The influence of multinational corporations in promoting foreign direct investment in the South African business environment
- Van der Berg, Jan Gabriel Mara
- Authors: Van der Berg, Jan Gabriel Mara
- Date: 2019
- Subjects: Investments, Foreign -- South Africa , Business enterprises Business Organisations Industrial promotion
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/44213 , vital:37131
- Description: One of the major driving forces behind international trade over the past thirty years has been Foreign Direct Investment (FDI). Due to the importance of FDI, a vast amount of research has been conducted on the various elements that make up FDI. There has also been widespread research done to measure the impact of FDI on host countries, and attempts have been made to determine the long-term benefits thereof. Despite the existent research on FDI, there is a dearth of literature on the unique situation in South Africa (due to the country’s fragmented past) and the impact of FDI on the South African economy. This study attempts to address this research gap and to add to the existent body of knowledge on FDI market entry. Thus, the primary objective of this study was to examine the impact of multinational corporations (MNCs) in promoting the entry of FDIs in South Africa, and the effectiveness of these investments in the South African business environment. The comprehensive literature review in this study included a discussion of the background to the pre- and post-apartheid South African economy, and the various efforts made by the South African government to facilitate sustainable economic growth through various economic policies. FDI was identified as one of the four major indicators of economic growth and was therefore investigated as a concept, strategy and driver of change. The South African marketing environment was analysed in order to assist in the identification of variables that are conducive to FDI. The final section of the literature review utilised three cases to better illustrate and understand the different challenges, market entry strategies and long-term implications of FDI. In this study, the independent variables (international marketing environment, stakeholder intervention, government considerations, resources and FDI incentives) were identified as influencing the mediating variable (FDI market entry strategy) and the dependent variables (competitiveness, sustainability, trade agreements and commitment of traders). These independent variables were selected to construct a hypothesised model and the research hypotheses. To this end, an empirical investigation was conducted, the measuring instrument used in this investigation was a questionnaire, which was assembled with the help of insights gained from secondary sources. The study respondents were selected through convenience sampling. A total of 210 respondents participated in the study, and 165 useable questionnaires were subjected to statistical analysis. The data collected for this study was subjected to five phases of analysis: exploratory factor analysis to assess validity; Cronbach’s alpha was used to test for internal consistency reliability; descriptive statistics to describe the fundamental features of the data by providing a statistical summary and analysis; and the nine hypotheses pertaining to the relationships between different variables were assessed using inferential statistical procedures, Pearson’s product correlation and regression analysis. This led to the adaptation of the hypothesised model and the hypotheses so as to indicate the changes resulting from the EFA. The findings of this study reveals that external stakeholder intervention as well as FDI incentives and resources effectively influence FDI market entry strategy in the South African business environment. The study results further reveal that the promotion of FDI market entry strategy positively influences competitiveness, sustainability, trade agreements and commitment of traders in the South African business environment. For MNCs to be successful in the expansion of FDI market entry strategy in the South African business environment, the study recommends that it is important to consider the availability of potential local partners, proximity to trading routes, reduction of the costs involved in supplying the market, the effect of tariff barriers and a competitive domestic economy. It is further recommended that MNCs need to focus on the utilisation of reliable and effective equipment in order to enable the productive management of operations in the South African business environment. The study also recommends the South African business environment as a strategic investment destination for the promotion of FDI market entry strategy as it offers low production costs in particular trading locations. This study has contributed to the field of FDI and the FDI market entry strategies employed by MNCs in South Africa. The research findings identified the international marketing (SLEPTS) factors through an assessment of the South African marketing environment, as these factors are deemed important for FDI to occur. The study also highlights the critical international marketing factors that could be used to improve local conditions through a mixture of incentives and policy re-alignment, so as to be more conducive to attracting large scale FDI. The hypothesised model developed for this study contributed to identifying the influence of external stakeholders on the successful market entry of FDI into South Africa, a critical element that MNCs usually only identify after market entry is complete. Evidence from the study shows that the South African government should direct FDI incentives towards those sectors in the economy that stand to benefit the most from the spill-over effects of FDI, in order to maximise the impact of FDI on the local economy. The research also indicates that elements such as restrictive legislation and government corruption may, to a certain degree, hinder FDI; therefore, these issues need to be addressed through legislation. It is recommended that all local efforts to attract FDI are industry or sector focussed, and that they are guided by government policies towards the greater benefit of the South African economy. Furthermore, the study found that the relationship between the host country and the MNC is critical to achieving sustainability in the long-term; therefore, it is suggested that the South African government improves its relationship with local businesses and MNCs that are looking to invest in South Africa. To conclude, it was found that South Africa has a very important role to play in attracting global FDI to Africa, as it has an accessible market based on geographic location, trade channels and traditional linkages with African and European networks.
- Full Text:
- Date Issued: 2019
- Authors: Van der Berg, Jan Gabriel Mara
- Date: 2019
- Subjects: Investments, Foreign -- South Africa , Business enterprises Business Organisations Industrial promotion
- Language: English
- Type: Thesis , Doctoral , DPhil
- Identifier: http://hdl.handle.net/10948/44213 , vital:37131
- Description: One of the major driving forces behind international trade over the past thirty years has been Foreign Direct Investment (FDI). Due to the importance of FDI, a vast amount of research has been conducted on the various elements that make up FDI. There has also been widespread research done to measure the impact of FDI on host countries, and attempts have been made to determine the long-term benefits thereof. Despite the existent research on FDI, there is a dearth of literature on the unique situation in South Africa (due to the country’s fragmented past) and the impact of FDI on the South African economy. This study attempts to address this research gap and to add to the existent body of knowledge on FDI market entry. Thus, the primary objective of this study was to examine the impact of multinational corporations (MNCs) in promoting the entry of FDIs in South Africa, and the effectiveness of these investments in the South African business environment. The comprehensive literature review in this study included a discussion of the background to the pre- and post-apartheid South African economy, and the various efforts made by the South African government to facilitate sustainable economic growth through various economic policies. FDI was identified as one of the four major indicators of economic growth and was therefore investigated as a concept, strategy and driver of change. The South African marketing environment was analysed in order to assist in the identification of variables that are conducive to FDI. The final section of the literature review utilised three cases to better illustrate and understand the different challenges, market entry strategies and long-term implications of FDI. In this study, the independent variables (international marketing environment, stakeholder intervention, government considerations, resources and FDI incentives) were identified as influencing the mediating variable (FDI market entry strategy) and the dependent variables (competitiveness, sustainability, trade agreements and commitment of traders). These independent variables were selected to construct a hypothesised model and the research hypotheses. To this end, an empirical investigation was conducted, the measuring instrument used in this investigation was a questionnaire, which was assembled with the help of insights gained from secondary sources. The study respondents were selected through convenience sampling. A total of 210 respondents participated in the study, and 165 useable questionnaires were subjected to statistical analysis. The data collected for this study was subjected to five phases of analysis: exploratory factor analysis to assess validity; Cronbach’s alpha was used to test for internal consistency reliability; descriptive statistics to describe the fundamental features of the data by providing a statistical summary and analysis; and the nine hypotheses pertaining to the relationships between different variables were assessed using inferential statistical procedures, Pearson’s product correlation and regression analysis. This led to the adaptation of the hypothesised model and the hypotheses so as to indicate the changes resulting from the EFA. The findings of this study reveals that external stakeholder intervention as well as FDI incentives and resources effectively influence FDI market entry strategy in the South African business environment. The study results further reveal that the promotion of FDI market entry strategy positively influences competitiveness, sustainability, trade agreements and commitment of traders in the South African business environment. For MNCs to be successful in the expansion of FDI market entry strategy in the South African business environment, the study recommends that it is important to consider the availability of potential local partners, proximity to trading routes, reduction of the costs involved in supplying the market, the effect of tariff barriers and a competitive domestic economy. It is further recommended that MNCs need to focus on the utilisation of reliable and effective equipment in order to enable the productive management of operations in the South African business environment. The study also recommends the South African business environment as a strategic investment destination for the promotion of FDI market entry strategy as it offers low production costs in particular trading locations. This study has contributed to the field of FDI and the FDI market entry strategies employed by MNCs in South Africa. The research findings identified the international marketing (SLEPTS) factors through an assessment of the South African marketing environment, as these factors are deemed important for FDI to occur. The study also highlights the critical international marketing factors that could be used to improve local conditions through a mixture of incentives and policy re-alignment, so as to be more conducive to attracting large scale FDI. The hypothesised model developed for this study contributed to identifying the influence of external stakeholders on the successful market entry of FDI into South Africa, a critical element that MNCs usually only identify after market entry is complete. Evidence from the study shows that the South African government should direct FDI incentives towards those sectors in the economy that stand to benefit the most from the spill-over effects of FDI, in order to maximise the impact of FDI on the local economy. The research also indicates that elements such as restrictive legislation and government corruption may, to a certain degree, hinder FDI; therefore, these issues need to be addressed through legislation. It is recommended that all local efforts to attract FDI are industry or sector focussed, and that they are guided by government policies towards the greater benefit of the South African economy. Furthermore, the study found that the relationship between the host country and the MNC is critical to achieving sustainability in the long-term; therefore, it is suggested that the South African government improves its relationship with local businesses and MNCs that are looking to invest in South Africa. To conclude, it was found that South Africa has a very important role to play in attracting global FDI to Africa, as it has an accessible market based on geographic location, trade channels and traditional linkages with African and European networks.
