Magister Commercii (Industrial Psychology) - MCom (IPS)

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An investigation of organisations' current approach to HIV/AIDS education programmes
(University of the Western Cape, 1998) Raybin, Somaya
A descriptive survey was conducted at South African Nylon Spinners (SANS) Fibres to investigate employee knowledge and attitudes towards HIV/AIDS infected employees to establish the viability of the organisation's current HIV/AIDS approach to education programmes and if an alternative intervention strategy is necessary to reduce the ignorance, negatives attitudes and anxiety about the disease. A stratified random sample of 200 employees was selected from a population of 1825. And a convenience sample of two employees of the Occupational Health Centre at SANS Fibres was selected. The methods employed to collect data were questionnaires and interviews. The response rate on the questionnaire was 30%. The majority of the findings were inconclusive , but one result indicated that low levels of rejection are associated with less anxiety among employees. Further the findings revealed that an established education programme was lacking. A rational behavioral model, which is frequently utilized in health care settings, was proposed as an alternative intervention strategy, to remedy the problem situation.
An investigation into the factors motivating Information technology specialists in the local government sector
(University of the Western Cape, 2002) Franks, Deon Anthony
In this research study, the factors that motivate Information Technology specialists in the local government sector are investigated. The importance of motivation and the resulting acquisition and/or retention of skilled staff are argued to be crucial in the quest of South African local government institutions to become effective and efficient world-class institutions. Eighteen motivating factors are identified and the extent to which each of these factors impact on skilled workers is assessed. It is established that all eighteen factors investigated, have to some degree an effect on the motivation of the sample. Based on rank order, ease and security or job security, material reward and immersion seem to be the preferred factors of motivation for Information Technology specialists in the Local Government Sector, while autonomy, interest and power seem to have a lesser impact on their motivation. Unexpectedly, no extreme scores (sample mean scores) are found on any of the 18 factors assessed. This somewhat surprising result of the study is discussed and possible reasons are outlined. Due to the unique nature of the public sector with limited finances being available to support a system of performance incentives, the status of material reward or money in the motivation of skilled staff is in particular explored in the study. Arguments for and against money as a major significant motivator of skilled staff, are sketched.
The relationship between locus of control, self efficacy and achievement motivation amongst employees within a financial services organisation
(University of the Western Cape, 2006) Naldrett, Lisa
In an attempt to create a workforce that is representative of the demographic profile of the new South Africa, recruitment and appointment of racial groups and minority groups are the order of the day (Bothma & Schepers, 1997). Many South African organisations attempt to predict levels of job performance, through the use of competency-based interviews, cognitive measures, and or work simulations (role plays) prior to employment. According to Van Zyl and Visser (1998), psychometric tests are largely based on either overseas or South African middle class White values or norms and knowledge, and are less valid for groups from different social and ethical backgrounds. Large portions of tests used in organisations are mainly based on verbal and numerical cognitive reasoning. However, due to discrimination in past and even current educational systems Black applicants may not always pitch at the level as that of White candidates. Bothma and Schepers (1997) postulate that proof of educational qualifications bare little evidence of competence and do not necessarily ensure high levels of job performance. An issue of interest to behavioural scientists is the question of whether personality factors measured by questionnaires such as the Occupational Personality Questionnaire, Customer Contact Styles, Myers Briggs Type Indicator, Locus of Control Inventory, Achievement Motivation Questionnaire and Self Efficacy can predict performance in organisations (La Grange & Roodt, 2001). According to Bothma and Schepers (1997), work performance is a human function based upon many inputs and types of learning. It is therefore very important that instruments used to determine an individual's work performance focus on basic psychological constructs , such as their locus of control , need for achievement and self-efficacy.
Perceived organisational support, organisational commitment and turnover intentions amongst employees in a selected company in the cash industry
(Universty of the Western Cape, 2022) Crayenstein, Samantha (Saaligha); Hamman-Fisher, Desiree
Globally and in South Africa turnover has been identified as a major challenge in organisations. An examination of the literature revealed that perceived organisational support (POS) and organisational commitment can significantly influence an employee’s turnover intention. The literature also showed that when employees perceive that they are being supported by their employers they reciprocate positively and commit to organisational imperatives because they feel appreciated. As a result, organisational efficiency and employee performance is enhanced and turnover is decreased. However, little attention has been directed at examining POS and organisational commitment on turnover intention in the cash industry in South Africa. This privation of literature was found even though employee retention is a critical challenge in the cash industry in South Africa.
Comparing face-to-face and technology-based training to evaluate its perceived effectiveness in improving employee performance
(University of the Western Cape, 2023) Meyer, Shandré; Naidoo-Chetty, Mineshree; Mahembe, Bright
For several decades, the ideal and preferred traditional training delivery in organisations mainly comprised in-person, face-to-face training, and engagement. The twenty-first century introduced the Fourth Industrial Revolution, which witnessed great strides in technology and introduced technology-based and online training. This online method of training and development surged when the global COVID-19 pandemic came about in 2020 and made it necessary and imperative due to social distancing protocols. This foresaw the emergence of technology-based training within several organisations’ training environments globally, enabling and increasing flexible learning for employees. Although technology-based training is considered a desirable and revolutionary training method, its efficiency is based on individuals’ perceptions thereof, with many still favouring the traditional face-to-face training approach as part of their preferred learning style. This has raised the debate on whether organisations can transition from the traditional face-to-face training approach to a Technology based training approach and still enable staff to perform at an optimal level.
