees supervised by female managers; male employees were found to have higher levels of affective and continuance commitment when supervised by female managers. Female employees were found to have a higher level of normative commitment when supervised by male managers than when supervised by female managers which was also in the unexpected direction. In addition, the study showed surprising results in terms of the social or cultural hypothesis where employees supervised by male managers and older managers were not significantly different in organisational commitment to those managed by female and by younger or same-age managers.
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- Date Issued: 2013
Job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District
- Authors: Binqela, Thembisa
- Date: 2013
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11553 , http://hdl.handle.net/10353/d1007092 , Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Description: The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.
- Full Text:
- Date Issued: 2013
The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare
- Authors: Xabiso Ngabase
- Date: 2013
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11555 , http://hdl.handle.net/10353/d1007110 , Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Description: Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.
- Full Text:
- Date Issued: 2013
Core self-evaluations, stress and work aspirations of Department of Education officers in selected districts in the Eastern Cape
- Authors: Gabelana, Nomzamo
- Date: 2014
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/944 , vital:26511
- Description: The aim of the study was to investigate the effects of core self-evaluations and stress on the aspiration levels of the Department of Education (DoE) officers. An additional interest was on checking if general relationships amongst the three variables exist and the magnitude of such relationships. A literature study was conducted on three aspects, which are core self-evaluations, stress and work aspirations. This was followed by a survey involving 250 education specialists from four selected districts in the Eastern Cape, which are, Dutywa, Butterworth, Fort Beaufort and Mthatha. Results of the current research indicated that there is a positive relationship between core self-evaluation and DoE stress levels (r=0.32409; p=0.0014). These findings indicate that some individuals have low core self-evaluations due to their exposure to stressful situations hence they negatively appraise themselves and are less confident of themselves. DoE Senior Management Team (SMT) has to strategise and adopt measures that reduce stress levels and encourage positive CSE so as to deal effectively with under-performance.
- Full Text:
- Date Issued: 2014
Exploring the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown
- Authors: Soga, Thabile
- Date: 2014
- Subjects: Job satisfaction -- Organizational justice , Employee motivation -- Distributive justice
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11562 , http://hdl.handle.net/10353/d1015062 , Job satisfaction -- Organizational justice , Employee motivation -- Distributive justice
- Description: The aim of this study was to explore the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown. For this purpose data was collected from the nurses at Frontier Hospital in Queenstown, in the Eastern Cape. A sample of 75 nurses was drawn from the population. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee motivation. Organizational justice was also found to be significantly positively correlated with employee motivation. Moreover, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study are helpful in the health industry in order to design human resources policies, which will reduce the turnover of nurses by increasing their motivation through increasing job satisfaction and organizational justice.
- Full Text:
- Date Issued: 2014