- Full Text:
- Date Issued: 2019
The influence of the real business cycle shocks on aggregate demand in South Africa
- Authors: Mesatywa, Msa Pumelela
- Date: 2019
- Subjects: Business cycles -- South Africa , Economic indicators -- South Africa Macroeconomics
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/42407 , vital:36653
- Description: The aim of this study is to investigate the influence of the real business cycle shocks on aggregate demand in South Africa. These shocks consist of government expenditure, oil prices, technology (proxied by research and development), labour productivity, and droughts. The theoretical framework is presented consisting of the literature review and empirical review. The Neo-classical, Keynesian and Structuralist theories are explained in the literature review. Furthermore, the empirical section consists of previous studies from developed and developing countries, and as well as studies conducted in South Africa based on the topic of this study. The Non-Linear Autoregressive Distributed Lag (NARDL) model approach was used to find the influence between economic growth, government expenditures, oil prices, technology shock (proxy research and development), labour productivity and droughts in South Africae using quarterly data from 1995 to 2017. The Hodrick-Prescott (HP) filter was used to extract the shocks and to test their influence on economic growth. The NARDL technique uses a single reduced form of equation to examine the long run relationship of the variables as opposed to other models. The NARDL technique is also suitable to use to test co-integration and does not require the underlying variables to be integrated of similar order. The results from the NARDL bounds test showed that there is a long run relationship for government expenditure, oil prices, technology, labour productivity and droughts. Furthermore, the labour productivity shock tends out to be the larger shock affecting South Africa’s economy. This study will provide policy recommendations on how to improve and increase labour productivity in South Africa.
- Full Text:
- Date Issued: 2019
- Authors: Mesatywa, Msa Pumelela
- Date: 2019
- Subjects: Business cycles -- South Africa , Economic indicators -- South Africa Macroeconomics
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/42407 , vital:36653
- Description: The aim of this study is to investigate the influence of the real business cycle shocks on aggregate demand in South Africa. These shocks consist of government expenditure, oil prices, technology (proxied by research and development), labour productivity, and droughts. The theoretical framework is presented consisting of the literature review and empirical review. The Neo-classical, Keynesian and Structuralist theories are explained in the literature review. Furthermore, the empirical section consists of previous studies from developed and developing countries, and as well as studies conducted in South Africa based on the topic of this study. The Non-Linear Autoregressive Distributed Lag (NARDL) model approach was used to find the influence between economic growth, government expenditures, oil prices, technology shock (proxy research and development), labour productivity and droughts in South Africae using quarterly data from 1995 to 2017. The Hodrick-Prescott (HP) filter was used to extract the shocks and to test their influence on economic growth. The NARDL technique uses a single reduced form of equation to examine the long run relationship of the variables as opposed to other models. The NARDL technique is also suitable to use to test co-integration and does not require the underlying variables to be integrated of similar order. The results from the NARDL bounds test showed that there is a long run relationship for government expenditure, oil prices, technology, labour productivity and droughts. Furthermore, the labour productivity shock tends out to be the larger shock affecting South Africa’s economy. This study will provide policy recommendations on how to improve and increase labour productivity in South Africa.
- Full Text:
- Date Issued: 2019
The informal economy as a catalyst for development in the Raymond Mhlaba Municipality
- Authors: Manzana, Noludwe
- Date: 2019
- Subjects: Municipal government -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape Community development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40933 , vital:36271
- Description: In South Africa, the informal economy is expected to play a significant role, mainly because informal employment is relatively high in comparison to formal employment. The South African economy is characterised by a sluggish pace of job creation in the formal sector and a high rate of unemployment. The literature reveals that in recent years, small towns in South Africa have become key hubs for service delivery and the economic activity involved in the receipt and processing thereof. As such, these towns are viewed as essential to the implementation of the developmental local goals of South Africa’s government. In relation to this view, the established strand relates to the small-town growth and development potential with the core theme of local economic development. Raymond Mhlaba informal trading has become an economic alternative for some community members. In order to ensure the optimal efficiency of informal businesses there is a need to understand the needs of informal traders and the contributions made by the informal sector in their lives. There is a tremendous potential within the informal business sector for it to become a major role player in sustaining the livelihoods of many people, but the efficiency of these informal businesses needs to be improved by removing some of the constraints which hinder their effective functioning. These constraints include crime, transport, municipal services and financial support with the assistance from Local Eco-nomic Development (LED) to enhance a competitive, increasing sustainable growth and to ensure that growth within a local area is inclusive. This research therefore assesses the role of the informal economy as a catalyst for development in the Raymond Mhlaba Municipality. In addition, the findings will be useful for local municipalities within the district to fully comprehend the views of municipal legislations and informal traders with regard to policies and practices, as well as their impact on enabling the development of local municipalities through the informal economy. Lastly, the research findings will also enrich the knowledge base on informal trading in local municipalities and may be useful information regarding the development of a more sustainable regulatory approach to informal economy in Raymond Mhlaba Local Municipality.
- Full Text:
- Date Issued: 2019
- Authors: Manzana, Noludwe
- Date: 2019
- Subjects: Municipal government -- South Africa -- Eastern Cape , Economic development -- South Africa -- Eastern Cape Community development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40933 , vital:36271
- Description: In South Africa, the informal economy is expected to play a significant role, mainly because informal employment is relatively high in comparison to formal employment. The South African economy is characterised by a sluggish pace of job creation in the formal sector and a high rate of unemployment. The literature reveals that in recent years, small towns in South Africa have become key hubs for service delivery and the economic activity involved in the receipt and processing thereof. As such, these towns are viewed as essential to the implementation of the developmental local goals of South Africa’s government. In relation to this view, the established strand relates to the small-town growth and development potential with the core theme of local economic development. Raymond Mhlaba informal trading has become an economic alternative for some community members. In order to ensure the optimal efficiency of informal businesses there is a need to understand the needs of informal traders and the contributions made by the informal sector in their lives. There is a tremendous potential within the informal business sector for it to become a major role player in sustaining the livelihoods of many people, but the efficiency of these informal businesses needs to be improved by removing some of the constraints which hinder their effective functioning. These constraints include crime, transport, municipal services and financial support with the assistance from Local Eco-nomic Development (LED) to enhance a competitive, increasing sustainable growth and to ensure that growth within a local area is inclusive. This research therefore assesses the role of the informal economy as a catalyst for development in the Raymond Mhlaba Municipality. In addition, the findings will be useful for local municipalities within the district to fully comprehend the views of municipal legislations and informal traders with regard to policies and practices, as well as their impact on enabling the development of local municipalities through the informal economy. Lastly, the research findings will also enrich the knowledge base on informal trading in local municipalities and may be useful information regarding the development of a more sustainable regulatory approach to informal economy in Raymond Mhlaba Local Municipality.
- Full Text:
- Date Issued: 2019
The interaction between oil price shocks, currency volatility and stock market prices: evidence from South Africa
- Authors: Tshivhase, Mikovhe
- Date: 2019
- Subjects: Petroleum products -- Prices , Accounting and price fluctuations , Inflation (Finance) -- South Africa , Stock exchanges , Economics
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/43834 , vital:37051
- Description: Crude oil is an essential and strategic commodity in modern economies. Therefore, energy price fluctuations have the potential of affecting the economic welfare of a country. For instance, they have the potential to undermine the government’s attainment of its economic growth targets (National Treasury, 2016:2). The South African Reserve Bank (SARB) also considers oil price movements to be one of the major threats to currency volatility and the continued attainment of its inflation targets of about (3-6, per cent), as evidenced by numerous recent statements by its monetary policy committee (SARB, 2016:5-13). This study used co-integration tests to investigate the interaction between oil price shocks, exchange rates and stock market prices in South Africa over the period 1 January 2011 to 1 April 2018. The study employed the Johansen co-integration test. The results found no long run co-integration between oil prices, exchange rate and stock market prices. Therefore, this study adopted the VAR model for causality tests. Using the VAR model, this study found the existence of a unidirectional causality between stock prices and oil prices, with stock prices leading the oil prices changes. The all share index, resources and financials index were found to be significant variables to explain oil prices. This result is consistent with the business cycle view, which states that oil price fluctuations are mainly driven by demand factors. Furthermore, strong world output growth trends especially in emerging markets, could give rise to an upward surge in oil prices. The study also found that there is a weak correlation between stock price and exchange rate in South Africa. This is consistent with the asset approach. The findings of this study add to the already largely debated theories that seek to explain the relationship between the oil prices, exchange rates and stock market prices. The recommendation of this research is that, policy makers, researchers and investment bankers or fund managers who have interest or trade these financial instruments, may have to consider the role of stock market prices in the various sectors of the economy in their models for forecasting the path of the oil prices and the Rand/US Dollar exchange rate trend.
