Industrial Psychology

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Open Access
'n Bedryfsielkundige ondersoek na die gevolge van vrywillig-beheerbare arbeidsomset vir tegnici in 'n diensorganisasie
(University of the Free State, 1992) Bothma, Filippus Cornelius; Roodt, G.
Afrikaans: Arbeid is die belangrikste hulpbron van enige organisasie omrede dit die ander hulpbronne aktiveer. Wanneer 'n vakature in 'n organisasie se postestruktuur bestaan, word 'n geskikte werknemer uit die arbeidsmark aangestel wat 'n salaris vir sy arbeid betaal word. Die verhouding kan nie vir ewig bestaan nie en in een of ander staduim kom dit tot 'n einde. Die proses staan bekend as arbeidsomset. Literatuur wat oor die onderwerp handel, is dit eens dat die proses sekere positiewe en negatiewe gevolge vir die werknemer en sy organisasie inhou. Baie min modelle bestaan oor arbeidsomsetgevolge en verskeie hipoteses oor.die onderwerp kom in die literatuur voor. Hierdie hipoteses oor arbeidsomsetgevolge is saamgevat in die literatuurgedeelte van die studie in modelle wat die positiewe en negatiewe gevolge vir die verlater, blyer, werkgroep, organisasie en die gemeenskap aandui. Die departement van Pos en Telekommunkasiewese ondervind al jare lank 'n arbeidsomsetprobleem. 'n Voorlopige studie het aangetoon dat die departement jaarliks honderde opgeleide tegnici weens arbeidsomset verloor. Dit het die navorsingsvraag laat ontstaan wat die gevolge van arbeidsomset deur tegnici vir die Departement is. Om die vraag te beantwoord, is dit in drie subdoelwitte verdeel. Die eerste subdoelwit het ten doel gehad om die werklike omvang van die verskynsel in die Departement te bepaal. Die tweede subdoelwit (wat verder in twee verdeel is) het ten doel gehad om te bepaal wat dit kos om 'n werknemer as 'n leerlingtegnikus aan te stel, op te lei as 'n tegnikus en hom weer deur middel van arbeidsomset aan die arbeidmark af te staan. Tweedens was die doelom te bepaal of daar'n verband tussen algemene salarisaanpassings en arbeidsomsetkoerse van tegnici is. Die derde subdoelwit het ten doel gehad om die verband tussen arbeidsomsetvoornemens en sekere individueleen groepveranderlikes te bepaal. Om subdoelwit een en twee te bereik is toepaslike data vanuit personeelregisters . onttrek, frekwensietabelle opgestel en in grafiese vorm aangebied waaruit die afleidings gemaak is. Wat subdoelwit III betref is toepaslike data met behulp van vraelyste vanuit die tegnicipopulasie bekom. Die data is statisties deur die Rekensentrum van die Universiteit van die Oranje-Vrystaat verwerk. Die resulate het bevestig dat die departement wel met 'n arbeidsomsetprobleem te kampe het, maar dat dit grootliks tot die blanke bevolkingsgroep beperk is. As die probleem streeksgewys benader word, is die probleemgebiede die Witwatersrand, Transvaal en Natal. Met subdoelwit twee is bevind dat arbeidsomset die departement jaarliks miljoene rande uit die sak jaag. Algemene salarisaanpassings het volgens subdoelwit lI(b) nie veel gehelp om die probleem te beperk nie. Wat subdoelwit III betref, is dit bevind dat daar 'n betekenisvolle verband tussen arbeidsomsetvoornemens en die onderskeie individuele- en groepveranderlikes bestaan. Dit is duidelik dat die departement indringend aandag moet skenk aan die probleem van arbeidsomset, veral in die lig van die koste wat daaraan verbonde is. Algemene salarisaanpassings help nie veelom die probleem die hoof te bied nie en aandag sal daaraan geskenk moet word deur meer doeltreffende beheerstrategieë te ontwikkel. Die belangrikste beginsel wat in ondersoeke van die aard in die gedagte gehou moet word, is dat die populasies wat bestudeer word so homogeen as moontlik moet wees. 'n Moontlike oorsaak van die probleem is die indiensnemingsbeleid van die departement wat op nuwelinge in die arbeidsmark gerig is. Nuwe toetreeders tot die arbeidsmark is geneig tot arbeidsomset. Die werwingsaksie moet moontlik gemik word op werknemers wat al 'n periode in die arbeidsmark staan. Uit die studie is dit duidelik dat werknemers wat besluit het om te bedank se werktevredenheid afneem. Die vernaamste rede wat vir bedanking aangegee word, is ontevredenheid met salaris, wat as dit nie in die regte lig beskou word nie, tot ontoepaslike optredes kan lei. Die studiegebied oor arbeidsomsetgevolge is 'n braak veld wat vele geleenthede vir toekomstige navorsing bied.
