Relationship between personality, integrity and counterproductive work behaviour : a Namibian study
| dc.contributor.advisor | Engelbrecht, Amos Schreuder | en_ZA |
| dc.contributor.author | Van Staden, Oaitse Sameeng | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. | en_ZA |
| dc.date.accessioned | 2018-02-27T16:54:08Z | |
| dc.date.accessioned | 2018-04-09T07:06:54Z | |
| dc.date.available | 2018-02-27T16:54:08Z | |
| dc.date.available | 2018-04-09T07:06:54Z | |
| dc.date.issued | 2018-03 | |
| dc.description | Thesis (MCom)--Stellenbosch University, 2018. | en_ZA |
| dc.description.abstract | ENGLISH SUMMARY : Organisations in collaboration with academic institutions have over years been looking at ways to understand and find interventions to curb negative behaviours in the workplace. These behaviours have over decades shown a detrimental and destructive impact on the functioning, progression and sustainability of organisations. Counterproductive work behaviours (CWB) are negative behaviours that hinder the proper functioning of organisations. Therefore this study focused on the causal factors of CWB and what organisations can do to eliminate and manage these behaviours in the workplace. Through this current study the focal point was to better understand the antecedents of counterproductive work behaviour by studying the relationship between specific personality traits, integrity and counterproductive work behaviours. Part of the study included developing a theoretical model to examine the relationship between the different latent variables and hypotheses were formulated and tested. Data gathering was done through a sample of 227 participants, from five organisations in Namibia by completion of an online questionnaire. The conceptual model and proposed relationships were empirically investigated by using various statistical methods. The methods used was reliability and item analysis on every measurement scale and satisfactory reliability was established. The content and structure of the various constructs was assessed by means of Confirmatory Factor Analysis (CFA). The results confirm a reasonable fit for both the measurement and structural models. Structural equation modelling (SEM) was used to analyse and ascertain the degree to which the conceptual model fitted the data in order to examine the proposed relationships between the various constructs. The results confirmed that negative relationships exist between conscientiousness and CWB, and integrity and CWB, and a positive relationship between conscientiousness and integrity. However, no empirical support was found for relationships between agreeableness and integrity, emotionality as well as integrity and honesty-humility and integrity. This study has contributed positively to the existing body of knowledge on CWB, by having looked in-depth into and providing valuable understanding of the relationship between the identified personality traits, integrity and CWB. In addition, this study focused on the implications for the human resources profession in dealing with CWB in the workplace and suggested various interventions HR professionals and leaders could apply to eliminate and minimise CWB. The limitations and recommendations for future research were also discussed and suggestions made. | en_ZA |
| dc.description.abstract | AFRIKAANSE OPSOMMING : Organisasies, in samewerking met akademiese instansies, het oor die jare gekyk na maniere om negatiewe gedrag in die werksplek te verstaan en intervensies daarvoor te kry, aangesien sulke gedrag oor dekades gewys het dat dit ‘n negatiewe uitwerking op die funksionering, groei en volhoudbaarheid van organisasies uitoefen. Teenproduktiewe werksgedrag is negatiewe gedrag wat die optimale funksionering van organisasies belemmer. Hierdie studie fokus dus op die oorsaaklike faktore van teenproduktiewe werksgedrag en wat organisasies kan doen om dit binne die werksplek te elimineer en te bestuur. Die huidige studie fokus daarop om die oorsaaklike faktore van teenproduktiewe werksgedrag beter te verstaan deur die verband tussen spesifieke persoonlikheidseienskappe, integriteit en teenproduktiewe werksgedrag te bestudeer. ‘n Deel van die studie het die ontwikkeling van ‘n teoretiese model behels, om die verband tussen die verskillende latente veranderlikes te bestudeer en hipoteses is geformuleer en getoets. Data invordering is gedoen deur ‘n steekproef van 227 deelnemers, van vyf organisasies in Namibië, wat ‘n elektroniese vraelys voltooi het. Die konseptuele model en gepostuleerde verwantskappe is empiries ondersoek deur middel van ‘n verskeidenheid statistiese metodes. Die metodes wat gebruik is is betroubaarheid- en itemontleding op elke metingskaal, en aanvaarbare betroubaarheid is bepaal. Die inhoud en struktuur van die verskillende konstrukte is gemeet deur bevestigende faktorontleding. Die resultate het ‘n redelike passing vir beide die metings- en strukturele modelle bevestig. Strukturele vergelyking-modellering is gebruik om die mate waartoe die konseptuele model die data pas te ontleed en te bepaal. Dit is gedoen om die gepostuleerde verband tussen die verskillende konstrukte te ondersoek. Die resultate het bevestig dat daar ‘n positiewe verband bestaan tussen pligsgetrouheid en integriteit en ʼn negatiewe verband tussen pligsgetrouheid en teenproduktiewe werksgedrag, asook tussen integriteit en teenproduktiewe werksgedrag. Daar is egter geen empiriese ondersteuning gevind vir die verband tussen inskiklikheid en integriteit, emosionaliteit en integriteit asook tussen eerlikheid-nederigheid en integriteit nie. Die studie het positief bygedra tot die bestaande kennisbasis oor teenproduktiewe werksgedrag, deur ʼn in-diepte ondersoek in te stel en waardevolle insigte oor die verband tussen die geidentifiseerde persoonlikheidseienskappe, integrieit en teenproduktiewe werksgedrag te verskaf. Bykomend het die studie gefokus op hoe om die implikasies vir die menslike hulpbronne professie en teenproduktiewe werksgedrag te hanteer, en verskeie intervensies wat menslike hulpbron praktisyne en leiers kan toepas om teenproduktiewe werksgedrag te verminder of te elimineer. Die beperkings ten opsigte van die studie asook aanbevelings vir toekomstige navorsing is bespreek en voorstelle is gemaak. | af_ZA |
| dc.format.extent | xiv, 146 pages ; illustrations, includes annexure | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/103709 | |
| dc.language.iso | en_ZA | en_ZA |
| dc.publisher | Stellenbosch : Stellenbosch University | |
| dc.rights.holder | Stellenbosch University | |
| dc.subject | Integrity | en_ZA |
| dc.subject | Personality | en_ZA |
| dc.subject | Employees -- Attitudes -- Namibia | en_ZA |
| dc.subject | Counterproductive work behaviour | en_ZA |
| dc.subject | UCTD | |
| dc.title | Relationship between personality, integrity and counterproductive work behaviour : a Namibian study | en_ZA |
| dc.type | Thesis | en_ZA |