- Full Text:
- Date Issued: 2019
- Authors: Tshivhase, Mikovhe
- Date: 2019
- Subjects: Petroleum products -- Prices , Accounting and price fluctuations , Inflation (Finance) -- South Africa , Stock exchanges , Economics
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/43834 , vital:37051
- Description: Crude oil is an essential and strategic commodity in modern economies. Therefore, energy price fluctuations have the potential of affecting the economic welfare of a country. For instance, they have the potential to undermine the government’s attainment of its economic growth targets (National Treasury, 2016:2). The South African Reserve Bank (SARB) also considers oil price movements to be one of the major threats to currency volatility and the continued attainment of its inflation targets of about (3-6, per cent), as evidenced by numerous recent statements by its monetary policy committee (SARB, 2016:5-13). This study used co-integration tests to investigate the interaction between oil price shocks, exchange rates and stock market prices in South Africa over the period 1 January 2011 to 1 April 2018. The study employed the Johansen co-integration test. The results found no long run co-integration between oil prices, exchange rate and stock market prices. Therefore, this study adopted the VAR model for causality tests. Using the VAR model, this study found the existence of a unidirectional causality between stock prices and oil prices, with stock prices leading the oil prices changes. The all share index, resources and financials index were found to be significant variables to explain oil prices. This result is consistent with the business cycle view, which states that oil price fluctuations are mainly driven by demand factors. Furthermore, strong world output growth trends especially in emerging markets, could give rise to an upward surge in oil prices. The study also found that there is a weak correlation between stock price and exchange rate in South Africa. This is consistent with the asset approach. The findings of this study add to the already largely debated theories that seek to explain the relationship between the oil prices, exchange rates and stock market prices. The recommendation of this research is that, policy makers, researchers and investment bankers or fund managers who have interest or trade these financial instruments, may have to consider the role of stock market prices in the various sectors of the economy in their models for forecasting the path of the oil prices and the Rand/US Dollar exchange rate trend.
- Full Text:
- Date Issued: 2019
The Neethling Brain Instrument (NBI) as a predictive indicator for leadership branding
- Authors: Buys, Hein
- Date: 2019
- Subjects: Branding (Marketing) , Educational leadership -- Marketing Corporate image Leadership -- South Africa Executive ability
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/37900 , vital:34260
- Description: The purpose of this treatise is to determine whether the Neethling 8-Dimensional Brain Instrument (NBI) can serve as a predictive indicator of leadership brand of individuals. In practice the focus of recruitment is often solely concerned with the person-job fit in so far as hard-skills of the individual applicants are relevant and suitable to the position that must be filled. It is the belief of the researcher in this treatise that a more holistic approach in filling leadership roles most be adopted in order to increase the successful placement of leaders based not only on the person-job fit, but also on the person-team and person-organisation fit. Certain leadership brands are more suitable in certain environments and this must be tested for as part of the recruitment and placement process. This qualitative case study is exploratory in nature and hopes to gain a deeper understanding of predictive capability of the NBI in relation to leadership branding.
- Full Text:
- Date Issued: 2019
- Authors: Buys, Hein
- Date: 2019
- Subjects: Branding (Marketing) , Educational leadership -- Marketing Corporate image Leadership -- South Africa Executive ability
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/37900 , vital:34260
- Description: The purpose of this treatise is to determine whether the Neethling 8-Dimensional Brain Instrument (NBI) can serve as a predictive indicator of leadership brand of individuals. In practice the focus of recruitment is often solely concerned with the person-job fit in so far as hard-skills of the individual applicants are relevant and suitable to the position that must be filled. It is the belief of the researcher in this treatise that a more holistic approach in filling leadership roles most be adopted in order to increase the successful placement of leaders based not only on the person-job fit, but also on the person-team and person-organisation fit. Certain leadership brands are more suitable in certain environments and this must be tested for as part of the recruitment and placement process. This qualitative case study is exploratory in nature and hopes to gain a deeper understanding of predictive capability of the NBI in relation to leadership branding.
- Full Text:
- Date Issued: 2019
The relationship between cultural intelligence and cross-cultural psychological capital amongst expatriates
- Authors: Lamont, Mia Adri
- Date: 2019
- Subjects: Cultural intelligence , Business anthropology Management -- Cross-cultural studies Corporate culture Work environment
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/40467 , vital:36168
- Description: This study explored the relationship between Cross-cultural (CC) PsyCap and Cultural Intelligence (CQ) amongst expatriates. The literature review revealed preliminary relationships between the two constructs and illuminated the need to broaden and extend current research to expatriates specifically. The study followed a quantitative research design in the form of non-experimental, cross-sectional research using convenience and snowball sampling. A composite questionnaire comprising the CC PsyCap scale and Cultural Intelligence Scale (CQS) was used to measure CC PsyCap and CQ levels. This self-report measure was distributed via various social media platforms (N=102). Overall, the measurement models revealed high reliability in the present study. Although the modified hope subscale did not appear to be suited to the expatriate sample in the present study, confirmatory factor analysis revealed acceptable validity for both instruments overall. Significant differences were found in the means of CC PsyCap and CQ between demographic groups. Relationships between the constructs were tested through correlation-and regression analyses and several significant positive relationships were found between the constructs and their dimensions. Two of the strongest relationships found were between CC self-efficacy and CQ and between motivational CQ and CC PsyCap. Further, CC PsyCap was shown to account for a part of the variance in CQ and vice versa. This research adds to insights gained from the previously validated cross-cultural PsyCap measure and studies on the relationships between the two constructs.
- Full Text:
- Date Issued: 2019
- Authors: Lamont, Mia Adri
- Date: 2019
- Subjects: Cultural intelligence , Business anthropology Management -- Cross-cultural studies Corporate culture Work environment
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/40467 , vital:36168
- Description: This study explored the relationship between Cross-cultural (CC) PsyCap and Cultural Intelligence (CQ) amongst expatriates. The literature review revealed preliminary relationships between the two constructs and illuminated the need to broaden and extend current research to expatriates specifically. The study followed a quantitative research design in the form of non-experimental, cross-sectional research using convenience and snowball sampling. A composite questionnaire comprising the CC PsyCap scale and Cultural Intelligence Scale (CQS) was used to measure CC PsyCap and CQ levels. This self-report measure was distributed via various social media platforms (N=102). Overall, the measurement models revealed high reliability in the present study. Although the modified hope subscale did not appear to be suited to the expatriate sample in the present study, confirmatory factor analysis revealed acceptable validity for both instruments overall. Significant differences were found in the means of CC PsyCap and CQ between demographic groups. Relationships between the constructs were tested through correlation-and regression analyses and several significant positive relationships were found between the constructs and their dimensions. Two of the strongest relationships found were between CC self-efficacy and CQ and between motivational CQ and CC PsyCap. Further, CC PsyCap was shown to account for a part of the variance in CQ and vice versa. This research adds to insights gained from the previously validated cross-cultural PsyCap measure and studies on the relationships between the two constructs.
- Full Text:
- Date Issued: 2019
The relationship between employee wellness and gratitude
- Authors: Jordaan, Chrizelle
- Date: 2019
- Subjects: Employee health promotion -- South Africa , Work environment -- Psychological aspects Gratitude Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39984 , vital:35636
- Description: A lack of research studies and available literature on the relationship between employee wellness and gratitude revealed enormous potential for further exploration and investigation, especially within a South African context. This is a relatively new field with limited literature and research evidence available. From the commencement of the research it was evident that there is possibility to successfully research if a relationship between employee wellness and gratitude exists, which formed the primary objective of the current study. The current study therefore aims to contribute to the existing body of knowledge regarding the possible relationship that exists between employee wellness and gratitude within South African organisations. The researcher utilised a quantitative research technique by making use of a composite questionnaire measuring employee wellness and gratitude respectively. The results were then analysed in an attempt to establish if a relationship exists between employee wellness and gratitude, based on the responses gathered from the research population. The research sample consisted of 121 employees working in the waste collection industry. A combination of the Mental Health Continuum – Short Form, Gratitude Questionnaire (6-item form) as well as a demographic variable information page was utilised to gather data for the current study. The results indicated that significant findings between the demographic variables and the individual constructs respectively, however, the relationship between the dimensions of employee wellness and gratitude was lower than expected. Based on the results obtained within this study, it was concluded that a small relationship exists between employee wellness and gratitude. Chapter 5 includes a discussion on the recommendations for both the organisation as well as future researchers.