Open Access
The career construction of performing artists
(University of the Free State, 2022) Kleynhans, Ronel; Nel, P.; Maree, J. G.
Performing artists continuously face challenges of non-traditional, flexible, and protean career trajectories. Applying Career Construction Theory and Life Design Intervention to Performing Artists can shed light on their experiences, perceptions, and sense-making processes as they navigate their life and career stages, especially against the unique backdrop of the challenging South African artistic environment. The novel perspective can be applied to various protean career trajectories and the training of Performing Artists. To this end, a qualitative, exploratory, descriptive case study design was adopted. Convenience sampling was used to select 19 performing artists to participate in the study. Data-gathering instruments included various narrative data-gathering techniques, and Thematic Analysis was utilised to analyse the data. The findings revealed that being a performing artist emerged as a core value that advances their self- and career identity. Furthermore, performing artists experience rejection on intrapersonal, micro-, and macro-societal levels and employ different strategies, such as adaptability, spirituality, and creativity, to deal with hardships throughout their lives. Additionally, participants' experiences and interactions with external influences shaped their decision to choose a performing arts career. Importantly, participants reported receiving support and encouragement from at least one significant person in their life to follow their dream, irrespective of the career field. Creativity permeates every aspect of their being and is drawn on to convert their pain into purpose and enable them to make social contributions within and outside the artistic sphere. Further research is needed on how performing artists' creativity can be harnessed to bolster their participation in entrepreneurial endeavours.
Open Access
The cultural identity of white Afrikaner women: a post- Jungian perspective
(University of the Free State, 2010) Griessel, Loura; Kotzé, Martina
English: A post-Jungian model of the development of the self (Hill 1992) is used to analyse how the female Afrikaner identity became embedded in the South African social and political contexts. It is argued with Jungian concepts that, because of their history and culture, Afrikaner women grew up amid a cultural identity that became entrenched in the static Masculine and a patrivalent culture pattern. Consequently, for most of the twentieth century, Afrikaner women as a group were prone to function as Father’s Daughters, with a strong constellation of the archetypal image of Amazon and its patterns of Martyr and Dutiful Daughter. Some implications for the development of the self in these women are then discussed.
Open Access
The development of a competency model for commercial grain farmers
(University of the Free State, 2021) Moloi, Thapelo Jacob; Van Zyl, E. S.
𝑬𝒏𝒈𝒍𝒊𝒔𝒉 The National Planning Commission-Vision 2030 (2012) purported that agriculture can create close to 1 million new jobs by 2030, a significant contribution to the overall employment target. This is the primary economic activity in rural areas. Therefore, to achieve this, South Africa needs to pick and support commercial agriculture sectors and regions with the highest potential for growth and employment. McElwee (2008, p. 466) stated that “Farmers are a rich resource for study in the area of entrepreneurial capability”. Since crop farming is one of the vehicles in the agriculture sector, particularly using grain farming to achieve the abovementioned number of jobs, a study exploring the competencies that potential grain farmers should possess was necessary. This study aimed to develop a competency model for commercial grain farmers in South Africa using a classic grounded theory method. In future, this would be used as a starting point to construct instruments to enable stakeholders to identify, train, develop and mentor future prospective grain farmers to fulfil the role of creating several jobs. Semi-structured interviews were used to gather data from 15 participants: 13 were involved in a mixed type of agriculture, one was involved in livestock farming, and one was a professional advisor. Triangulation was also used to validate competencies raised in the first phase of data gathering and confirmed in the second phase by three experts who never took part in the first phase of the study. The constant comparison method was used to analyse available data and helped generate a competency model for commercial grain farmers. The model generated by the empirical data established the following five themes: 1) definition of commercial grain farming, which involves scale of operation, independence, own or rented land and turnover; 2) methods to acquire grain farming competencies such as educational institutions, on-the-job-training, early childhood exposure to farming, openness to guidance and refresher workshops; 3) the role of grain farming in agriculture includes food security, job creation, economic growth and wealth or income generation; 4) indicators of success in grain farming, which includes financial stability, having farming implements, being able to help others and having proper output per unit area; and several other competencies (skills, knowledge and personality attributes) expected from a commercial grain farmer. These competencies serve as practical application of the findings. They provide the basis for what trainers, mentors, agriculture advisors and all other stakeholders would be looking for to equip those interested in grain farming. The competencies will further provide the basis for farmers to draft job descriptions and specifications for the workforce. Implications and recommendations for this study are also made, including a brief discussion of the limitations of the study. ___________________________________________________________________
Open Access
The effect of authentic leadership and psychological capital on work engagement amongst employees in leadership positions at Standard Lesotho Bank
(University of the Free State, 2015) Sekoere, Ithabeleng Miriam; Nel, P.; Pienaar, C.
