Job characteristics and organisational citizenship behaviour among employees in a previously disadvantaged South African university
- Authors: Yawethe, Thozama
- Date: 2020
- Subjects: Organizational behavior
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/18952 , vital:43002
- Description: This study examined job characteristics and organisational citizenship behaviour among employees in a previously disadvantaged South African University. A structured questionnaire was used to collect data from 149 randomly selected participants. A 5-point Likert scale job characteristics survey by Hackman and Oldham (1975) was used to measure job characteristics while, a 5-point Likert scale by Lee and Allen (2002) on organisational citizenship behaviour was used to measure employee’s organisational citizenship behaviour. Different statistical techniques such as Spearman rho correlation technique and Regression analysis were used to analyse data. The results showed that task significance, skills variety, autonomy and feedback are significantly positively related to organisational citizenship behaviour. There was a non-significant negative relationship between task identity and organisational citizenship behaviour. A combination of two or more job characteristics dimensions were found to report a higher proportion of variance in organisational citizenship behaviour than any one job characteristic separately. The study, thus, recommends that managers must design employees’ jobs or tasks that are more meaningful to stimulate the display of organisational citizenship behaviour. Initiatives that stimulate the use of a variety of skills, promotes feedback, promote task significance and autonomy were suggested as solutions to stimulate the display of OCB. The prevalence of such dimensions on one’s job increase motivation and satisfaction therefore contributing positively towards organisational citizenship behaviour.
- Full Text:
- Date Issued: 2020
- Authors: Yawethe, Thozama
- Date: 2020
- Subjects: Organizational behavior
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/18952 , vital:43002
- Description: This study examined job characteristics and organisational citizenship behaviour among employees in a previously disadvantaged South African University. A structured questionnaire was used to collect data from 149 randomly selected participants. A 5-point Likert scale job characteristics survey by Hackman and Oldham (1975) was used to measure job characteristics while, a 5-point Likert scale by Lee and Allen (2002) on organisational citizenship behaviour was used to measure employee’s organisational citizenship behaviour. Different statistical techniques such as Spearman rho correlation technique and Regression analysis were used to analyse data. The results showed that task significance, skills variety, autonomy and feedback are significantly positively related to organisational citizenship behaviour. There was a non-significant negative relationship between task identity and organisational citizenship behaviour. A combination of two or more job characteristics dimensions were found to report a higher proportion of variance in organisational citizenship behaviour than any one job characteristic separately. The study, thus, recommends that managers must design employees’ jobs or tasks that are more meaningful to stimulate the display of organisational citizenship behaviour. Initiatives that stimulate the use of a variety of skills, promotes feedback, promote task significance and autonomy were suggested as solutions to stimulate the display of OCB. The prevalence of such dimensions on one’s job increase motivation and satisfaction therefore contributing positively towards organisational citizenship behaviour.
- Full Text:
- Date Issued: 2020
Management of political behaviour in organisations
- Authors: Pio, Riaan Johan
- Date: 2000
- Subjects: Organizational behavior , Corporate culture
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10839 , http://hdl.handle.net/10948/33 , Organizational behavior , Corporate culture
- Description: In this research paper, the constructive management of political behaviour in organisations was investigated. A general overview of relevant aspects which specifically relate to the constructive management of political behaviour in the automotive industry was presented. The literature study included a discussion of the nature of political behaviour and guidelines for the management of political behaviour in organisations. The research methodology consisted of three phases: Phase 1: A literature study to determine guidelines to manage political behaviour in organisations constructively. Phase 2: An empirical study to determine the effectiveness of these guidelines in practice by means of a survey amongst role players in the automotive industry in South Africa. Phase 3: The findings from the literature study and empirical study were integrated into guidelines of how managers can manage political behaviour constructively. The study identified nine main strategies for managing political behaviour. They are: Open communication. Communication must be open to keep all parties informed and to prevent distrust. Reduction of uncertainty. This involves preventing employees being unsure of what the future holds. Awareness. The aim of awareness is for managers to be sensitive to and aware of situations that could elicit political behaviours. Furthermore, they must recognize political behaviour for what it is. Setting an example. Managers must set an exemplary example and not engage in political behaviour. An understanding of the reason/motivation for the formation of informal (political) groups or cliques. Having established the reason why political groups form will enable a manager to manage them more effectively. Confront political game players. Managers must address all forms of possible political behaviour in a serious manner. Understanding the organisation’s strategy, goals and action plans. All employees need to know exactly what direction the organization is moving in and what is in it for them. It is management’s task to ensure this open and clear communication, to prevent fears and political behaviour. Tie resource allocation and rewards to strategy. This can be achieved by ensuring that the criteria for the allocation of rewards is straight forward and understood by all. Reward systems must, furthermore, be directly linked to performance. There should also be transparency in decision-making. Isolate resource acquisition from internal operations. It is necessary to clearly specify the conditions and ground rules for the acquisition of resources to ensure that the process is transparent. The conclusion reached is that political behaviour in organizations can be managed constructively to build win-win relationships.
