The effect of character strengths on job performance in virtual teams

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dc.contributor.advisorGoosen, Susanen_ZA
dc.contributor.authorWhitfield, Liamen_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.en_ZA
dc.date.accessioned2023-03-06T11:44:27Z
dc.date.accessioned2023-05-18T07:17:52Z
dc.date.available2023-03-06T11:44:27Z
dc.date.available2023-05-18T07:17:52Z
dc.date.issued2023-03
dc.descriptionThesis (MCom)--Stellenbosch University, 2023.en_ZA
dc.description.abstractENGLISH SUMMARY: The onset of the Covid-19 pandemic and the Fourth Industrial Revolution (4IR) has brought about an unprecedented age of new technology, and with it, a substantial rise in the number of virtual teams. The need to understand the antecedents to job performance within this virtual medium is now prevalent. Therefore, the effects of personality traits, seen through the lens of positive psychology, on job performance within virtual teams holds substantial value. This thesis studies the effects and influence of character strengths on job performance within the context of virtual teams. The analysis of the literature generally found the presence of modest relationships between character strengths and job performance, however, there was a clear lack of empirical backing within virtual teams. To add empirical foundation, a conceptual model was outlined based on the previous work of Harzer and Ruch (2014) and a quantitative methodology was followed, whereby employees in virtual teams measured their character strengths and job performance through a self-report survey. Correlation and regression analysis were performed and it was found that the majority of hypothesized character strengths were significantly related to their respective job performance dimensions in virtual teams. The regression analysis found that a combination of seven character strengths: honesty, perseverance, kindness, leadership, social intelligence, zest, and appreciation of beauty and excellence, can significantly predict between 33% and 49% of the variance in various job performance dimensions. The implications of this research relate to the fields of character strengths, job performance and virtual teams. The limitations of the study, such as the sample size, psychometric properties of the measuring instruments and the nature of virtual teams were discussed. Recommendations for future research such as increasing the sample size and the revision of the VIA-72 have been outlined.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Die aanvang van die Covid-19-pandemie en die Vierde Industriele Revolusie (4IR) het 'n ongekende era van nuwe tegnologie meegebring en daarmee saam 'n aansienlike toename in die aantal virtuele spanne. Die behoefte om faktore wat werkprestasie binne hierdie virtuele medium vooruitgaan te verstaan, is nou algemeen. Die effek van die uitwerking van persoonlikheidseienskappe, gesien deur die lens van positiewe sielkunde, op werkprestasie binne virtuele spanne is daarom van wesenlike waarde. Hierdie tesis bestudeer die uitwerking en invloed van karakterkragte op werksverrigting binne die konteks van virtuele spanne. Die ontleding van die literatuur het oor die algemeen die teenwoordigheid van verskeie verhoudings tussen karakterkragte en werksprestasie gevind, maar daar was 'n duidelike gebrek aan empiriese ondersteuning binne virtuele spanne. Om empiriese grondslag te verbreed , is 'n konseptuele model, gebaseer op die vorige werk van Harzer en Ruch (2014), uiteengesit. 'n Kwantitatiewe metodologie is gevolg, waarvolgens werknemers in virtuele spanne hul karakterkragte en werksprestasie deur middel van 'n selfverslagopname gemeet het. Korrelasie- en regressie-analises is uitgevoer, en daar is gevind dat die meerderheid van veronderstelde karakterkragte beduidend verband hou met hul onderskeie werkprestasiedimensies in virtuele spanne. Die regressie-analise het bevind dat ’n kombinasie van sewe karakterkragte: eerlikheid, deursettingsvermoë, vriendelikheid, leierskap, sosiale intelligensie, lus en waardering vir skoonheid en uitnemendheid, tussen 33% en 49% van die variasie in verskeie werkprestasiedimensies beduidend kan voorspel. Die implikasies van hierdie navorsing hou verband met die velde van karakterkragte, werkprestasie en virtuele spanne. Die beperkings van die studie en aanbevelings vir toekomstige navorsing is uiteengesit.af_ZA
dc.description.versionMasters
dc.format.extent137 pages : illustrations, includes annexures
dc.identifier.urihttp://hdl.handle.net/10019.1/127356
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subject.lcshEmployees -- Rating ofen_ZA
dc.subject.lcshTeams in the workplaceen_ZA
dc.subject.lcshIndustrial organizationen_ZA
dc.subject.lcshOrganizational effectivenessen_ZA
dc.subject.nameUCTD
dc.titleThe effect of character strengths on job performance in virtual teamsen_ZA
dc.typeThesisen_ZA
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