Organisations today are struggling with the challenges in their efforts to remain competitive. They need to enhance the talents and engagement of all their employees if they are to achieve peak performance, as engaged employees yield direct economic benefits to the organisation. The concept of work engagement plays an important role in this endeavor. The assumption of this study was that certain variables influence work engagement and it is therefore important to gain an understanding of these antecedents of work engagement. More specifically, the current study sought to answer the following question: does authentic leadership and psychological capital (self-efficacy, hope, optimism, resilience) have an effect on work engagement amongst employees in the banking sector in Lesotho? The primary aim of the study was to determine the effect of authentic leadership and psychological capital on work engagement amongst employees in the banking sector in Lesotho. The secondary aim was to determine whether differences exist in work engagement with regard to age amongst employees in the banking sector in Lesotho. A discussion of the relationship between the variables was discussed in the study. Both survey and statistical modeling methodologies were employed to guide the investigation. In order to conduct the survey research, questionnaires were used as the method of data gathering. In total, 299 questionnaires were returned by employees and consisted of four sections that had to be completed. The measuring instruments included the Utrecht Work Engagement Scale (UWES), the Authentic Leadership Questionnaire (ALQ) and the Psychological Capital Questionnaire (PsyCap) (self and other rater). The goodness-of-fit statistics associated with each of the four constructs was determined and the results indicated that all the constructs are valid and reliable measures for this study. The current study found that Relational Transparency (β = 0.736) was the strongest predictor of employees’ levels of engagement. Authentic leaders are able to enhance the engagement of employees by strengthening their identification with the leader and organisation. By actively involving and developing employees, authentic leaders increase employees work engagement and also by promoting more rapid and accurate transfer of information is most likely expected to facilitate more effective employee performance and engagement. A significant positive correlation existed between PsyCap (other rater) and work engagement (r = 0.718). One of the elements of the PCQOR is efficacy/confidence. In addition, efficacy/confidence of the leader was the second best predictor of employees’ levels of engagement (β = 0.248). Self-efficacious employees are able to meet their work goals, and to be persistent in the face of difficulties. As a result, engagement occurs through the facilitation of goal attainment. Manager’s self-efficacy may be related to employee engagement because as the manager’s employees become more engaged in their work, the manager gains confidence and belief in her/his abilities to create and build an engaged team or group successfully. A team led by an efficacious manager, results in desired unit/organisational outcomes. Employees’ levels of hope were the third best predictor of their levels of work engagement (β = 0.099). A significant positive correlation also existed between PCQSR and work engagement (r = 0.520). Employees high in hope are said to be more engaged in their work since they have more goal orientated strategies and are more motivated to goal achievement. In turn, these employees perform well in service delivery and complaint-handling processes. The fourth and final predictor of employees’ levels of work engagement was their managers’ levels of optimism. (β = 0.139). A significant positive correlation was also found between PCQOR and work engagement (r = 0.718). Optimistic managers always strive for positive outcomes and are likely to believe in their potential and that of their subordinates regardless of previous failures. These qualities help them to be energetic, maintain their perseverance in the face of demands, and most importantly enable engagement. Managers who possess high levels of optimism maintain a positive perspective and do not make disasters out of setbacks. In addition, employees from the age group 55 years and older scored higher on engagement than the younger employees (younger than 35 years). The 55 years and older we found to be more engaged than the other three groups. Older employees are more content with their employer and particular working conditions which makes them to be more engaged. They have a clear vision of their place within the organisation and possible resultant career paths and they are characterised by the highest overall engagement levels which assumes not only a high contribution rate but also high attraction to their job and employer. In conclusion, further work is needed on differentiating authentic leadership from existing theories of leadership such as transformational, charismatic, inspirational and servant leadership. Further research also needs to be explored on how some other leadership theories might be connected to authentic leadership. Future research should also try to compare multiple measures of psychological capital to determine appropriate psychometric validity. Further theory development may also be gained by analysing psychological capital as an antecedent to authentic leadership rather than just an outcome or mediator. Interventions of work engagement should try to focus on both individuals and the organisation at large. Furthermore, it is worth focusing on the mechanisms through which work engagement leads to favorable outcomes by getting insight in the processes that it initiates or is involved in. this can help not only to achieve better performance but also to increase chances for better career development.