- Full Text:
- Date Issued: 2019
- Authors: Jordaan, Chrizelle
- Date: 2019
- Subjects: Employee health promotion -- South Africa , Work environment -- Psychological aspects Gratitude Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39984 , vital:35636
- Description: A lack of research studies and available literature on the relationship between employee wellness and gratitude revealed enormous potential for further exploration and investigation, especially within a South African context. This is a relatively new field with limited literature and research evidence available. From the commencement of the research it was evident that there is possibility to successfully research if a relationship between employee wellness and gratitude exists, which formed the primary objective of the current study. The current study therefore aims to contribute to the existing body of knowledge regarding the possible relationship that exists between employee wellness and gratitude within South African organisations. The researcher utilised a quantitative research technique by making use of a composite questionnaire measuring employee wellness and gratitude respectively. The results were then analysed in an attempt to establish if a relationship exists between employee wellness and gratitude, based on the responses gathered from the research population. The research sample consisted of 121 employees working in the waste collection industry. A combination of the Mental Health Continuum – Short Form, Gratitude Questionnaire (6-item form) as well as a demographic variable information page was utilised to gather data for the current study. The results indicated that significant findings between the demographic variables and the individual constructs respectively, however, the relationship between the dimensions of employee wellness and gratitude was lower than expected. Based on the results obtained within this study, it was concluded that a small relationship exists between employee wellness and gratitude. Chapter 5 includes a discussion on the recommendations for both the organisation as well as future researchers.
- Full Text:
- Date Issued: 2019
The relationship between leadership behaviours and employee inclusion
- Authors: Jagers,Leizel Hilary
- Date: 2019
- Subjects: Leadership -- South Africa , Diversity in the workplace Organizational behavior Work -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40084 , vital:35753
- Description: In recent times, the discussion on diversity has shifted to that of inclusion. Employee inclusion plays an integral role in the quality of the organisational environment to create an organisation that maximises and leverages diverse talents, backgrounds and perspectives of all employees to increase organisational success. Inclusion has emerged as a contemporary area of exploration while diversity embraces a rich body of research. Leadership theorists have yet to discover an approach to inclusive leadership. It is interesting to note the lack of integration concerning the relationship between leadership behaviours and employee inclusion within a South African context, thus it is worth exploring what meaning and interpretation employee inclusion holds in a diverse South African work context. The aim of this study was to determine whether a relationship exists between leadership behaviours and employee inclusion. A literature study was conducted to explore work previously done regarding leadership behaviours and employee inclusion. For the empirical study, a positivistic paradigm with a quantitative research method was utilised. The confectionary organisation under study is situated in the Eastern Cape province of South Africa. The leadership behaviours of production line managers (n = 11) contributing to employee inclusion of production line workers (n = 141) was studied by means of a survey in the research design. To compensate for the simplistic responses to complex issues, both closed-ended and open-ended surveys were administered. Random sampling was selected as the sampling strategy for this study. In addition, the research study made use of both inferential and descriptive statistic techniques. A statistically significant relationship exists between leadership behaviours and employee inclusion. The findings reveal that production line managers generally believe that they exhibit leadership behaviours associated with employee inclusion, whereas production line workers generally believe that their managers exhibit certain, but not all leadership behaviours associated with employee inclusion. Furthermore, production line managers leaned towards a positive point of view of their perception of the extent to which production line workers experience employee inclusion. However, most of production line workers leaned towards a negative point of view whilst the minority leaned towards a positive point of view in relation to the extent to which they experience employee inclusion. These findings suggest that components of leadership behaviour namely commitment, courage, cognizance of bias, curiosity, cultural intelligence and collaboration correlate strongly to employee inclusion in terms of uniqueness and belongingness. The leadership behaviours discussed in the literature and empirical study can contribute to future studies in terms of creating an inclusive leadership approach or style as this has not been discovered yet. Leaders should be aware of their leadership behaviours and familiarise themselves with and implement the preferred leadership behaviours for employee inclusion through self-development initiatives, leadership training and social change initiatives. Furthermore, leaders should practice leadership behaviours and techniques based on each situation, individual or group with a specific focus on the six signature traits of an inclusive leader and finally, organisations should create opportunities for employees to give feedback to their managers to raise awareness around the importance of employee inclusion.
- Full Text:
- Date Issued: 2019
- Authors: Jagers,Leizel Hilary
- Date: 2019
- Subjects: Leadership -- South Africa , Diversity in the workplace Organizational behavior Work -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/40084 , vital:35753
- Description: In recent times, the discussion on diversity has shifted to that of inclusion. Employee inclusion plays an integral role in the quality of the organisational environment to create an organisation that maximises and leverages diverse talents, backgrounds and perspectives of all employees to increase organisational success. Inclusion has emerged as a contemporary area of exploration while diversity embraces a rich body of research. Leadership theorists have yet to discover an approach to inclusive leadership. It is interesting to note the lack of integration concerning the relationship between leadership behaviours and employee inclusion within a South African context, thus it is worth exploring what meaning and interpretation employee inclusion holds in a diverse South African work context. The aim of this study was to determine whether a relationship exists between leadership behaviours and employee inclusion. A literature study was conducted to explore work previously done regarding leadership behaviours and employee inclusion. For the empirical study, a positivistic paradigm with a quantitative research method was utilised. The confectionary organisation under study is situated in the Eastern Cape province of South Africa. The leadership behaviours of production line managers (n = 11) contributing to employee inclusion of production line workers (n = 141) was studied by means of a survey in the research design. To compensate for the simplistic responses to complex issues, both closed-ended and open-ended surveys were administered. Random sampling was selected as the sampling strategy for this study. In addition, the research study made use of both inferential and descriptive statistic techniques. A statistically significant relationship exists between leadership behaviours and employee inclusion. The findings reveal that production line managers generally believe that they exhibit leadership behaviours associated with employee inclusion, whereas production line workers generally believe that their managers exhibit certain, but not all leadership behaviours associated with employee inclusion. Furthermore, production line managers leaned towards a positive point of view of their perception of the extent to which production line workers experience employee inclusion. However, most of production line workers leaned towards a negative point of view whilst the minority leaned towards a positive point of view in relation to the extent to which they experience employee inclusion. These findings suggest that components of leadership behaviour namely commitment, courage, cognizance of bias, curiosity, cultural intelligence and collaboration correlate strongly to employee inclusion in terms of uniqueness and belongingness. The leadership behaviours discussed in the literature and empirical study can contribute to future studies in terms of creating an inclusive leadership approach or style as this has not been discovered yet. Leaders should be aware of their leadership behaviours and familiarise themselves with and implement the preferred leadership behaviours for employee inclusion through self-development initiatives, leadership training and social change initiatives. Furthermore, leaders should practice leadership behaviours and techniques based on each situation, individual or group with a specific focus on the six signature traits of an inclusive leader and finally, organisations should create opportunities for employees to give feedback to their managers to raise awareness around the importance of employee inclusion.
- Full Text:
- Date Issued: 2019
The relationship between leadership styles and talent retention within South Africa
- Authors: Liss, Kirstin
- Date: 2019
- Subjects: Leadership styles
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/44578 , vital:38139
- Description: The challenge of retaining employees is becoming increasingly difficult. This purpose of this study was to examine if employee leadership style preferences are currently being met and whether a relationship exists between leadership styles and talent retention. Data from leadership styles and talent retention questionnaires was used in the analysis. The results of the paired sample t-test indicated that leadership style preferences were not currently being met by employees providing input to the research question. The relationship between leadership styles and talent retention were explored using a correlation and a relationship was found to be significant thus supporting the research question. Multiple linear regression analysis provided further support in this relationship and investigated to what extent leadership styles influence retention. A significant positive relationship was found in that the experience of negative or positive levels of leadership styles, will influence employee retention. Leadership styles are not currently being met by employees thus the retention of employees are at risk for organisations in South Africa. The study concludes with recommendations for research and Industrial and Organisational Psychologists in practice.
- Full Text:
- Date Issued: 2019
- Authors: Liss, Kirstin
- Date: 2019
- Subjects: Leadership styles
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/44578 , vital:38139
- Description: The challenge of retaining employees is becoming increasingly difficult. This purpose of this study was to examine if employee leadership style preferences are currently being met and whether a relationship exists between leadership styles and talent retention. Data from leadership styles and talent retention questionnaires was used in the analysis. The results of the paired sample t-test indicated that leadership style preferences were not currently being met by employees providing input to the research question. The relationship between leadership styles and talent retention were explored using a correlation and a relationship was found to be significant thus supporting the research question. Multiple linear regression analysis provided further support in this relationship and investigated to what extent leadership styles influence retention. A significant positive relationship was found in that the experience of negative or positive levels of leadership styles, will influence employee retention. Leadership styles are not currently being met by employees thus the retention of employees are at risk for organisations in South Africa. The study concludes with recommendations for research and Industrial and Organisational Psychologists in practice.
