Development and empirical evaluation of an explanatory psychological ownership structural model
| dc.contributor.advisor | Theron, Callie C. | en_ZA |
| dc.contributor.advisor | Mariri, Tendai | en_ZA |
| dc.contributor.author | Lee, Angela | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. | en_ZA |
| dc.date.accessioned | 2017-11-17T08:21:04Z | |
| dc.date.accessioned | 2017-12-11T10:53:35Z | |
| dc.date.available | 2017-11-17T08:21:04Z | |
| dc.date.available | 2017-12-11T10:53:35Z | |
| dc.date.issued | 2017-12 | |
| dc.description | Thesis (MCom)--Stellenbosch University, 2017. | en_ZA |
| dc.description.abstract | ENGLISH SUMMARY : A key competitive business advantage, in today’s globalised world, lies not in technology and products but in its people. Numerous psychological mechanisms have been identified within applied and academic research in an attempt to understand and influence the behaviour of these people within the working world. This network of latent variables underpinning behaviour offers numerous opportunities to explicate the mechanisms behind behaviour of man and specifically working man. A recently introduced construct in this nomological network of latent variables, suggested to underpin behaviour, is psychological ownership. Psychological ownership is posited to have both psychological and behavioural effects. Within the organisational context, benefits of psychological ownership include increased tenure, job satisfaction, organisational commitment and organisational citizenship behaviours, as well as enhanced performance. For human resources to utilise interventions to influence levels of psychological ownership, to benefit both the employee and the organisation, a valid understanding of the psychological mechanism that underpin levels of psychological ownership is required. The current research study examined variance in levels of psychological ownership within employees, within different organisational contexts, with the objective of developing and empirically testing an explanatory psychological ownership structural model in order to answer this question. Theorising, in this research study, culminated in a proposed explanatory psychological ownership structural model. This model, together with a narrow focused structural model investigating the subsequent impact of an interaction between salient individual psychological ownership needs and the ability of the job characteristics to satisfy these needs on the motivation to pursue the routes towards psychological ownership, was empirically evaluated using structural equation modelling (SEM) and polynomial regression. A convenience sample of 329 employees from various organisations and industries participated in the study. The initial psychological ownership model failed to converge. However a reduced psychological ownership measurement model obtained very good fit and a modified psychological ownership structural model obtained reasonable fit. Statistical support was found for all of the hypothesised paths except for the path suggested between psychological ownership and motivation to pursue the routes towards psychological ownership and the suggest path between the psychological safety motivation interaction and self investment. Results show that the characteristics of the job as well as an individuals’ need for a sense of belonging, self-identity and efficacy and effectance influence levels of motivation to pursue the routes towards psychological ownership. The results additionally indicated that feelings of ownership are impacted by self-investment, intimate knowledge and control afforded to employees within their jobs. This lead to certain suggestions pertaining to interventions that can be applied within the work place as well as thoughts pertaining to future research endeavours. | en_ZA |
| dc.description.abstract | AFRIKAANSE OPSOMMING : In vandag se globale wêreld lê die belangrikste en mededingenstebesigheidsvoordeel, nie in tegnologie en produkte nie, maar in mense. Toegepaste en akademiese navorsing het verskeie sielkundige meganismes identifiseer in ‘n poging om die gedrag van mense in die werksplek beter te verstaan, asook te beïnvloed. Hierdie netwerk van latente veranderlikes wat menslike gedrag ondersteun, bied talle geleenthede om die menslike gedrag, spesifiek die gedrag van werkende individuee, te verduidelik. 'n Onlangse geskepte konstruk in dié nomologiese netwerk van latente veranderlikes,voorgestel om gedrag te verklaar, is dié van sielkundige eienaarskap. Daar word suggereer dat sielkundige eienaarskap beide sielkundige asook gedragseienskappe insluit. Verskeie voordele rakende sielkundige eienaarskap in die besigheidskonteks bestaan en sluit van die volgende in: verhoogde ampstermyn, werksbevrediging, toewyding aan die organisasie, organisatoriese burgerskap gedrag en verbeterde prestasie. Vir menslike hulpbronne om van intervensies gebruik te maak om die vlakke van sielkundige eienaarskap te beïnvloed wat beide die werknemer asook die organisasie bevoordeel, word 'n geldige begrip van die sielkundige meganisme wat die vlakke van sielkundige eienaarskap reguleer, vereis. Die huidige navorsingstudie ondersoek die verskille in die vlakke van sielkundige eienaarskap van werknemers in verskillende kontekste in die organisasie, met die doel om 'n strukturele model vir sielkundige eienskap te ontwikkel, asook empiries te toets. Hierdie navorsingstudie stel 'n verklarende sielkundige eienaarskap-strukturele model voor. Dié model, tesame met 'n enger, meer gefokusde strukturele model, ondersoek die interaksie tussen die vernaamste individuele sielkundige eienaarskapbehoeftes en die vermoë van die werkseienskappe om hierdie behoeftes te bevredig deur die empiriese toetsing van die voorgestelde strukturele model met behulp van strukturele vergelyking-modellering (SEM) en polinomiese regressie-ontleding. ‘n Geriefsteekproef van 329 werknemers van verskeie organisasies en nywerhede het aan die studie deelgeneem. Die aanvanklike sielkundige eienaarskapmodel het suksesvol konvergeer maar van die waardes van die parameterskattings in die volledig gestandaardiseerde oplossing was ontoelaatbaar. 'n Gereduseerde sielkundige eienaarskap-metingmodel het goeie pasgehalte getoon terwyl die gereduseerde sielkundige eienaarskap strukturele model redelike pasgehalte getoon het. Statistiese ondersteuning is verkry vir alle hipoteses, behalwe die voorgestelde baan tussen sielkundige eienaarskap en motivering om die roetes na sielkundige eienaarskap te volg en die voorgestelde baan tussen die interaksie tussen sielkundige veiligheid en motivering om die roetes na sielkundige eienaarskap te volg op self-investering. Die studie se resultate toon dat die eienskappe van werk sowel as die individu se behoefte om te behoort, selfidentiteit, effektiwiteit en vermoë te toon, die vlakke van motivering om die roetes na sielkundige eienaarskap na te streef, beïnvloed. Verder dui die resultate dat eienaarskapgevoelens beïnvloed word deur self-investering, intieme kennis en beheer wat aan werknemers in hul werk gebied word. Hierdie resultate lewer verskeie voorstelle wat in die werksplek toegepas kan word, sowel as voorstelle rakende toekomstige navorsing. | af_ZA |
| dc.format.extent | xx, 376 pages ; illustrations, includes annexures | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/102781 | |
| dc.language.iso | en_ZA | en_ZA |
| dc.publisher | Stellenbosch : Stellenbosch University | |
| dc.rights.holder | Stellenbosch University | |
| dc.subject | Employee loyalty -- Research -- South Africa | en_ZA |
| dc.subject | Psychological ownership -- Research -- South Africa | en_ZA |
| dc.subject | Structural equation modelling | en_ZA |
| dc.subject | UCTD | |
| dc.title | Development and empirical evaluation of an explanatory psychological ownership structural model | en_ZA |
| dc.type | Thesis | en_ZA |