- Full Text:
- Date Issued: 2000
- Authors: Pio, Riaan Johan
- Date: 2000
- Subjects: Organizational behavior , Corporate culture
- Language: English
- Type: Thesis , Masters , MTech
- Identifier: vital:10839 , http://hdl.handle.net/10948/33 , Organizational behavior , Corporate culture
- Description: In this research paper, the constructive management of political behaviour in organisations was investigated. A general overview of relevant aspects which specifically relate to the constructive management of political behaviour in the automotive industry was presented. The literature study included a discussion of the nature of political behaviour and guidelines for the management of political behaviour in organisations. The research methodology consisted of three phases: Phase 1: A literature study to determine guidelines to manage political behaviour in organisations constructively. Phase 2: An empirical study to determine the effectiveness of these guidelines in practice by means of a survey amongst role players in the automotive industry in South Africa. Phase 3: The findings from the literature study and empirical study were integrated into guidelines of how managers can manage political behaviour constructively. The study identified nine main strategies for managing political behaviour. They are: Open communication. Communication must be open to keep all parties informed and to prevent distrust. Reduction of uncertainty. This involves preventing employees being unsure of what the future holds. Awareness. The aim of awareness is for managers to be sensitive to and aware of situations that could elicit political behaviours. Furthermore, they must recognize political behaviour for what it is. Setting an example. Managers must set an exemplary example and not engage in political behaviour. An understanding of the reason/motivation for the formation of informal (political) groups or cliques. Having established the reason why political groups form will enable a manager to manage them more effectively. Confront political game players. Managers must address all forms of possible political behaviour in a serious manner. Understanding the organisation’s strategy, goals and action plans. All employees need to know exactly what direction the organization is moving in and what is in it for them. It is management’s task to ensure this open and clear communication, to prevent fears and political behaviour. Tie resource allocation and rewards to strategy. This can be achieved by ensuring that the criteria for the allocation of rewards is straight forward and understood by all. Reward systems must, furthermore, be directly linked to performance. There should also be transparency in decision-making. Isolate resource acquisition from internal operations. It is necessary to clearly specify the conditions and ground rules for the acquisition of resources to ensure that the process is transparent. The conclusion reached is that political behaviour in organizations can be managed constructively to build win-win relationships.
- Full Text:
- Date Issued: 2000
Measuring brand loyalty in the medical device industry of South Africa : a study across the public and private health-care system
- Authors: Rozani, Veliswa Celestine
- Date: 2014
- Subjects: Brand loyalty , Organizational behavior , Medical supplies -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8914 , http://hdl.handle.net/10948/d1021070
- Description: Brands are major role-players in the organisational business strategy; and they are recognised as one of the most valuable assets a company can possess. The entry of low-cost competitors has redefined the entire competitive landscape of the health-care industry through their ability to transform their value chain, in order to drastically reduce prices. With the fierce rivalry amongst the competitors, and a quest for companies to achieve competitive advantage, companies must design their strategies better than their competitors. For a company to be successful in such an environment, customer-brand loyalty is a critical issue. The main objective of this study was to measure brand loyalty in the medical-devices industry of South Africa, and to establish the key influencing factors of brand loyalty in this industry. The measurement of brand loyalty in the medical devices industry is founded on a conceptual brand-loyalty framework for the Fast Moving Consumer Goods (FMCG) industry developed by Moolla (2012). The 12 brand loyalty factors identified by Moolla are: customer satisfaction; switching costs or risk aversion; brand trust; involvement; repeat purchases; relationship proneness; commitment; perceived value; brand relevance; brand affect; brand performance and culture. The empirical study was conducted among 250 medical practitioners across the private sector and public sector health-care system of South Africa. The methodology adopted in the study included the sampling procedure, the data collection, the questionnaire development and the statistical techniques used to analyse the results. The results were analysed with regard to: Factor analysis; Cronbach’s Alpha coefficients, mean values and inferential statistics. The results were presented in a conceptual framework, in order to measure brand loyalty in the medical devices industry of South Africa. The results of this study concluded that the brand loyalty influences, as identified by Moolla, are important for measuring brand loyalty in the medical devices industry. The empirical results focused on the demographic profile of the respondents, the validity of the questionnaire, the reliability of the results obtained, as well as the importance of the research variables. The analysis enabled certain conclusions to be drawn relating to the significant factors of brand loyalty in the medical devices industry in South Africa. A comparison was conducted relating to age group, gender profile, the health-care sector and the medical specialization – to determine whether there were any significant differences in the influence of the brand-loyalty factors identified. The chapter concluded with a conceptual framework for the medical-devices industry adapted from Moolla (2012) framework.
