Philosophiae Doctor - PhD (Industrial Psychology)

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https://hdl.handle.net/10566/12735

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The development and empirical evaluation of a model of innovation in selected automotive organisations
(University of the Western Cape, 2022) Makarisira, Douglas; Mahembe, Bright
Psychological facets for innovation in automotive organisations received little or no attention from previous researchers. The current study was therefore motivated by the need to establish psychological factors and how they impact on innovation in automotive organisations. The 21st century calls for organisations to be creative and innovative if they are to overcome the economic, political, marketing strategies and competition challenges. Organisations need to seriously consider psychological factors among all their employees (from the leadership to the lowest level employee) if they intend to be innovative in the current economic global challenges. Literature has shown that for every business to succeed it should incorporate various psychological factors when developing an innovative culture, which underscores the importance of the current study.
The development of a career management intervention programme for academics in a South African higher education institution
(University of the Western Cape, 2022) Barnes, Nina; du Plessis, Marieta
The higher education sector, similar to all other industries, is subjected to unprecedented challenges outside traditional continuity threats, which include the global pandemic and COVID-19 regulations (World Health Organization, 2020) as a particular demonstration. Besides this global context, there is significant pressure on South African higher education to achieve national higher education goals. Achievement depends on the availability of adequate and capable academics at all university levels. Higher education institutions recognise the need to ensure the required academic pipeline to achieve their strategic objectives.
An enquiry into the factors impeding the career advancement of women academics at Peninsula Technikon
(University of Western Cape, 1999) May, Charmaine. Elizabeth; Naidoo, Anthony
The aim of the study was to determine the factors that impede the career advancement of women academics at Peninsula Technikon, an academic institution in South Africa. There are many variables which need to be addressed systematically, but the present research focused on two factors: to determine whether women academics at the institution experienced difficulty in balancing career and family demands (role salience), and to determine which barriers impacted on the career advancement of women academics at the institution. Research interest in the influence of gender on advancement was stimulated by the relative scarcity of women at the top echelon of academic institutions. Women continue to be underrepresented among institutions of higher education and concentrated in the lower ranks, despite legislative advances and affirmative action. Studies indicated that many personal, social, and situational factors contribute to women being underrepresented in the higher echelons of the academic hierarchy and experiencing more occupational barriers in their academic careers than males. Family responsibilities have been reported as a significant obstacle to the advancement of women in the past. Many professional women find themselves trying to satisfy the responsibilities of a demanding career and home life The study investigated the level of participation, commitment and role value realization reported by women academics at the institution compared to the normative data gathered on the Life Role Inventory (LRI). The relative influence of participation, commitment and role value realization of home/family and working functions for women academics were also contrasted. The study also investigated the barriers experienced by women academics compared to the normative data gathered on the Career Barriers Inventory- Revised scales (CBI-R).
Intention to quit, organisational citizenship and counterproductive workplace behaviour in higher education: The role of emotional intelligence and relationship quality
(University of Western Cape, 2021) Roux, Chené Madelin; du Plessis, Marieta
The foundation of this study lies in the essential role of employees in the Higher Education Sector, as they are key in the effective functioning of Higher Education Institutions (HEIs). The effective operations of these institutions, in turn, is vital considering the important role the institutions play with regard to the development and expansion of human capital and skills. Previous research has highlighted the high turnover rates experienced in HEIs, applicable to HEIs in South Africa too.