- Full Text:
- Date Issued: 2019
The relationship between organisational culture and cross-team collaboration at an institution of higher learning
- McGowan-Berry, Charlene Hilda
- Authors: McGowan-Berry, Charlene Hilda
- Date: 2019
- Subjects: Corporate culture , Organizational change Organizational behavior Organization -- Research Education, Higher -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/42628 , vital:36675
- Description: Institutions of higher learning are under constant pressure to become more effective amidst lowering subsidies and increased student intake. Bozalek, Ngambi and Dachago (2013) identify a limit of resources as one of the major challenges facing higher education. As a result, resources and talent need to be more effectively utilised. There is also a growing call for closer co-operation across disciplines, for example in terms of increased interdisciplinary teaching and research to address real life issues. The opposite, namely a silo mentality where people focus on their own tasks without interacting and solving problems collaboratively, does not lead to excellence. Silos are invisible barriers which fragment organisations and make it difficult to cross boundaries (Cilliers & Greyvenstein, 2012). The primary objective of this study was to explore the existing culture at a selected university and to determine whether a relationship between organisational culture and cross-team collaboration existed. A positivistic research approach was followed and quantitative research methods were adopted. The target population included all of the academics from one of the campuses of the selected university. A non-probability sampling technique of convenience sampling was used. The Organisational Culture Questionnaire (OCQ) developed by Harrison (1993) was administered to 120 employees at the selected university. The results suggested that a Task and Role Culture was most evident at the University, but that a Support Culture was mostly supportive of cross-team collaboration. Recommendations were made for the University and for future research.
- Full Text:
- Date Issued: 2019
- Authors: McGowan-Berry, Charlene Hilda
- Date: 2019
- Subjects: Corporate culture , Organizational change Organizational behavior Organization -- Research Education, Higher -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/42628 , vital:36675
- Description: Institutions of higher learning are under constant pressure to become more effective amidst lowering subsidies and increased student intake. Bozalek, Ngambi and Dachago (2013) identify a limit of resources as one of the major challenges facing higher education. As a result, resources and talent need to be more effectively utilised. There is also a growing call for closer co-operation across disciplines, for example in terms of increased interdisciplinary teaching and research to address real life issues. The opposite, namely a silo mentality where people focus on their own tasks without interacting and solving problems collaboratively, does not lead to excellence. Silos are invisible barriers which fragment organisations and make it difficult to cross boundaries (Cilliers & Greyvenstein, 2012). The primary objective of this study was to explore the existing culture at a selected university and to determine whether a relationship between organisational culture and cross-team collaboration existed. A positivistic research approach was followed and quantitative research methods were adopted. The target population included all of the academics from one of the campuses of the selected university. A non-probability sampling technique of convenience sampling was used. The Organisational Culture Questionnaire (OCQ) developed by Harrison (1993) was administered to 120 employees at the selected university. The results suggested that a Task and Role Culture was most evident at the University, but that a Support Culture was mostly supportive of cross-team collaboration. Recommendations were made for the University and for future research.
- Full Text:
- Date Issued: 2019
The relationship between perceived ethical leadership and employee life-satisfaction in South Africa
- Authors: van Rooyen, Uné
- Date: 2019
- Subjects: Leadership -- Moral and ethical aspects , Leadership Business ethics Social responsibility of business
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/44100 , vital:37110
- Description: Leadership behaviour has a significant impact on follower outcomes. How leaders are perceived in terms of ethical leadership and integrity may have an impact on follower well-being. This non-experimental, correlational study aimed to determine the relationships between Ethical Leadership, employee Life-satisfaction and Job-satisfaction in South Africa. Perceived Leader Integrity was used as an indicator of Ethical Leadership. Employing the survey method, Ethical Leadership was measured with the Perceived Leadership Integrity Scale (PLIS), Life-satisfaction was measured with the Satisfaction with Life Scale (SWLS) and Job-satisfaction was measured with the Michigan Organisational Assessment Questionnaire Jobsatisfaction Subscale (MOAQ-JSS). The sample consisted of lower and middle managers in various organisations across different geographical locations in South Africa. Data was analysed using descriptive and inferential statistics, including Cronbach’s alpha testing, Person Product Moment correlation calculations as well as Independent samples T-tests and ANOVA statistics. The results indicated a positive, yet negligible relationship between Perceived Leader Integrity and Life-satisfaction, and a fair positive relationship between Perceived Leader Integrity and Job-satisfaction, as well as between Lifesatisfaction and Job-satisfaction. Despite several limitations, the study contributes to the current body of knowledge regarding leadership and well-being, specifically in a South African context. Recommendations for future research include cultural considerations, and more specific populations groups, among others.
- Full Text:
- Date Issued: 2019
The relationship between perceived ethical leadership and employee life-satisfaction in South Africa
- Authors: van Rooyen, Uné
- Date: 2019
- Subjects: Leadership -- Moral and ethical aspects , Leadership Business ethics Social responsibility of business
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/44100 , vital:37110
- Description: Leadership behaviour has a significant impact on follower outcomes. How leaders are perceived in terms of ethical leadership and integrity may have an impact on follower well-being. This non-experimental, correlational study aimed to determine the relationships between Ethical Leadership, employee Life-satisfaction and Job-satisfaction in South Africa. Perceived Leader Integrity was used as an indicator of Ethical Leadership. Employing the survey method, Ethical Leadership was measured with the Perceived Leadership Integrity Scale (PLIS), Life-satisfaction was measured with the Satisfaction with Life Scale (SWLS) and Job-satisfaction was measured with the Michigan Organisational Assessment Questionnaire Jobsatisfaction Subscale (MOAQ-JSS). The sample consisted of lower and middle managers in various organisations across different geographical locations in South Africa. Data was analysed using descriptive and inferential statistics, including Cronbach’s alpha testing, Person Product Moment correlation calculations as well as Independent samples T-tests and ANOVA statistics. The results indicated a positive, yet negligible relationship between Perceived Leader Integrity and Life-satisfaction, and a fair positive relationship between Perceived Leader Integrity and Job-satisfaction, as well as between Lifesatisfaction and Job-satisfaction. Despite several limitations, the study contributes to the current body of knowledge regarding leadership and well-being, specifically in a South African context. Recommendations for future research include cultural considerations, and more specific populations groups, among others.
- Full Text:
- Date Issued: 2019
The relationship between psychological capital and flourishing in the workplace
- Authors: De Reuck, Jani
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management Human capital -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39491 , vital:35272
- Description: Sales employees are often the most important channel a company uses to execute their strategies and generate income. Psychological capital emerged from the field of positive organisational scholarship, which believes that individuals and organisations will benefit from unlocking hidden potentials of employees by focusing on their strengths and positive qualities, leading to overall subjective well-being, referred to as flourishing. The purpose of this study was to investigate the relationship between Psychological Capital and the Flourishing of retail sales employees. The current research study employed a descriptive, exploratory, quantitative and cross-sectional research design. Results were gathered through formal measurements using, The Psychological capital Questionnaire and the PERMA-Profiler and were analysed through the use of statistical measures. The Psychological Capital questionnaires were used to measure the construct of Psychological Capital (hope, resilience, optimism and self-efficacy). The PERMA-Profiler were utilised to measure the level of flourishing of the sample. Participants was selected by means of non-probability convenience sampling, while a sample of 350 retail sales employees employed at the three leading retail centres in Port Elizabeth, Eastern Cape, completed the questionnaires. Quantitative data obtained from the survey questionnaires, were analysed through the use of descriptive and inferential statistics. The Pearson product-moment correlation was used to determine the strength of the relationships between the variables and the level of significance was set at a 95% confidence interval level (p ≤ 0,05). Owing to the data being non-normal, the Kruskal Wallis test was used to compare the distribution of different populations and nonparametric post hoc, Mann-Whitney U test. Based on the findings, there was a significant relationship found between psychological capital and flourishing amongst the sample employees in the retail industry. It is therefore possible that those relationships may hold true for future studies, in different industries as well as different occupations. Further exploration of these constructs is required in the South African context to see if the result in the present study can be supported or not.