- Full Text:
- Date Issued: 2014
- Authors: Rozani, Veliswa Celestine
- Date: 2014
- Subjects: Brand loyalty , Organizational behavior , Medical supplies -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8914 , http://hdl.handle.net/10948/d1021070
- Description: Brands are major role-players in the organisational business strategy; and they are recognised as one of the most valuable assets a company can possess. The entry of low-cost competitors has redefined the entire competitive landscape of the health-care industry through their ability to transform their value chain, in order to drastically reduce prices. With the fierce rivalry amongst the competitors, and a quest for companies to achieve competitive advantage, companies must design their strategies better than their competitors. For a company to be successful in such an environment, customer-brand loyalty is a critical issue. The main objective of this study was to measure brand loyalty in the medical-devices industry of South Africa, and to establish the key influencing factors of brand loyalty in this industry. The measurement of brand loyalty in the medical devices industry is founded on a conceptual brand-loyalty framework for the Fast Moving Consumer Goods (FMCG) industry developed by Moolla (2012). The 12 brand loyalty factors identified by Moolla are: customer satisfaction; switching costs or risk aversion; brand trust; involvement; repeat purchases; relationship proneness; commitment; perceived value; brand relevance; brand affect; brand performance and culture. The empirical study was conducted among 250 medical practitioners across the private sector and public sector health-care system of South Africa. The methodology adopted in the study included the sampling procedure, the data collection, the questionnaire development and the statistical techniques used to analyse the results. The results were analysed with regard to: Factor analysis; Cronbach’s Alpha coefficients, mean values and inferential statistics. The results were presented in a conceptual framework, in order to measure brand loyalty in the medical devices industry of South Africa. The results of this study concluded that the brand loyalty influences, as identified by Moolla, are important for measuring brand loyalty in the medical devices industry. The empirical results focused on the demographic profile of the respondents, the validity of the questionnaire, the reliability of the results obtained, as well as the importance of the research variables. The analysis enabled certain conclusions to be drawn relating to the significant factors of brand loyalty in the medical devices industry in South Africa. A comparison was conducted relating to age group, gender profile, the health-care sector and the medical specialization – to determine whether there were any significant differences in the influence of the brand-loyalty factors identified. The chapter concluded with a conceptual framework for the medical-devices industry adapted from Moolla (2012) framework.