Assessment of the efficacy of the mechanisms for conflict resolution in employment relations at a multinational company in Nigeria : lessons from South Africa
(University of the Western Cape, 2021) Olaniyi, Olabiyi; Ile, Allen
An organisation or country that aims to experience industrial tranquillity and collaboration among social partners in employment relations must put in place an outstanding and potent conflict resolution mechanism. Within the context of labour relations, conflict is predictable in the workplace environment and the result could be a strike or lockout. This result can be avoided if there is an appropriate conflict settlement machinery on the ground. Overall, conflict resolution mechanisms must be centred around negotiation and dialogue which is an integral part of dealing with discord whenever it arises in employment relations. This study seeks to investigate the efficacy of mechanisms for conflict resolution in employment relations at a multinational company in Nigeria and South Africa. The study also examines the effectiveness of the machinery for regulating the affairs of labour relations statutorily or voluntarily. Additionally, the study undertakes a comparative analysis of different mechanisms employed whenever conflicts arise in both employment relations environments that are in South Africa and Nigeria. This analysis gives more insight into how conflict resolution mechanisms work in South Africa as compared to Nigeria. Moreover, the study explores the necessary tools and frameworks of legislative resolution instruments that lead to long-term reconciliation and peace thereby reducing the rate of disputes in employment relations in South Africa as well as Nigeria. A non-experimental descriptive research design that utilises a survey approach was adopted in the study. The research employed a mixed-method approach, that is, qualitative and quantitative data collection methods. A total of 400 questionnaires were distributed to respondents in two organisations, 200 for each organisation in Nigeria, and South Africa respectively via online google forms. A total of 363 responses were returned for the quantitative data collection while a total of 20 respondents participated in online interviews as part of the qualitative data collection. Thus, the final aggregate sample size for this research was 383 participants. Results from the study indicated that the conflict resolution mechanism in South Africa functioned successfully compared to that of the counterpart organisation in Nigeria. Moreover, the study revealed that South Africa has a developed apparatus for managing industrial conflicts. possibly in Africa as a whole. This was found to be xi because of how the South African government rigidly pitched a high labour legislative framework and requirement concerning labour conflict resolution. This is intended to create a conducive and harmonious labour relations environment. It is assumed that introducing a similar legislative framework into Nigeria’s labour relations environment will also foster a more harmonious relationship amongst the parties and social partners. Finally, the study proposes and recommends that host environments of multinational corporations in Africa must continuously review their conflict resolution frameworks so that it serves as a guide for the operations of multinational companies that come to their countries. In addition, the study highlights that such mechanisms must make provision for opportunities for employees to feel that they are heard through sincere dialogue processes and effective communication channels between employers and employees. Overall, the study recommends that accommodating and congruent conflict resolution strategies must be encouraged among members of staff to facilitate a nonviolent labour relations atmosphere.
The cross-cultural comparability of tile 16 personality factor inventory (16pf)
(University of the Western Cape, 1996) Abrahams, Fatima; Mauer, K F
This study focused on the 16PF (SA 92), a personality questionnaire that was developed in the USA and adapted for South African conditions. The main aim of the study was to determine whether the scores of the 16PF are comparable in a cross-cultural setting in South Africa. The influence of age, language, socio-economic status and gender on the scores were also determined. The sample consisted of black, white, coloured, and Indian university students and were drawn from the University of Western Cape, University of Pretoria, University of Durban- Westville, and University of Natal To achieve the aims outlined construct comparability studies and item comparability studies were conducted. In addition, descriptive statistics were also calculated to provide a general picture of the performance of the various sub-samples. A qualitative study was also conducted to determine some of the reasons for the occurrence of item incomparability of the racial sub-sample. The results showed that the racial variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16PF when the different race groups were compared. In addition, significant mean differences were also found on the majority of factors when the scores of the different race groups were compared. The results of the qualitative study showed that participants whose home language was not English or Afrikaans had difficulty in understanding many of the words and the construction of sentences contained in the 16PF. The implications of using the 16PF in South Africa, with its multicultural population was outlined, taking the new labour legislation pertaining to selection into consideration. Finally, a number of options for test users, and users of the 16PF in particular were presented.
Transforming the learning environment: Closing the theory and practice divide in an undergraduate industrial psychology module
(University of the Western Cape, 2021) Hamman-Fisher, Desiree; McGhie, Venicia
This study explored the learning and teaching of students registered for the undergraduate Training Management Module in the Industrial Psychology Department at a traditional university in the Western Cape Province of South Africa. The aim of the study was to explore how situated learning can inform a more practically orientated learning and teaching of ETD practitioners. The criticism levelled at institutions of higher learning is that education, training and development practitioners are poorly trained to integrate theory taught, into practical situations.