Evaluating the perceived effectiveness of employee assistance programs during the coronavirus disease 2019 among frontline employees at a selected government institution
(Universty of the Western Cape, 2024) Mgquba, Nonzukiso; Hamman-Fisher, Desiree
All South Africans relied on frontline employees to perform essential services during the coronavirus disease 2019. Frontline employees at a selected government institution were placed under enormous and extraordinary demands to serve the public while putting themselves, and their physical, mental, and well-being at risk. Many feared contracting the coronavirus disease 2019 at work and infecting their family at home. As a result, they felt extremely stressed and reported high levels of anxiety. They were expected to utilise Employee Assistance Programs (EAP) to cope with their lived experiences. However, this was not the case as frontline employees found it difficult to contact the outsourced EAP service providers and visit their premises for consultations. This study evaluated the perceived effectiveness of Employee Assistance Programs during the coronavirus disease 2019 pandemic. Furthermore, it explored the frontline employees’ lived experiences. The study was located in the interpretivismparadigm and adopted a case study design. Eight semi-structured interviews were conducted through the use of the convenience sampling technique. The content analysis approach was used to identify the main themes, and sub-themes and organise the findings. The findings suggest that EAP is perceived as a valuable resource, which could potentially aid employees faced with personal and work-related problems. Despite this, only one participant used the EAP during the pandemic. Due to the safety measures, there were no formal awareness programs conducted during the pandemic. Participants reported a lack of visibility and promotion of EAP services which contributed to them not utilising it. Furthermore, the managers and human resource personnel did not coordinate the EAP services well.
An explorative study to determine the impact of leadership style and culture on organisational resilience and agility in a South African retail company
(University of the Western Cape, 2024) Jansen, Vanya Bertha ; Abrahams, Fatima
The South African retail sector has been hit with a rash of external blows over the last few years, ranging from the COVID-19 pandemic, sporadic riots, looting and natural disasters. Organisations who demonstrated high levels of resilience and agility were the ones who not only survived but thrived during these tumultuous times. This explorative qualitative study thus aims to identify the impact of leadership style and culture on organisational resilience and agility in a South African retail company. The researcher has applied a philosophy of phenomenology based on a grounded theory while deploying a purposive sampling technique to acquire the lived experiences of the 13 identified participants, all senior managers and executives directly involved in leading their teams through the various business recovery strategies. The data was collected by means of semi-structured in-depth interviews. The transcriptions were afterwards analysed by using Atlas Ti, a qualitative data analysis software tool. The findings of this research confirmed that factors related to adaptability, agile structures, technology and innovation, learning agility and pro-activeness enhance organisational agility. Furthermore, factors related to resilience skills in employees, organisational resilience, crisis response, change management, stakeholder management and predictive simulation were found to enhance organisational resilience.
The impact of the COVID-19 pandemic on career choices among Grade 11 and Grade 12 students at selected schools in the Cape Flats
(University of the Western Cape, 2024) Jefferies, Gakeema; Abrahams, Fatima
The schooling system and education structure were tested to their limits during the COVID-19 pandemic period, when students from all around the world were forced to complete their school curriculum online. The drastic changes brought about different factors that impacted these students on a large scale. Students were pushed out of their comfort zones and had to adapt in order to survive the challenges. This also led to a set of coping mechanisms developed and implemented by students during this period. The purpose of this research was to identify how the COVID-19 pandemic affected the career decisions made by students in Grade 11 and Grade 12. These students have gone through many changes not only within their education but also in the way they think and process things regarding their career and whether their career choices have changed or not. The COVID-19 period may have caused many students to shift their paths due to the lack of exposure at schools, and for others, it may have only enhanced their career paths. This study investigated how students' career choices were influenced and how they adapted to a new way of life. Selecting a career was and will forever be a daunting experience for many students, but more so for those that went through this world health crisis, as there were high levels of uncertainty and fear of the unknown.
The influence of electronic leadership on work engagement, trust and intention to quit of university employees in South Africa
(University of the Western Cape, 2024) Malagas, Tayla
The global pandemic has been a catalyst for many revolutionary changes in the world, including remote work. Today, many organisations experience the benefits and reality of remote working, i.e., employees working in a location outside of the organisation. The new era of diverse working environments has had both an exponential and incremental impact on all industries, including the higher education industry. Most importantly, due to the urgency of the COVID-19 pandemic; academics employed at higher education institutions (HEIs) were expected to adapt to these remote work-related changes at a rapid pace. This situation left many academics confused and unsure about how a remote work setting would affect their way of communicating, fulfilling their responsibilities, completing their tasks and working together with management, staff and students. It is not clear whether employees at HEIs perceive leaders, who practice a traditional leadership style, as sufficiently confident and appropriately equipped to manage staff virtually. The influence of e-leadership on South African HEIs employees’ work engagement, trust in leadership and intention to quit was explored to determine the relationships between the variables. Specifically, the impact of e-leadership on these employee outcomes was explored through a quantitative research design approach. Survey methodology was utilised to gather data from academic employees in South African HEIs.