Open Access
The effect of core self-evaluation and career adaptability on the subjective career success of higher education employees
(University of the Free State, 2023) Janeke, Belinda; Delport, Marthinus
The South African labour market has witnessed significant transformations in the post-apartheid era as the nation prepared to integrate into the global economy. Despite improvements in the years between 2000 and 2017, persistent disparities in unemployment rates, skills shortages, gender imbalances, and stagnant wages have remained a challenge. The outbreak of the COVID-19 pandemic exacerbated these inequalities, disrupting economies, societies and workplaces globally and accelerating pre-existing workplace trends such as the gig economy, digitalisation, and automation. In this context, organisations, particularly in higher education, face the imperative to nurture digital skills, resilience and adaptability among employees to navigate the evolving career landscape. Central to this study is the concept of career adaptability, encompassing attitudes, behaviours and competencies used to navigate work roles, within the framework of Career Construction Theory (CCT). This research delves into the adaptation process of employees in a higher education institution, exploring how they can enhance their career experiences in dynamic work environments. Subjective career success, reflecting an individual's personal evaluation of his or her career achievements and fulfilment, is investigated as a key outcome affected by core self-evaluation (CSE) and career adaptability (CA). The study hypothesises that higher levels of CSE (representing adaptive readiness) and CA (representing adaptability resources) would positively influence the perceived subjective career success of higher education employees. A quantitative and explanatory research design was employed to test these hypotheses. Ethical considerations were addressed, and established scales were used for data collection via an electronic survey, resulting in a sample of 242 participants. The holistic model, supported by statistical fit indices, reveals that higher CSE positively influences SCS, with evidence supporting the connection between CSE and SCS in various dimensions. CSE demonstrates a positive relationship with the eight SCS sub-dimensions, including authenticity, growth and development, influence, meaningful work, personal life, quality work, recognition, and satisfaction. These findings emphasise the role of CSE in shaping career trajectories, decision-making, and overall life satisfaction. Contrarily, while CA shows a significant relationship with the growth and development sub-dimension of SCS, its influence on other dimensions is not statistically significant, emphasising the importance of individual dispositions, particularly CSE, as stronger predictors of SCS. The analysis of age-related differences in SCS reveals no statistically significant variations, challenging prior findings and suggesting that factors beyond age significantly contribute to individuals' perceptions of career success. This study contributes to the understanding of the complex interplay between core self-evaluation, career adaptability, and subjective career success in a rapidly changing work environment. The findings underscore the importance of self-belief and adaptability in shaping career outcomes, and offer valuable insights for individuals seeking to enhance their career prospects, as well as organisations aiming to cultivate a satisfied and successful workforce. Future research should further explore potential mediators and moderators of the relationship between career adaptability and subjective career success, providing a more comprehensive understanding of these dynamic constructs.
