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 psychological capital and burnout in secondary school teachers
- Authors: Lokotsch, Leila Valerie
- Date: 2018
- Subjects: Psychology, Industrial , Personnel management High school teachers -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/30940 , vital:31227
- Description: Psychological capital (Psycap) emerged from positive psychology and the recently developed positive organisational behaviour (POB) which focuses on the positive. The core construct of Psycap is made up of hope, self-efficacy, optimism and resilience. Job burnout is a persistent reaction to on-going emotional and interpersonal difficulties. Burnout is considered to be more of a dominant problem among teachers compared to other professions. Considerable research on Psycap has shown that Psycap is negatively linked to stress and burnout. To provide an overview, a quantitative approach was adopted by means of survey research and the type of study conducted was a correlational study. The purpose of this research was to first investigate the relationship between Psycap and burnout in secondary school teachers. The secondary objective was to provide recommendations related to Psycap and burnout based on the findings. In summary, the results of the study found that there are mostly negative relationships between PsyCap and burnout and their dimensions. The instruments ustilised were the Psychological Capital Questionnaire (PCQ-24) and the Oldenburg Burnout Inventory (OLBI). These are self-report questionnaires and were completed by way of paper-and-pencil tests. Cronbach’s alpha was used to determine the reliability on the measures used in the study, descriptive statistics was utilised to describe the sample, ANOVA and t-tests was used in order to determine if there were some noteworthy variances in the means of various demographic groupings for PsyCap and burnout. In order to determine the relationship between PsyCap and burnout, Pearson Product Moment Correlation was used. The study provides recommendations for schools and teachers, as well as, recommendations for future research.
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- Date Issued: 2018
- Authors: Lokotsch, Leila Valerie
- Date: 2018
- Subjects: Psychology, Industrial , Personnel management High school teachers -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/30940 , vital:31227
- Description: Psychological capital (Psycap) emerged from positive psychology and the recently developed positive organisational behaviour (POB) which focuses on the positive. The core construct of Psycap is made up of hope, self-efficacy, optimism and resilience. Job burnout is a persistent reaction to on-going emotional and interpersonal difficulties. Burnout is considered to be more of a dominant problem among teachers compared to other professions. Considerable research on Psycap has shown that Psycap is negatively linked to stress and burnout. To provide an overview, a quantitative approach was adopted by means of survey research and the type of study conducted was a correlational study. The purpose of this research was to first investigate the relationship between Psycap and burnout in secondary school teachers. The secondary objective was to provide recommendations related to Psycap and burnout based on the findings. In summary, the results of the study found that there are mostly negative relationships between PsyCap and burnout and their dimensions. The instruments ustilised were the Psychological Capital Questionnaire (PCQ-24) and the Oldenburg Burnout Inventory (OLBI). These are self-report questionnaires and were completed by way of paper-and-pencil tests. Cronbach’s alpha was used to determine the reliability on the measures used in the study, descriptive statistics was utilised to describe the sample, ANOVA and t-tests was used in order to determine if there were some noteworthy variances in the means of various demographic groupings for PsyCap and burnout. In order to determine the relationship between PsyCap and burnout, Pearson Product Moment Correlation was used. The study provides recommendations for schools and teachers, as well as, recommendations for future research.
- Full Text:
- Date Issued: 2018
The relationship between work engagement and psychological meaningfulness
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
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
Arsenic in the boardroom: strategies to deal with toxic leaders
- Authors: Mey, Michelle
- Subjects: Bullying in the workplace , Psychology, Industrial
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20945 , vital:29421
- Description: Effective leaders are critical in building successful organisations, communities and nations. Whilst academia and business alike advocate positive organisational psychology and the development of positive leadership, the sad reality is that there is a growing global prevalence of toxic leadership, with research indicating that between 20% and 60% of leaders may be defined as toxic (Veldsman, 2016). While toxic leaders, who initially come across as charming, confident and persuasive, may be effective in achieving organisational objectives in the short term, the long-term consequences can be devastating to the organisational brand and reputation, as well as to the morale and psyche of its members. Even though toxic leaders and bullies are becoming increasingly prevalent in organisations there is a lack of empirical research on workplace bullying.
- Full Text:
- Authors: Mey, Michelle
- Subjects: Bullying in the workplace , Psychology, Industrial
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20945 , vital:29421
- Description: Effective leaders are critical in building successful organisations, communities and nations. Whilst academia and business alike advocate positive organisational psychology and the development of positive leadership, the sad reality is that there is a growing global prevalence of toxic leadership, with research indicating that between 20% and 60% of leaders may be defined as toxic (Veldsman, 2016). While toxic leaders, who initially come across as charming, confident and persuasive, may be effective in achieving organisational objectives in the short term, the long-term consequences can be devastating to the organisational brand and reputation, as well as to the morale and psyche of its members. Even though toxic leaders and bullies are becoming increasingly prevalent in organisations there is a lack of empirical research on workplace bullying.
- Full Text:
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