- Full Text:
- Date Issued: 2014
Multilingualism, innovation, and productivity: an examination of the impact of multilingualism in the workplace, with reference to the BRICS countries
- Authors: Leyne, Breda
- Date: 2020
- Subjects: Multilingualism -- BRIC countries , Bilingual communication in organizations , Second language acquisition , Language in the workplace , Diversity in the workplace , Communication in organizations , Intercultural communication , Labor productivity , Organizational behavior , Technological innovations , BRICS countries
- Language: English
- Type: text , Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10962/148149 , vital:38714
- Description: This study examined whether the choice of language in the workplace affects personal and workplace productivity. The study has focussed on those working in countries which come under the BRICS grouping, Brazil, Russia, India and China and South Africa, as this provided a rich comparison of historical, economic and linguistic contexts. The research undertaken sought to explore the impact of prevailing language usage amongst employees of multi-national companies operating within the BRICS countries. With the assumption that these workforces will include multilingual individuals, the study set out to ascertain whether multilingualism has been recognised as a factor that might impact upon personal productivity or progress, either in a positive or negative fashion. The study set out to consider how language use may affect economic behaviour, firstly on a personal level and then to extrapolate this more widely into organisational productivity and innovation. This was set against background research into; theoretical perspectives on the acquisition of additional language, perceived benefits of bilingualism for individuals, studies of the management of language use with multinational corporations and relationships between language and economics. The conclusion reached is that multilingualism could have a beneficial impact on wider workforce productivity, and that it is not just a ‘language problem’ as it often seems to be treated. The final conclusion is that this may be something that should be more carefully considered by organisations in an increasingly global workplace. The researcher considers that multilingualism could be better employed as a workplace productivity metric, in a way that arguably it is not at present.
- Full Text:
- Date Issued: 2020
- Authors: Leyne, Breda
- Date: 2020
- Subjects: Multilingualism -- BRIC countries , Bilingual communication in organizations , Second language acquisition , Language in the workplace , Diversity in the workplace , Communication in organizations , Intercultural communication , Labor productivity , Organizational behavior , Technological innovations , BRICS countries
- Language: English
- Type: text , Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10962/148149 , vital:38714
- Description: This study examined whether the choice of language in the workplace affects personal and workplace productivity. The study has focussed on those working in countries which come under the BRICS grouping, Brazil, Russia, India and China and South Africa, as this provided a rich comparison of historical, economic and linguistic contexts. The research undertaken sought to explore the impact of prevailing language usage amongst employees of multi-national companies operating within the BRICS countries. With the assumption that these workforces will include multilingual individuals, the study set out to ascertain whether multilingualism has been recognised as a factor that might impact upon personal productivity or progress, either in a positive or negative fashion. The study set out to consider how language use may affect economic behaviour, firstly on a personal level and then to extrapolate this more widely into organisational productivity and innovation. This was set against background research into; theoretical perspectives on the acquisition of additional language, perceived benefits of bilingualism for individuals, studies of the management of language use with multinational corporations and relationships between language and economics. The conclusion reached is that multilingualism could have a beneficial impact on wider workforce productivity, and that it is not just a ‘language problem’ as it often seems to be treated. The final conclusion is that this may be something that should be more carefully considered by organisations in an increasingly global workplace. The researcher considers that multilingualism could be better employed as a workplace productivity metric, in a way that arguably it is not at present.
- Full Text:
- Date Issued: 2020
Organisation development: a formative evaluation of an OD intervention
- Routledge, Michael Henry Collis
- Authors: Routledge, Michael Henry Collis
- Date: 1999
- Subjects: Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3044 , http://hdl.handle.net/10962/d1002553 , Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Description: Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
- Full Text:
- Date Issued: 1999
- Authors: Routledge, Michael Henry Collis
- Date: 1999
- Subjects: Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3044 , http://hdl.handle.net/10962/d1002553 , Organizational change , Organizational behavior , Action research , Psychology, Industrial
- Description: Rapid changes and increased competitiveness in business environments, together with greater demands by employees for improvements in the quality of their work lives, make it necessary for organisations to review their operating styles and functions. Many companies have found an answer in Organisation Development (OD) which focuses on ways in which people associated with organisations learn to diagnose and solve those problems which limit organisational effectiveness. The present study evaluates the progress of an OD intervention underway in an organisation in Zimbabwe. A formative evaluation is undertaken during an OD intervention. It is designed to assess the change effort's progress in such a way that steps can subsequently be taken to correct, modify or enhance such aspects of the intervention as may be determined by the evaluation. The study begins with a review of the company's original and revised Mission Statements as well as the present and last two sets of corporate three-year plans. These documents inform the construction of an interview guide. Individual interviews are then used to ascertain attitudes of respondents to the OD intervention and the changes it is bringing about. In addition the interviews are used to gauge the degree of commitment of respondents to the intervention. All the senior managers in the organisation are interviewed as well as the holding company's chief executive and the external consultant facilitating the intervention. The study records fundamental changes taking place in the attitudes of top managers and the first signs of an impact of these attitude changes on the formulation of company plans. Management styles and the culture of the organisation also show some change and influence on routine business operations. In addition there are early indications of an alteration of behaviour at other levels in the organisation. Business outcomes are improving and it is proposed that the benefits are due to fortuitous market developments assisted to an extent by the culture and attitude changes brought about by the OD intervention.