- Full Text:
- Date Issued: 2019
- Authors: De Reuck, Jani
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management Human capital -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39491 , vital:35272
- Description: Sales employees are often the most important channel a company uses to execute their strategies and generate income. Psychological capital emerged from the field of positive organisational scholarship, which believes that individuals and organisations will benefit from unlocking hidden potentials of employees by focusing on their strengths and positive qualities, leading to overall subjective well-being, referred to as flourishing. The purpose of this study was to investigate the relationship between Psychological Capital and the Flourishing of retail sales employees. The current research study employed a descriptive, exploratory, quantitative and cross-sectional research design. Results were gathered through formal measurements using, The Psychological capital Questionnaire and the PERMA-Profiler and were analysed through the use of statistical measures. The Psychological Capital questionnaires were used to measure the construct of Psychological Capital (hope, resilience, optimism and self-efficacy). The PERMA-Profiler were utilised to measure the level of flourishing of the sample. Participants was selected by means of non-probability convenience sampling, while a sample of 350 retail sales employees employed at the three leading retail centres in Port Elizabeth, Eastern Cape, completed the questionnaires. Quantitative data obtained from the survey questionnaires, were analysed through the use of descriptive and inferential statistics. The Pearson product-moment correlation was used to determine the strength of the relationships between the variables and the level of significance was set at a 95% confidence interval level (p ≤ 0,05). Owing to the data being non-normal, the Kruskal Wallis test was used to compare the distribution of different populations and nonparametric post hoc, Mann-Whitney U test. Based on the findings, there was a significant relationship found between psychological capital and flourishing amongst the sample employees in the retail industry. It is therefore possible that those relationships may hold true for future studies, in different industries as well as different occupations. Further exploration of these constructs is required in the South African context to see if the result in the present study can be supported or not.
- Full Text:
- Date Issued: 2019
The relationship between psychological capital and work engagement among educators in Port Elizabeth
- Authors: Van Kerkhof, Michelle
- Date: 2019
- Subjects: Human capital -- Psychological aspects , Psychology, Industrial Employees -- Psychology Management|xPsychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/44145 , vital:37117
- Description: Psychological Capital (PsyCap) and work engagement (WE) are both positive constructs which research shows has an advantageous effect on the performance of the organisation. The educational system, and in particular the job of the educator, remains an important field of study as 80% of schools in South Africa are deemed dysfunctional (Spaull, 2013). Although educators face numerous challenges, there are still educators who remain determined in their work role. This research used a cross-sectional design, using a composite questionnaire to measure PsyCap and WE. The self-report questionnaires were distributed to a sample of educators (n=106) of which 53% were from private schools and 47% were from public schools in Port Elizabeth. Various studies both locally and abroad confirm the reliability and validity of the PCQ-24 and UWES-9 measures utilised in this study. The present study aimed to determine the relationship between PsyCap and WE of educators. The relationship between PsyCap and WE was assessed using Pearson correlation and multiple regression analysis. Furthermore, it also considered whether a significant distinction exists among the PsyCap and WE levels of private and public schools in Port Elizabeth. A t-test was used to establish the difference among the levels of PsyCap and WE of private and public school teachers. As indicated by previous research, the current study uncovered that PsyCap predicts WE, exhibiting a positive relationship among the constructs. In addition, this study found that there was a difference among the PsyCap and WE levels of private and public school teachers in Port Elizabeth.
- Full Text:
- Date Issued: 2019
The relationship between psychological capital and work engagement among educators in Port Elizabeth
- Authors: Van Kerkhof, Michelle
- Date: 2019
- Subjects: Human capital -- Psychological aspects , Psychology, Industrial Employees -- Psychology Management|xPsychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/44145 , vital:37117
- Description: Psychological Capital (PsyCap) and work engagement (WE) are both positive constructs which research shows has an advantageous effect on the performance of the organisation. The educational system, and in particular the job of the educator, remains an important field of study as 80% of schools in South Africa are deemed dysfunctional (Spaull, 2013). Although educators face numerous challenges, there are still educators who remain determined in their work role. This research used a cross-sectional design, using a composite questionnaire to measure PsyCap and WE. The self-report questionnaires were distributed to a sample of educators (n=106) of which 53% were from private schools and 47% were from public schools in Port Elizabeth. Various studies both locally and abroad confirm the reliability and validity of the PCQ-24 and UWES-9 measures utilised in this study. The present study aimed to determine the relationship between PsyCap and WE of educators. The relationship between PsyCap and WE was assessed using Pearson correlation and multiple regression analysis. Furthermore, it also considered whether a significant distinction exists among the PsyCap and WE levels of private and public schools in Port Elizabeth. A t-test was used to establish the difference among the levels of PsyCap and WE of private and public school teachers. As indicated by previous research, the current study uncovered that PsyCap predicts WE, exhibiting a positive relationship among the constructs. In addition, this study found that there was a difference among the PsyCap and WE levels of private and public school teachers in Port Elizabeth.
- Full Text:
- Date Issued: 2019
The relationship between psychological capital and work engagement in a work setting
- Authors: Rennick, Ashlynne Tamsyn
- Date: 2019
- Subjects: Employees -- Psychology , Employee motivation Human capital -- Psychological aspects Work -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/43534 , vital:36907
- Description: According to research, psychological capital (PsyCap) and work engagement are two constructs within the realm of positive psychology that have a positive impact on employees. The importance of work engagement in organisations is evident in the global interest in human capital development. Work engagement has several positive outcomes such as job satisfaction, job performance and well-being that have been linked to PsyCap. Considering Positive Organisational Behaviour (POB) and understanding how this has an impact on public service sector employees is important. The purpose of this research is to describe the relationship between PsyCap and work engagement. The study was conducted in order to understand the levels of PsyCap and work engagement that exist in a work setting given the current global economic changes. A convenience survey design was used with a nonprobability sample (N=155) of NGO employees across South Africa in Port Elizabeth, East London and Johannesburg. The measuring instruments consisted of the Psychological Capital Questionnaire (PCQ-24), the Utrecht Work Engagement Scale (UWES-17) and a biographical questionnaire. The data was collected using the pencil-and-paper method. Demographic groups showed significant differences in the means for both PsyCap and work engagement. The study also found that participants scored high on work engagement and its dimensions indicating that participants experienced high levels of engagement in their work-related tasks. Consistent with previous research, the results of this study showed that PsyCap is a predictor of work engagement, indicating a positive relationship between the dimensions of PsyCap and the dimensions of work engagement.
- Full Text:
- Date Issued: 2019
- Authors: Rennick, Ashlynne Tamsyn
- Date: 2019
- Subjects: Employees -- Psychology , Employee motivation Human capital -- Psychological aspects Work -- Psychological aspects Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/43534 , vital:36907
- Description: According to research, psychological capital (PsyCap) and work engagement are two constructs within the realm of positive psychology that have a positive impact on employees. The importance of work engagement in organisations is evident in the global interest in human capital development. Work engagement has several positive outcomes such as job satisfaction, job performance and well-being that have been linked to PsyCap. Considering Positive Organisational Behaviour (POB) and understanding how this has an impact on public service sector employees is important. The purpose of this research is to describe the relationship between PsyCap and work engagement. The study was conducted in order to understand the levels of PsyCap and work engagement that exist in a work setting given the current global economic changes. A convenience survey design was used with a nonprobability sample (N=155) of NGO employees across South Africa in Port Elizabeth, East London and Johannesburg. The measuring instruments consisted of the Psychological Capital Questionnaire (PCQ-24), the Utrecht Work Engagement Scale (UWES-17) and a biographical questionnaire. The data was collected using the pencil-and-paper method. Demographic groups showed significant differences in the means for both PsyCap and work engagement. The study also found that participants scored high on work engagement and its dimensions indicating that participants experienced high levels of engagement in their work-related tasks. Consistent with previous research, the results of this study showed that PsyCap is a predictor of work engagement, indicating a positive relationship between the dimensions of PsyCap and the dimensions of work engagement.
- Full Text:
- Date Issued: 2019
The relationship between psychological contract, job satisfaction, organisation citizenship behaviour and turnover intention
- Authors: Pal, Ajay Kumar
- Date: 2019
- Subjects: Contracts -- Psychological aspects , Job satisfaction Organizational behavior Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43127 , vital:36740
- Description: Psychological contracts, which are made up of employees’ beliefs about the reciprocal obligations between them and their organisation, lie at the foundation of employment relationships (Rousseau, 1989; Schein, 1965). Yet many trends, such as restructuring, downsizing, increased reliance, pressure on cost and high competition, have a profound impact on employees and organisations, leading to an impact on psychological contracts. These trends increasingly make it unclear what the employee and organisation owe each other. The intention of this study is to the relationship between, psychological contract, job satisfaction, organisation citizenship behaviour, and turnover intention in the factory workers of a pharmaceutical manufacturing company based in the Durban area of South Africa. This research made use of quantitative research methods in order to conduct this study using a cross sectional design. A composite questionnaire was used to gather the necessary data for the study using a sample of 63 employees, which constitute 26% of work force working in the factory of a pharmaceutical company, represented by the different departments that operate in the factory setup. The quantitative findings indicate that all three of the measurement scales were reliable due to Cronbach’s alpha coefficient exceeding 0.60. Out of the three dependent variables, psychological contract is found to be highly correlated to job satisfaction. The findings of the study revealed that psychological contract has a positive medium correlation with job satisfaction, and that psychological contract has a medium negative correlation with turnover intention, while it has negligible correlation with organisation citizenship behaviour for the samples. The findings of this research study contribute to the literature available in terms of the construct of psychological contract, job satisfaction, organisation citizenship behaviour and turnover intention. Consequently, the results from this study provided the management of this company with important information on psychological contract and its relationship with work-related behaviours.
