Masters Degrees (Industrial Psychology)

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    The relationship of vocational interest-environment congruence with academic achievement and persistence in undergraduate engineering students
    (Stellenbosch : Stellenbosch University, 2024-03) Sulon, Robyn Andrea; de Bruin, Gideon Pieter; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY: Holland’s (1973) theory of vocational personalities and environments is one of the most well-respected theories that has been used extensively to explain the vocational behaviour of people. The theory suggests that career satisfaction, stability and achievement is dependent on the degree of congruence between one’s personality, defined by occupational interests, and one’s occupational environment. There is also evidence to suggest that interest-environment congruence is significantly and positively correlated with academic performance and persistence, among other career-related outcomes (Spokane, 1985). Despite this, South African school-leavers do not often have the luxury of choice in their vocational pursuits. Many other factors can play a more significant role than psychological suitability, especially when individuals do not have access to accurate information concerning career guidance. Therefore, this study aimed to investigate the relationship between vocational interest-environment congruence and student academic achievement and persistence in a South African university context. Results of the study conclude that for the particular population of interest, the relationship between the vocational interest-environment congruence and academic achievement and persistence of Engineering students was found to be not statistically significant. This finding has implications for career guidance services in South African schools and tertiary educational institutions. More specifically, the study establishes that factors beyond vocational interest preferences are of importance when attempting to understand the career decision-making of young South Africans and the study further encourages and supports the need for a more holistic approach to career guidance that incorporates contextual aspects, such as cultural, individual, familial as well as socioeconomic factors.
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    Task significance and deviant workplace behaviour : the moderating effect of the dark triad in a military context
    (Stellenbosch : Stellenbosch University, 2024-03) Kleynhans, Yolika Johanna; de Bruin, Gideon Pieter; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY: Deviant workplace behaviours and the Dark Triad of personality have received literary attention of late, but attention to task significance on its own and its impact on the work environment has been scarce. The objective of this study is to investigate task significance and its impact on deviant workplace behaviour with the Dark Triad of personality as a moderator in a sample of members of the South African National Defence Force (SANDF). A quantitative approach will be used to generate correlation, regression, and factor analysis data. Random samples of members of the South African National Defence Force (N = 117) will be taken. The Work Design Questionnaire, Interpersonal and Organisational Deviance Scale and the Short Dark Triad will be used as measuring instruments. The results are intended to provide information regarding the relationship between task significance levels and its subsequent effect on deviant workplace behaviours with the Dark Triad as a moderator in this relationship, in order to improve human resource practices and interventions. This study indicated that the relationship between task significance and deviant workplace behaviour was insignificant, but despite this, the Dark Triad of personality can be a predictor of deviant workplace behaviour.
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    The readiness of HR practitioners to address the influence of the Fourth Industrial Revolution on employee wellbeing : an exploratory study
    (Stellenbosch : Stellenbosch University, 2024-03) Coetzee, Debbie; Odendaal, Aletta; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    AFRIKAANSE OPSOMMING: Die spoedige tegnologiegedrewe oorgang wat die vierde industriele revolusie (41R)meegebring het, het hoe druk op MH-praktiseerders geplaas om hul rolle aan te pas en te ontwikkel om die invloed van 41R op werknemerswelstand binne hul onderskeie organisasies aan te spreek. MH-praktiseerders is dus in 'n unieke posisie om werknemers te help, om aan te pas en relevant te bly in die nuwe wereld van werk, en 00k om organisasles te lei om die mees effektiewe metodes te gebruik om die komende verandering te hanteer sowel as die impak wat dit op werknemers se welstand kan he. Navorsing begin na vore kom oor die veranderende rol van MH, maar daar is beperkte inligting oor die rol van MH binne die klein en medium ondernemings (KMO)-konteks, en of MH praktiseerders gereed en toegerus is om die uitdagings wat geidentifiseer is aan te spreek. Gegewe die laasgenoemde was die primere doel van hierdie studie om die gereedheid van MH-praktiseerders te verken en te beskryf om die invloed van 41R op werknemerswelstand, veral binne KMO's, aan te spreek. Hierdie studie het data ingesamel van 15 semi-gestruktureerde onderhoude met Meesters- of Geoktrooieerde MH praktiseerders in 'n KMO of wat as 'n senior MH-konsultant vir 'n KMO in Suid-Afrika werk, deur 'n kwalitatiewe navorsingsontwerp te gebruik. Doelgerigte sneeubalsteekproefneming is gebruik om die studie se steekproef te selekteer en induktiewe tematiese analise is toegepas om die data te ontleed. Die bevindinge toon dat die potensiele invloed van 41R op MH-praktiseerders se gereedheid in die KMO-konteks taamlik kompleks is, en al die deelnemers ervaar en neem werknemerswelstand uniek waar. Verder is 'n konseptuele raamwerk ontwikkel wat insigte bied in die potensiele uitwerking van 41R op MH se rol, werknemerswelstand sowel as die KMO-konteks. Elke tema in die raamwerk sluit af met ingrypings wat MH-praktiseerders binne die werksomgewing moet implementeer om werknemers se welstandsbehoeftes aan te spreek tydens die digitale transformasie wat 41R meebring. As gevolg van die kompleksiteit van die KMO-konteks, moedig die studie se bevindinge toekomstige navorsing aan om voort te gaan om die invloed van die 41R op werknemerswelstand te verken, ten einde die aereedheid van MH-Draktisvns te verbeter, veral binne KMO’s.