Open Access
The effect of emotional intelligence and psychological capital on job embeddedness among employees in a Higher Education Institution
(University of the Free State, 2023) Kaars, Burneline; Delport, Marthinus
This study examines how Emotional Intelligence and Psychological Capital impact Job Embeddedness among employees in Higher Education Institutions (HEIs). The primary aim was to identify potential links between Emotional Intelligence and Psychological Capital, understanding their critical roles in fostering Job Embeddedness. A quantitative survey was conducted involving 229 employees, encompassing various genders and age groups currently working in a Higher Education institution. The sample included academic and support staff and was selected using a non-probability convenience sampling method. The study revealed a strong and positive correlation between Emotional Intelligence and Psychological Capital, in line with initial hypotheses. However, the expected direct connection between Emotional Intelligence and Job Embeddedness was not evident. Further analysis revealed an indirect relationship, indicating that Psychological Capital mediates the connection between Emotional Intelligence and Job Embeddedness. Additionally, the research highlighted notable differences in Job Embeddedness among different age groups, with older employees demonstrating significantly higher embeddedness levels compared to their younger counterparts. In conclusion, this research emphasises the interplay between Emotional Intelligence and Psychological Capital in driving Job Embeddedness among Higher Education employees. It also underscores the age-related variations, emphasising the heightened levels of embeddedness observed among older employees.
Open Access
The effect of perceived organizational support and psychological capital on the psychological well-being of teachers
(University of the Free State, 2022) Feni, Nokuthula Kathleen Yolandi; Chamisa, C. F.; Harunavamwe, M.
Psychological well-being has become of critical importance in the teaching profession for years now. The nature of the working conditions under which teachers must practice their profession contributes to the stressful nature of the profession and the effects of the coronavirus pandemic also contributed. Therefore, the study focused on whether psychological capital and perceived organizational support could enhance psychological well-being of teachers. The primary objective was to determine whether there is an effect of psychological capital and perceived organizational support on the psychological well-being of teachers. The secondary objective was to determine if differences exist in psychological well-being between private and public-school teachers. The study followed a quantitative approach, and the study was based on 204 responses. The respondents were selected based on convenience sampling method and responded to three instruments combined in a self-report questionnaire. Descriptive statistics and inferential statistics were used to analyse the data. Pearson product moment correlation was used to test the correlation between the independent variables and psychological well-being and Stepwise Multiple regression was used to test the predictive value of the variables. The stepwise multiple regression analysis indicated that self-efficacy and optimism contributed 31,9% of the variance in psychological well-being. Overall, the regression model was statistically significant (F=45.250; P<0.001). The Pearson correlation indicated that self-efficacy had a statistically significant correlation with psychological well-being (R=.394, P<0.001). Optimism also had a statistically significant correlation with psychological well-being (R=.383, P<.001). Confirmatory factor analysis was used to test the fit of the sample responses to the original conceptualization of the instruments using goodness-of-fit statistics. The outcomes were that the constructs could not be tested for direct and indirect paths, as the model demonstrated poor fit. The characteristics of the sample and the diversity of the sample did not allow the model to fit. The secondary objective was addressed using independent sample t-test and reported that no significant differences in psychological well-being were found between private and public-school teachers. Conclusions from the study indicated that the combination of personal resources from psychological capital- self efficacy and optimism influences psychological well-being. The Department of Basic Education should look at ways to create and promote a culture that is based on the principles and resources of positive psychology. Future research may focus on unpacking more personal resources that could predict psychological well-being.
Open Access
The effect of psychological capital and self-leadership on work engagement among agricultural extension advisors
(University of the Free State, 2001) Green, Kirsty; Van Zyl, E.