A study into the subjective lived experiences of transgender employees in Cape Town
(University of the Western Cape, 2024) Miller, Robyn Caitlin
This study investigates the subjective lived experiences of transgender employees in Cape Town, focusing on their unique workplace challenges and perspectives. Utilising a descriptive phenomenological approach, qualitative data were gathered through semi-structured interviews with transgender individuals, employed in various industries across the region. Phenomenological thematic analysis identified key themes related to workplace inclusivity, discrimination, coping strategies, and support systems. The research employed a descriptive phenomenological design, conducting eleven semi-structured interviews via online platforms such as Teams, Google Meet, and WhatsApp. Participants were selected through non-probability convenience sampling. The analysis revealed that transgender employees frequently encounter workplace discrimination, insufficient inclusivity in policies and practices, and the critical importance of support systems and coping strategies. Key themes included gender identity acceptance, societal perceptions, workplace safety, and the role of allies.
Innovative output, resilience and career well-being in the fast-moving consumer goods sector, Cape Town
(University of the Western Cape, 2024) Hoffman, Laura
The study empirically investigated the predictive role of innovative output and resilience in career well-being of employees in the fast-moving consumer goods sector, Cape Town, using positivism research philosophy and survey research design. The study sample comprised 179 male and female employees of a fast-moving consumer goods company in Cape Town, Western Cape Province. This research study employed purposive and convenience sampling techniques to select the research participants. The researcher used validated questionnaires which comprised a three-part self-developed biographical section and three validated scales (innovative output scale, resilience scale and career wellbeing scale) of measurement, to elicit data from the research participants.
Investigating the effects of role identification and team cohesion on staff turnover: the moderating role of organisational support and employee wellbeing
(University of the Western Cape, 2024) van Rooyen, Charlene
Literature about the effects of COVID 19 and remote work has brought to light some of the aspects influencing how employees view themselves and how they fit into their organisations. One such phenomenon faced by organisations are the great resignation. Employees are taking charge of their career and in doing so seek organisations that can provide to their psychological, economical, and physical needs. The purpose of the proposed study is to examine the influence of role identification and team cohesion with the moderating effects of organisational support and employee wellbeing on staff turnover. The study made use of a quantitative research approach and empirically examined the hypothesis through data analysis. Data was gathered by means of a questionnaire measuring staff turnover intention, role identity, team cohesion, organisational support and employee wellbeing. The study sample consist of 203 employees from a Financial Services Organisation. This organisation focusses on long- and short-term insurance solutions to various customer segments. Once the data was collected, the hypothesis was tested through Structural Equitation Modelling. The results of the research attempted to determine whether a statistically significant relationship exist between role identification and team cohesion with organisational support as moderator on the relationship between employee wellbeing on staff turnover. However, onlypartial support was found for the proposed hypothesis. The relationship between role identity and staff turnover was statistically significant, but in the opposite direction in that it was found to be positive instead of negative. A positive relationship between team cohesion and staff turnover was observed which is in contradiction with a priori theorising. The relationship between perceived organisational support and employee wellbeing is in alignment with the literature and therefore the null hypothesis was rejected to support the alternative hypothesis. POS and staff turnover intention was found to be statistically significant in that the higher the level perceived organismal support the less the individual will be inclined to resign. In terms of the moderating effect of POS between role identity and staff turnover intentions was detected to be non-significant. Lastly, the effect of employee wellbeing on the relationship between team cohesion and staff turnover was also found to be non-significant
Exploring family support and job satisfaction on work-life balance among academic staff at a South African university
(University of the Western Cape, 2024) Orie, Merissa Jenelee
The Covid-19 pandemic significantly altered traditional work environments, resulting in many professionals, including academics, transitioning to remote work. This shift created challenges for maintaining work-life balance, particularly as home and work responsibilities became increasingly blurred. This study examines the impact of family support and job satisfaction on work-life balance of academics at a South African university in the post-pandemic era. An exploratory study using semi-structured interviews was adopted to obtain the data. Purposive sampling was used to select the participants. The sample comprised of ten full-time academics from the Economic and Management Science Faculty who had some form of family responsibility and had to work from home during the Covid-19 pandemic. The thematic qualitative data analysis technique using the Atlas-ti software (Version 24) was used to analyse the data from which 14 sub-themes emerged. The findings revealed that while working from home offered flexibility, it also introduced heightened work-life conflicts. Family support emerged as a factor in overcoming conflicts and enhancing well-being. Academics who received robust family support were able to better manage the demands of work and family, leading to greater job satisfaction and improved work-life balance. Conversely, those lacking sufficient support struggled with increased stress and reduced job satisfaction leading to a reduced work-life balance. The role of institutional policies in fostering a supportive work environment, particularly in terms of promoting job satisfaction and family-friendly initiatives to increase work-life balance, was also an important finding that emerged.

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