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    Psychological detachment and psychological well-being : explicating the role of recovery self-efficacy, neuroticism and affective rumination
    (Stellenbosch : Stellenbosch University, 2024-03) Scrooby, Rachel; Gorgens, Gina; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY: This study aimed to investigate the relationship between psychological detachment and psychological well-being, using flourishing as a measure of workplace well-being. With the changing world of work and aftermath of the global Coronavirus Pandemic, there is a growing need for research on factors that enhance and inhibit employee psychological well-being, to foster flourishing at work. The objective of this study was to investigate the role that certain core self-evaluation traits and other individual differences, including recovery self-efficacy, neuroticism, and affective rumination, play in the detachment – well-being relationship. A structural model was created to depict the hypothesised relationships between the latent constructs. A cross sectional, non-experimental research design was used, and a convenience sample of 206 employed individuals from the South African working population was recruited. A Partial Least Squares approach was used to analyse the structural model and interpret the hypothesised paths. The results from the analysis revealed that 4 of the 8 hypotheses in the structural model were statistically significant. More specifically, psychological detachment had a negative association with psychological well-being, which was not in line with the proposed research hypothesis. Recovery self-efficacy was shown to be a predictor of psychological detachment; however, no direct effect was observed between neuroticism and affective rumination on psychological detachment. Additionally, there was no direct relationship observed between neuroticism and psychological well-being, however, affective rumination emerged as a mediator between these two variables and was shown to share a relationship between both neuroticism and psychological well-being. The hypothesis of neuroticism as a moderator in the relationship between detachment and well-being was not supported by the data. Based on the results of the study, practical recommendations were proposed for organisations to support employees, given the changing nature of work, and promote a happy, healthy and flourishing workforce.
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    The moderating role of perceived organisational support on the effect of the leader member exchange relationship and power distance on occupational stress among employees in a military training unit
    (Stellenbosch : Stellenbosch University, 2024-03) Nxumalo, Gugu Ntobeko; Mthembu, O. S.; Bester, P. C.; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY: Employees in organisations are the most significant and valuable assets as they are the main drivers to attaining organisational objectives. However, sometimes employees in a workplace may experience occupation-related stress, resulting from the kind of relationship employees have with their leaders and/or the high-power distance culture. Hence, employers constantly strive to ensure that employees remain motivated, focused, and stress-free by showing them that the organisation supports them in any possible way. That is because if employees perceive that an organisation is supportive and leaders maintain good relationships with them, that might minimise the experienced occupation-related stress. This study examined the effect of leader-member exchange (LMX) relationship and power distance (PD) on occupational stress. It further examined the moderating role of perceived organisational support (POS) on the effects that LMX and PD have on occupational stress experienced by employees in a military training unit (MTU). The sample comprised 206 Military Health Training Formation (MHTF) personnel (students and staff members) from different rank groupings, with different gender, age, and years of experience. The sample was drawn from the population using convenience sampling technique. This sampling method allowed this study to draw participants from MHTF members who were conveniently accessible during the data collection phase. Based on the accessed sample representing the total population of the MHTF, it cannot be confidently claimed that they are representatives of the targeted population. Thus, results and conclusions cannot be generalised but provides a status of the investigated variables within the MTU environment. This research adopted a quantitative research approach using an exploratory approach. The measuring instruments used to collect data for this research were 12-item LMX multidimensional scale, 5-item Power Distance Index (PDI) from the Cultural Value Scale (CVSCALE), 9-item General Work Stress Scale (GWSS) and 10-item Perceived Organisational Support Scale (POSS). Data collected for this study were analysed using the Statistical Package for Social Sciences (SPSS) and Linear Structural Relationship (LISREL). The SPSS was used to compute item reliability statistics, exploratory factor analysis (EFA) and moderation analysis. In contrast, LISREL was used to compute confirmatory factor analysis (CFA), structural equation modelling (SEM), as well as the measurement and the structural models. The results of the study showed that LMX relations have a negative significant effect on occupational stress and PD has nonsignificant effect on occupational stress. The results further revealed that POS has a significant negative moderation effect on the impact of LMX on occupational stress. The same effect was found where POS has a significant negative moderation effect on the impact of PD has occupational stress.