The development and empirical evaluation of a counterproductive work behaviour structural model in selected organisations in Zimbabwe
(University of the Western Cape, 2020) Gwamanda, Nelson; Mahembe, B.
The current study was motivated by the need to establish the factors that predispose leaders to engage in counterproductive work behaviours (CWBs) in organisations.
The Role of Change-oriented leadership in a selected South African organisation
(University of the Western Cape, 2017) Sha, Nadine; Du Plessis, Marieta
Modern day leaders are faced with a complex globalised environment that has resulted in intense competition, ever-changing government rules and regulations, stakeholder demands, environmental policies and much more. In order to not only survive but thrive, they need to lead and motivate a diversified group of employees with different economic, cultural, and socio-political values. Today’s leaders need to develop effective managerial strategies, learn to inspire those both inside and outside of the organisation, and guide change. This study aimed to provide insight into change-oriented leadership and examine its effect on psychological capital (PsyCap) and psychological empowerment as antecedents of work engagement and change-oriented organisational citizenship behaviour (changed-oriented OCB). For purposes of this study, a quantitative research design was employed using both paper and pencil and electronic questionnaires. Data was gathered by using a probability sample of employees within a manufacturing organisation in South Africa (N = 736). The measurement instruments were revalidated for the South African sample through both confirmatory factor analysis (CFA) and partial least squares structural equation modelling (PLS-SEM). All the measuring instruments retained its original factor structures and reported acceptable reliabilities of change-oriented leadership (α= .908), PsyCap (α= .848), psychological empowerment (α= .860), work engagement (α= .883) and changed-oriented OCB (α= .897).
An intergrated model of the role of authentic leadership, psychological capital, psychological climate and intention to quit on employee work engagement: A comparative analysis
(University of the Western Cape, 2017) Balogun, Tolulope Victoria; Mahembe, Bright
Organizations exist for the primary aim of meeting particular objectives: innovation and advancement, customer satisfaction, profit making and delivery of quality goods and services. These goals are mostly channelled with the intent of demonstrating high performance crucial for the continued existence of the organization especially in these rapidly changing global economies. This target, however, cannot be achieved without the aid of employees in the organization. A plethora of previous studies have proven that efficiency, productivity, high performance and stability on the job can be better achieved when the employees are dedicated, committed to their work roles and experience work engagement. The experience of work engagement on the part of the employees is not a random event; it depends on a myriad of factors that include authentic leadership. Leaders have a cumulative change effect on their followers; hence, leaders in an organization can be termed as core drivers of employee engagement. Hence, it becomes imperative to seek to understand what authentic leadership as a construct has to offer to the workplace.
An integrated model of the impact of individual cultural values and the mediating effect of job satisfaction, organisational commitment and perceived support on turnover intention
(University of the Western Cape, 2017) Mthembu, Oscar Sandile; Mahembe, Bright
Employee turnover presents a number of negative organisational outcomes, such as loss of human capital, skills, organisational memory and investment on employee training and development. Theory and empirical research have shown that the most immediate predecessor of employee turnover behaviour is turnover intention, or intention to quit. It is envisaged in this study that attracting and selecting employees who possess individual cultural value dimensions that are aligned with those of the organisation could impact positively on employee intention to stay in the organisation. The effect of job-related attitudes (i.e. employee job satisfaction and organisational commitment) on turnover intention has been established in a number of empirical studies. It is hypothesised in this study that Hofstede's cultural value dimensions of collectivism, power distance, uncertainty avoidance, masculinity and long-term orientation at individual level can help explain and predict job satisfaction and organisational commitment. In turn, job satisfaction and organisational commitment will decrease employees' intention to leave an organisation.

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