- Full Text:
- Date Issued: 1999
Perceived breach and violation of the psychological contract in a collectivistic culture
- Van der Merwe, Sophie Wilhelmine
- Authors: Van der Merwe, Sophie Wilhelmine
- Date: 2015
- Subjects: Collectivism , Employees -- Attitudes , Contracts -- Psychological aspects , Industrial relations , Breach of contract , Personnel management -- Psychological aspects , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:855 , http://hdl.handle.net/10962/d1017523
- Description: The significance of relationships on economic actions and employee behaviour makes it critical for employers to understand the dynamics of employment through mutual obligations (Rousseau, 1990; Guest, 2004b). The psychological contract affords a broad platform to study the employment relationship (Thomas et al., 2010), and is an important tool for organisational success (McDermott et al., 2013). The literature review contained in this study indicates the differences in contracting environments due to the prevailing cultural orientation. However, there is a dearth of research in collectivistic culture, to which this study will add. The literature also makes a distinction between perceptions of breach and violation. While perceptions of breach of the psychological contract is the perception that the employer has not met all obligations and promises, violation is the emotional and affective state following breach (Morrison & Robinson, 1997) and results in negative or deviant behaviours (Chiu & Peng, 2008). Both breach and violation perceptions negatively affect employee behaviours and attitudes in the workplace (Aggarwal & Bhargava, 2014). This research assumed a constructivist paradigm and builds understanding of the outcomes of breach and violation of the psychological contract on employees’ working life in a collectivistic environment. Primary data collection was by in-depth semi-structured, one on one interviews with five employees of a state-subsidised organisation in East London, making use of convenience sampling. Follow up interviews were conducted, resulting in 7ₑ/₄ hours of interviewing time. Cultural orientation was ascertained through the use of a questionnaire. The findings of this study confirmed that the type of psychological contract entered into influences the outcomes of perceptions of breach and violation. Both dimensions of collectivism, namely institutional and in-group, were practised in this environment, which also impacted on both the individual’s experience and outcomes for the organisation. The latter was influenced by commitment to organisational goals and supervisory or collegial relationships. Most notable of the results is the effect of expectations of transitional justice on experience of the psychological contract. Practical implications and recommendations for future research are made. This research is presented in three sections; firstly the research is presented in the format of an academic paper and includes a concise summary of literature and research method. The second section is an expanded literature review of the psychological contract and its influencing factors, as well as the outcomes of breach and violation. The last section describes and justifies in detail the design of the research and the research procedure followed. , Alternate name: Van der Merwe, Somine
- Full Text:
- Date Issued: 2015
- Authors: Van der Merwe, Sophie Wilhelmine
- Date: 2015
- Subjects: Collectivism , Employees -- Attitudes , Contracts -- Psychological aspects , Industrial relations , Breach of contract , Personnel management -- Psychological aspects , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:855 , http://hdl.handle.net/10962/d1017523
- Description: The significance of relationships on economic actions and employee behaviour makes it critical for employers to understand the dynamics of employment through mutual obligations (Rousseau, 1990; Guest, 2004b). The psychological contract affords a broad platform to study the employment relationship (Thomas et al., 2010), and is an important tool for organisational success (McDermott et al., 2013). The literature review contained in this study indicates the differences in contracting environments due to the prevailing cultural orientation. However, there is a dearth of research in collectivistic culture, to which this study will add. The literature also makes a distinction between perceptions of breach and violation. While perceptions of breach of the psychological contract is the perception that the employer has not met all obligations and promises, violation is the emotional and affective state following breach (Morrison & Robinson, 1997) and results in negative or deviant behaviours (Chiu & Peng, 2008). Both breach and violation perceptions negatively affect employee behaviours and attitudes in the workplace (Aggarwal & Bhargava, 2014). This research assumed a constructivist paradigm and builds understanding of the outcomes of breach and violation of the psychological contract on employees’ working life in a collectivistic environment. Primary data collection was by in-depth semi-structured, one on one interviews with five employees of a state-subsidised organisation in East London, making use of convenience sampling. Follow up interviews were conducted, resulting in 7ₑ/₄ hours of interviewing time. Cultural orientation was ascertained through the use of a questionnaire. The findings of this study confirmed that the type of psychological contract