- Full Text:
- Date Issued: 2019
- Authors: Pal, Ajay Kumar
- Date: 2019
- Subjects: Contracts -- Psychological aspects , Job satisfaction Organizational behavior Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/43127 , vital:36740
- Description: Psychological contracts, which are made up of employees’ beliefs about the reciprocal obligations between them and their organisation, lie at the foundation of employment relationships (Rousseau, 1989; Schein, 1965). Yet many trends, such as restructuring, downsizing, increased reliance, pressure on cost and high competition, have a profound impact on employees and organisations, leading to an impact on psychological contracts. These trends increasingly make it unclear what the employee and organisation owe each other. The intention of this study is to the relationship between, psychological contract, job satisfaction, organisation citizenship behaviour, and turnover intention in the factory workers of a pharmaceutical manufacturing company based in the Durban area of South Africa. This research made use of quantitative research methods in order to conduct this study using a cross sectional design. A composite questionnaire was used to gather the necessary data for the study using a sample of 63 employees, which constitute 26% of work force working in the factory of a pharmaceutical company, represented by the different departments that operate in the factory setup. The quantitative findings indicate that all three of the measurement scales were reliable due to Cronbach’s alpha coefficient exceeding 0.60. Out of the three dependent variables, psychological contract is found to be highly correlated to job satisfaction. The findings of the study revealed that psychological contract has a positive medium correlation with job satisfaction, and that psychological contract has a medium negative correlation with turnover intention, while it has negligible correlation with organisation citizenship behaviour for the samples. The findings of this research study contribute to the literature available in terms of the construct of psychological contract, job satisfaction, organisation citizenship behaviour and turnover intention. Consequently, the results from this study provided the management of this company with important information on psychological contract and its relationship with work-related behaviours.
- Full Text:
- Date Issued: 2019
The relationship between reward preferences and occupational stress within the South African law environment
- Authors: Orban, Shanice
- Date: 2019
- Subjects: Psychology, Industrial , Stress (Psychology) -- Research Job stress
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/43101 , vital:36735
- Description: The primary objective of this dissertation was to investigate the relationship between reward preferences and occupational stress within the South African law environment. In order to achieve this objective, the researcher tested a theoretical model using regression analysis, and made use of Pearson’s Product Moment Correlations. A further aim was to investigate whether differences existed according to different types of lawyers with regards to these constructs. This was done using t-Tests and analysis of variance tests. The questionnaire was completed by a total of 207 lawyers spanning across 21 law firms, in both the Eastern and Western Cape. Data analysis was conducted using descriptive statistics which included frequency tables, and pie charts, and the aforementioned inferential statistics. The findings revealed a number of correlations between the factors of the two constructs, and significant differences with regards to the amount of stress experienced by employees within the law environment compared to the general population. The proposed theoretical model could be partially accepted as it showed that a correlation exists between Occupational Stress and the reward preference factors of Contingency Pay, Performance and Career Management, Quality Work Environment and Work/Home Integration, with no significant correlation between Occupational Stress and Base Pay and Benefits. Moreover, there was a statistically significant correlation between Distress and Reward Preferences, with no significant correlation between Coping Ability and Reward Preferences. The results of this study theoretically contribute to the area of reward preferences, and have uncovered a new area whereby reward preferences are shown to be related to occupational stress. The findings of this study hold important implications for the effective management and retention of key employees in the law environment within the South African context.
- Full Text:
- Date Issued: 2019
- Authors: Orban, Shanice
- Date: 2019
- Subjects: Psychology, Industrial , Stress (Psychology) -- Research Job stress
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/43101 , vital:36735
- Description: The primary objective of this dissertation was to investigate the relationship between reward preferences and occupational stress within the South African law environment. In order to achieve this objective, the researcher tested a theoretical model using regression analysis, and made use of Pearson’s Product Moment Correlations. A further aim was to investigate whether differences existed according to different types of lawyers with regards to these constructs. This was done using t-Tests and analysis of variance tests. The questionnaire was completed by a total of 207 lawyers spanning across 21 law firms, in both the Eastern and Western Cape. Data analysis was conducted using descriptive statistics which included frequency tables, and pie charts, and the aforementioned inferential statistics. The findings revealed a number of correlations between the factors of the two constructs, and significant differences with regards to the amount of stress experienced by employees within the law environment compared to the general population. The proposed theoretical model could be partially accepted as it showed that a correlation exists between Occupational Stress and the reward preference factors of Contingency Pay, Performance and Career Management, Quality Work Environment and Work/Home Integration, with no significant correlation between Occupational Stress and Base Pay and Benefits. Moreover, there was a statistically significant correlation between Distress and Reward Preferences, with no significant correlation between Coping Ability and Reward Preferences. The results of this study theoretically contribute to the area of reward preferences, and have uncovered a new area whereby reward preferences are shown to be related to occupational stress. The findings of this study hold important implications for the effective management and retention of key employees in the law environment within the South African context.
- Full Text:
- Date Issued: 2019
The relationship between reward preferences, psychological empowerment and emotional intelligence within the investment banking industry in South Africa
- Authors: Michalopoulos, Maria
- Date: 2019
- Subjects: Incentives in industry -- South Africa , Emotional intelligence -- South Africa Investment banking -- South Africa Financial services industry -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/41095 , vital:36295
- Description: The primary objective of this dissertation was to investigate the relationship between reward preferences, psychological empowerment and emotional intelligence (EQ) within the investment banking industry in South Africa. The researcher tested a theoretical model using regression analysis and made use of Pearson’s Product Moment Correlations in order to reach this objective. The secondary aim was to determine whether any differences existed according to job level with regards to these three constructs. This was achieved through using analysis of variance and Tukey’s HSD test. A questionnaire comprised of the Reward Preferences Questionnaire, Psychological Empowerment Questionnaire and Schutte Self-report Emotional Intelligence test was completed by a total of 221 investment banking professionals and managers, working within South Africa from several different private banking firms, as well as from larger institutional banks across the country. Data analysis was conducted using descriptive statistics, including frequency tables and pie charts, as well as the inferential statistics mentioned above. The findings revealed a number of correlations between the three constructs, as well as significant differences between job levels. The proposed theoretical model could be partially accepted as it showed that emotional intelligence acts as a partial mediator only when predicting Contingency Pay as a reward preference via psychological empowerment. In addition, emotional intelligence acts as a predictor for psychological empowerment and its subfactors, as well as the subconstructs that comprise reward preferences. These results provide topical insight into this line of research, as well as having contributed theoretically to these three constructs. Additionally, a gap in research was unveiled showing the various connections found between reward preferences, psychological empowerment and emotional intelligence. The findings of this study offer valuable implications concerning the effective management and performance of employees within the investment banking industry of South Africa.
- Full Text:
- Date Issued: 2019
- Authors: Michalopoulos, Maria
- Date: 2019
- Subjects: Incentives in industry -- South Africa , Emotional intelligence -- South Africa Investment banking -- South Africa Financial services industry -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/41095 , vital:36295
- Description: The primary objective of this dissertation was to investigate the relationship between reward preferences, psychological empowerment and emotional intelligence (EQ) within the investment banking industry in South Africa. The researcher tested a theoretical model using regression analysis and made use of Pearson’s Product Moment Correlations in order to reach this objective. The secondary aim was to determine whether any differences existed according to job level with regards to these three constructs. This was achieved through using analysis of variance and Tukey’s HSD test. A questionnaire comprised of the Reward Preferences Questionnaire, Psychological Empowerment Questionnaire and Schutte Self-report Emotional Intelligence test was completed by a total of 221 investment banking professionals and managers, working within South Africa from several different private banking firms, as well as from larger institutional banks across the country. Data analysis was conducted using descriptive statistics, including frequency tables and pie charts, as well as the inferential statistics mentioned above. The findings revealed a number of correlations between the three constructs, as well as significant differences between job levels. The proposed theoretical model could be partially accepted as it showed that emotional intelligence acts as a partial mediator only when predicting Contingency Pay as a reward preference via psychological empowerment. In addition, emotional intelligence acts as a predictor for psychological empowerment and its subfactors, as well as the subconstructs that comprise reward preferences. These results provide topical insight into this line of research, as well as having contributed theoretically to these three constructs. Additionally, a gap in research was unveiled showing the various connections found between reward preferences, psychological empowerment and emotional intelligence. The findings of this study offer valuable implications concerning the effective management and performance of employees within the investment banking industry of South Africa.