Work engagement is considered highly important to organisations and within the field of industrial psychology as organisations hope to improve and increase employee’s engagement and in so doing, enhance employees’ performances. Focus has shifted in organisations to proactively recognise how the concepts of positive psychology, psychological capital, and self-leadership, can promote the improvement of work engagement in employees. The present research studied the effect of psychological capital and self-leadership on the work engagement levels of agricultural extension advisors within South Africa. The main objective of the study was to explore whether psychological capital and self-leadership had a significant effect on the work engagement of agricultural extension advisors. The second objective of the study was to assess whether there was a distinction between male and female agricultural extension advisors concerning their levels of work engagement. A quantitative research method was used in which data was gathered using three scales (UWES, PCQ-24 and combination of the ASLQ and RSLQ). Cronbach’s alphas were used to measure the reliability of the scales and based on this all constructs were determined to be valid and reliable measures. A list of respondents was provided by the South African Society for Agricultural Extension and emails were sent out to the respondents containing the questionnaires. A total of 103 viable questionnaires were attained. A Pearson product-moment correlation analysis and stepwise multiple regression analysis was used to address the main objective. Both psychological capital (r = .721, p = .000) and self-leadership (r = .585, p = .000) had significant positive correlation with work engagement that were both interpreted as large, substantial relationships. The stepwise multiple regression analysis results indicated that three important predictors of work engagement were hope, optimism and behaviour-focused strategies which explained 62.8% of the variance in work engagement. Hope was shown to have the highest contribution (R2 = 0.52) as hopeful employees have shown to be goal directed and have positive outlooks that lead to positive behaviours that enable work engagement of employees. The secondary objective was addressed using an independent sample t-test; however, the levels of work engagement between male and female agricultural extension advisors were found to be insignificant indicating that there were no differences. Conclusions from the study indicated that personal and work resources from psychological capital and self-leadership influence the work engagement levels of employees. Therefore, self-leadership strategies should be used to lay the foundation for organisations to create positive change and expand the positive psychological resources of employees to increase the work engagement levels. It was further recommended that psychological capital be used to enhance employees’ experiences of hope and optimism by including them in employees training and development initiatives. Future studies should focus on more advanced research of these concepts within the agricultural sector to help agricultural extension advisors to develop and increase their levels of work engagement.
Open Access
Experiential training for university students: a search for a model
(University of the Free State, 2007) Malimabe, Dulcie Pulane; Venter, A. P.
This study examines the problems posed by a lack of experiential training at universities. The factors investigated include the high level of unemployment amongst university graduates and poor performance among new entrants in organizations. The major aim of this study was to explore the possibility of developing a model of experiential training for university students. This was done through the exploration of opinions of university graduates (both unemployed and employed), human resource officers and experienced employers to contribute towards experiential training policies in the universities in South Africa. The research is a qualitative study of the Phenomenological paradigm. Also used is an exploratory and descriptive perspective. Unstructured (open-ended questions) with schedules were designed to collect relevant information through in-depth interviews and participant observation. A research sample was drawn by means of using the Snowball sampling Technique. The results of this study indicated that universities of higher learning should as a challenge make an effort to change the process of higher education by introducing various models of experiential training such as internship programs, externship programs, work or job-shadowing programs, cooperative education or work study programs, and learnership programs. As experiential training is a field with a wide proliferation of terms, each institution can decide what it would like to name its pet program. To achieve the above goal, an eclectic approach to experiential training was proposed, and should be structured in such a way that it helps to bring the two cultures of education and work closer together. The aim should be to provide the students the opportunities to gain and acquire the necessary skills, knowledge and practical work experience related to their field of studies, therefore, making education a better preparation for working life. Suggestions for further research were proposed focusing on graduates' employability patterns in South Africa.
Open Access
The feminine and the masculine in the dream imagery of career-oriented women - a post-Jungian perspective
(University of the Free State, 1999) Griessel, Loura; Kotzé, M.; Lüttig, E. M.