entered into influences the outcomes of perceptions of breach and violation. Both dimensions of collectivism, namely institutional and in-group, were practised in this environment, which also impacted on both the individual’s experience and outcomes for the organisation. The latter was influenced by commitment to organisational goals and supervisory or collegial relationships. Most notable of the results is the effect of expectations of transitional justice on experience of the psychological contract. Practical implications and recommendations for future research are made. This research is presented in three sections; firstly the research is presented in the format of an academic paper and includes a concise summary of literature and research method. The second section is an expanded literature review of the psychological contract and its influencing factors, as well as the outcomes of breach and violation. The last section describes and justifies in detail the design of the research and the research procedure followed. , Alternate name: Van der Merwe, Somine
- Full Text:
- Date Issued: 2015
The leadership competencies subordinates value : an exploratory study across gender and national culture
- Authors: Gondongwe, Sharon
- Date: 2014
- Subjects: Leadership , Organizational behavior , Organizational behavior -- Cross-cultural studies , Organizational behavior -- Sex differences
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:1203 , http://hdl.handle.net/10962/d1015673
- Description: The effectiveness of leadership is largely dependent on whether the leadership competencies exhibited by leaders are congruent with the value system endorsed by subordinates. One of the ways in which leaders can influence subordinates is by understanding the leadership competencies valued by subordinates. Gender and national culture are two of the many factors that have an influence on the leadership competencies valued by subordinates. A large amount of research has been conducted to determine if, indeed, gender and national culture influence the leadership competencies subordinates' value. However, most of this research has been conducted in Europe and North America, places in which national cultures differ significantly from those prevailing in African countries. This study, from a South African and Zimbabwean perspective, attempted to ascertain if gender and national culture influence the leadership competencies they value in their leaders. Existing studies have indicated that gender and national culture do not influence the leadership competencies valued in a leader. The findings of this study are in accordance with previous research and agree that gender and national culture do not influence the leadership competencies valued in a leader. The results of this study indicated that male and female subordinates value similar leadership competencies. With respect to national culture, both South African and Zimbabwean subordinates value similar leadership competencies. Based on the findings of this study, regardless of gender and national culture, all subordinates value a leader who is loyal, visionary, openly embodies integrity, and is a leader who empowers subordinates.
- Full Text:
- Date Issued: 2014
- Authors: Gondongwe, Sharon
- Date: 2014
- Subjects: Leadership , Organizational behavior , Organizational behavior -- Cross-cultural studies , Organizational behavior -- Sex differences
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:1203 , http://hdl.handle.net/10962/d1015673
- Description: The effectiveness of leadership is largely dependent on whether the leadership competencies exhibited by leaders are congruent with the value system endorsed by subordinates. One of the ways in which leaders can influence subordinates is by understanding the leadership competencies valued by subordinates. Gender and national culture are two of the many factors that have an influence on the leadership competencies valued by subordinates. A large amount of research has been conducted to determine if, indeed, gender and national culture influence the leadership competencies subordinates' value. However, most of this research has been conducted in Europe and North America, places in which national cultures differ significantly from those prevailing in African countries. This study, from a South African and Zimbabwean perspective, attempted to ascertain if gender and national culture influence the leadership competencies they value in their leaders. Existing studies have indicated that gender and national culture do not influence the leadership competencies valued in a leader. The findings of this study are in accordance with previous research and agree that gender and national culture do not influence the leadership competencies valued in a leader. The results of this study indicated that male and female subordinates value similar leadership competencies. With respect to national culture, both South African and Zimbabwean subordinates value similar leadership competencies. Based on the findings of this study, regardless of gender and national culture, all subordinates value a leader who is loyal, visionary, openly embodies integrity, and is a leader who empowers subordinates.
- Full Text:
- Date Issued: 2014
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.
- Full Text:
- Date Issued: 2009
- 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.
- Full Text:
- Date Issued: 2009
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