- Full Text:
- Date Issued: 2019
The role of foreign aid in poverty alleviation and economic development in Malawi
- Authors: Amanda, Amerley Armah
- Date: 2019
- Subjects: Economic development
- Language: English
- Type: Thesis , Masters , Degree
- Identifier: http://hdl.handle.net/10948/40220 , vital:35988
- Description: For over fifty years, the majority of the Western nations have provided foreign aid to underdeveloped countries, particularly on the African continent, claiming they wanted to bring about development and alleviate the so-called poverty trap. However, the effect of such financial transfer has not been significant in most of these countries, as many recipient countries still suffer from extreme poverty and underdevelopment. Malawi is a landlocked country found in south-eastern Africa. This small country, despite being a major recipient of foreign aid since the 1960s until the present day, continues to experience extreme poverty. Malawi is one of the world’s poorest countries, ranking 174 out of 187 as at 2013, with over 50.7% of its population living below the poverty line. Thus, this study sought to assess the role of foreign aid in poverty alleviation in Malawi over the years and particularly in the 2000-2015 period. Literature related to this study on foreign aid was reviewed to gain insight into the views of other writers on the topic under study. The study used secondary sources of data to examine the effect of foreign aid on poverty alleviation in Malawi. The study found out that, even though foreign aid to Malawi might have been provided to address poverty and economic challenges to some extent, these objectives have not been met because of donor conditionalities, poor coordination, corruption and mismanagement of donor funding. The study equally found that donors to Malawi over the years have laid much emphasis on good governance rather than poverty alleviation, hence no significant contribution of foreign aid assistance in poverty alleviation, particularly among the rural population which makes up the majority of the poor. This study recommends that to enhance aid effectiveness in poverty alleviation, there is a need for donors to revise their conditions based on the recipient country’s needs and not on donor motives. Secondly, the government of Malawi should consider establishing a legal and legislative framework that guides the use of donor funding and donor activities to ensure accountability and sustainability.
- Full Text:
- Date Issued: 2019
- Authors: Amanda, Amerley Armah
- Date: 2019
- Subjects: Economic development
- Language: English
- Type: Thesis , Masters , Degree
- Identifier: http://hdl.handle.net/10948/40220 , vital:35988
- Description: For over fifty years, the majority of the Western nations have provided foreign aid to underdeveloped countries, particularly on the African continent, claiming they wanted to bring about development and alleviate the so-called poverty trap. However, the effect of such financial transfer has not been significant in most of these countries, as many recipient countries still suffer from extreme poverty and underdevelopment. Malawi is a landlocked country found in south-eastern Africa. This small country, despite being a major recipient of foreign aid since the 1960s until the present day, continues to experience extreme poverty. Malawi is one of the world’s poorest countries, ranking 174 out of 187 as at 2013, with over 50.7% of its population living below the poverty line. Thus, this study sought to assess the role of foreign aid in poverty alleviation in Malawi over the years and particularly in the 2000-2015 period. Literature related to this study on foreign aid was reviewed to gain insight into the views of other writers on the topic under study. The study used secondary sources of data to examine the effect of foreign aid on poverty alleviation in Malawi. The study found out that, even though foreign aid to Malawi might have been provided to address poverty and economic challenges to some extent, these objectives have not been met because of donor conditionalities, poor coordination, corruption and mismanagement of donor funding. The study equally found that donors to Malawi over the years have laid much emphasis on good governance rather than poverty alleviation, hence no significant contribution of foreign aid assistance in poverty alleviation, particularly among the rural population which makes up the majority of the poor. This study recommends that to enhance aid effectiveness in poverty alleviation, there is a need for donors to revise their conditions based on the recipient country’s needs and not on donor motives. Secondly, the government of Malawi should consider establishing a legal and legislative framework that guides the use of donor funding and donor activities to ensure accountability and sustainability.
- Full Text:
- Date Issued: 2019
The role of HRM in developing ethical organisations in the liquor industry
- Authors: Nuttall, Candice
- Date: 2019
- Subjects: Business ethics , Organizational behavior -- Moral and ethical aspects Personnel management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/42748 , vital:36688
- Description: Research has shown that ethics is critical to an organisations success, and that the leaders of an organisation give authority to an ethical climate and power to any ethical HRM interventions that are implemented. This empirical study aimed to investigate the role of human resource management (HRM) in developing ethical organisations in the liquor industry. The study had three main objectives. Firstly, to investigate the awareness and importance of ethics in the liquor industry. Secondly to investigate which human resource interventions were being used in the liquor industry to promote ethics and lastly, to propose strategies to assist in establishing and reinforcing an ethical climate in organisations operating in the liquor industry. The research was gathered from the liquor industry quantitatively by adapting the ethics questionnaire developed by Lloyd and Mey (2010, p. 206). Non-probability sampling was used to include 92 sales managers from 13 different organisations located throughout South Africa. Data was analysed qualitatively by using descriptive and inferential statistics. Validity of the research was carefully managed and the reliability of the questionnaire analysed by a statistician. Ethical considerations, as well as the value of the study and its limitations will be included. The results showed that top management was seen as the most important role players in establishing an ethical organisation, and that the human resource department was regarded as most important. However, a significant lack of HRM intervention implementation was observed. Although organisations provided a significant number of interventions, they only had limited effect on the day to day operations. The lack of the creation and establishment of ethics committees and ethically based reward systems were found to be consistently lacking throughout the industry. An implication of this study is that there exists significant scope for the liquor industry to become leaders in the field of ethics. For this to happen top management should openly commit to ethics and ensure that the day to day operational policies and practices reflect the aims of an ethical climate.
- Full Text:
- Date Issued: 2019
- Authors: Nuttall, Candice
- Date: 2019
- Subjects: Business ethics , Organizational behavior -- Moral and ethical aspects Personnel management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/42748 , vital:36688
- Description: Research has shown that ethics is critical to an organisations success, and that the leaders of an organisation give authority to an ethical climate and power to any ethical HRM interventions that are implemented. This empirical study aimed to investigate the role of human resource management (HRM) in developing ethical organisations in the liquor industry. The study had three main objectives. Firstly, to investigate the awareness and importance of ethics in the liquor industry. Secondly to investigate which human resource interventions were being used in the liquor industry to promote ethics and lastly, to propose strategies to assist in establishing and reinforcing an ethical climate in organisations operating in the liquor industry. The research was gathered from the liquor industry quantitatively by adapting the ethics questionnaire developed by Lloyd and Mey (2010, p. 206). Non-probability sampling was used to include 92 sales managers from 13 different organisations located throughout South Africa. Data was analysed qualitatively by using descriptive and inferential statistics. Validity of the research was carefully managed and the reliability of the questionnaire analysed by a statistician. Ethical considerations, as well as the value of the study and its limitations will be included. The results showed that top management was seen as the most important role players in establishing an ethical organisation, and that the human resource department was regarded as most important. However, a significant lack of HRM intervention implementation was observed. Although organisations provided a significant number of interventions, they only had limited effect on the day to day operations. The lack of the creation and establishment of ethics committees and ethically based reward systems were found to be consistently lacking throughout the industry. An implication of this study is that there exists significant scope for the liquor industry to become leaders in the field of ethics. For this to happen top management should openly commit to ethics and ensure that the day to day operational policies and practices reflect the aims of an ethical climate.
- Full Text:
- Date Issued: 2019
The role played by government to promote and support emerging entrepreneurs
- Authors: Malitafa, Babalwa
- Date: 2019
- Subjects: Entrepreneurship -- South Africa -- Port Elizabeth , Small business -- South Africa -- Port Elizabeth New business enterprises -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42617 , vital:36674
- Description: This study investigated the role played by government in promoting and supporting emerging entrepreneurs. The study focused on the entrepreneurs in the Nelson Mandela Bay Metropolitan. This study findings indicate that the participants are aware of the initiatives established by government to promote and support emerging entrepreneurs. The participants also view the initiatives as ineffective in their quest to promote and support emerging entrepreneurs. Participants in this study highlighted that funding should be made readily available to the emerging entrepreneurs.
- Full Text:
- Date Issued: 2019
- Authors: Malitafa, Babalwa
- Date: 2019
- Subjects: Entrepreneurship -- South Africa -- Port Elizabeth , Small business -- South Africa -- Port Elizabeth New business enterprises -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42617 , vital:36674
- Description: This study investigated the role played by government in promoting and supporting emerging entrepreneurs. The study focused on the entrepreneurs in the Nelson Mandela Bay Metropolitan. This study findings indicate that the participants are aware of the initiatives established by government to promote and support emerging entrepreneurs. The participants also view the initiatives as ineffective in their quest to promote and support emerging entrepreneurs. Participants in this study highlighted that funding should be made readily available to the emerging entrepreneurs.
- Full Text:
- Date Issued: 2019