The central aim of this study is to explore the archetypal Feminine and Masculine in the dream imagery of career-oriented women in order to understand more about their developmental patterns and dynamics, especially within white Afrikaner culture. The study is theoretically grounded in the analytical psychology of C.G. Jung. In evolving his ideas on psychological development, Jung sees development and individuation as embedded in the archetypes of the Feminine (nurturing, interrelatedness, immersion in life, empathy) and the Masculine (autonomous, separateness, aggressiveness). Jung argues that women instinctively have more of these Feminine qualities and live in a Feminine consciousness, while men have more of a Masculine consciousness. Post-Jungians have come to understand that, as a result of gender and cultural conditioning in the western patriarchy, women, as a result of their experiences, tend to have the archetypal Feminine patterns and ways of being mediating themselves. Post-Jungian thinking has led to an understanding that Feminine and Masculine consciousness are open to both sexes from birth. A post-Jungian developmental model regards the Feminine and Masculine as the basic principles in which all other archetypes partake. They are used to explain the developmental patterns of the Self and ego-consciousness over a life-time. Thus this post-Jungian model becomes a way in which to understand the developmental patterns of the Self in career-oriented women by using the Feminine and Masculine principles, their images, and forms. In the Jungian paradigm, the world of industrialised market-related work forms part of the Masculine archetypal principle with its modes of consciousness in its heroic drivenness, aggression, goal-orientation, and regulatory nature. Thus, career-oriented women would tend to move closer to, and even identify with, the world of the Masculine and its modes of consciousness, while leaving more of their Feminine qualities in the unconsciousness. These considerations lead to the questions of what Feminine and Masculine themes emerge in the dream imagery of career-oriented women and how they relate to the developmental model of the Self which explains development in terms of the Feminine-Masculine polarity. This investigation also indicates particular images with which these women are identified and which mediate their ego-consciousness and ways of being. The first part of the literature study deals with Jung's understanding of the dynamics of the psyche and how these pertain to the two basic archetypal principles of the Feminine and Masculine. The focus is on the developmental model of the Self which integrates Jung's work and current post-Jungian thinking. This part also explores the Feminine and Masculine principles, their forms, images and structures. The second part of the literature study focuses on the Masculine nature of work. The last part of the literature study deals with an adapted model of the Self, using the archetypal Feminine and Masculine, for career-oriented women. To address the research questions empirically, a hermeneutically-grounded thematic analysis of 128 dreams reported by career-oriented women of Afrikaner origin was undertaken. Nineteen themes emerged from the data, each of which has been elucidated in turn, using Jung's method of amplification. This process yielded two concise themes, the Feminine and the Masculine. This study concludes that the dream imagery in career-oriented women reveals more Feminine themes (fifteen) than Masculine (nine), indicating that these women have as a group moved closer to the Masculine modes of consciousness with their specific implications for development and individuation. The structural or typological images mediating these modes of consciousness are identified and described within the developmental model of the Self. The clinical implications of these findings and indications for further research are explained.
Open Access
Geslagsverskille in persoonlikheid, prestasiemotivering en loopbaanankers by entrepreneurs
(University of the Free State, 1999) O'Neil, John Wesley; Bester, C. L.
Afrikaans: In die laat sestiger-jare het die Suid-Afrikaanse ekonomie begin stagneer en die agteruitgang het voortgeduur tot vandag. Sedert die middel-sewentigs het die ekonomie in die VSA beweeg van 'n "bestuursekonornie" na 'n "entrepreneursekonomie" . Die totale aantal poste in die VSA het in die dekade van 1974 tot 1984 met 24 miljoen gegroei. Sedert die 1960's het werkskepping en ekonomiese groei verskuif van die groot vervaardigingsektor na die medium- en kleinsakesektor. Klein ondernemings omvat ongeveer 75% van die Japannese en 50% van die Amerikaanse ekonomie. In Suid-Afrika het die regering op alle vlakke van die ekonomie ingemeng, tot die verlies van die totale ekonomie. Selfs die blanke bevolking is so beïnvloed deur die idee van die "Totale Aanslag" en die afweer daarvan, dat min of geen aandag geskenk is aan die ontwikkeling van klein ondernemings of entrepreneurs. Volgens verskeie outeurs is entrepreneurskap egter 'n komplekse begrip en pogings om aan die hand van die psigologiese eienskappe . van die entrepreneur die begrip te verstaan, het die begrip nog meer' kompleks gemaak. Volgens die literatuur is dit ook duidelik dat daar nie ooreenstemming is oor die psigologiese eienskappe van die entrepreneur nie en selfs nie eens oor wat entrepreneurskap is nie. Dit kan duidelik gesien word uit die gebrek aan navorsing oor vroulike entrepreneurs asook die psigologiese eienskappe van vroulike entrepreneurs. Slegs deur navorsing kan entrepreneurskap asook die eienskappe van die entrepreneur beter verstaan word. Sodoende kan die psigologiese eienskappe van entrepreneurs asook die regte klimaat vir entrepreneurskap beter ontwikkel word, Uit die literatuur is dit ook duidelik dat die identifisering van psigologiese eienskappe van manlike en vroulike entrepreneurs baie belangrik is vir voorspelling van entrepreneurspotensiaal en die ontwikkeling van die eienskappe by nie-entrepreneurs of toekomstige en trepreneurs. In dié studie is daar gevolglik gepoog om 'n vergelyking te tref tussen manlike en vroulike entrepreneurs om te bepaal of daar enige statisties beduidende verskille bestaan tussen die twee geslagte t.O.V. persoonlikheid, prestasiemotivering en loopbaanoriëntasies. In die literatuurstudie is aandag geskenk aan entrepreneurskap asook die sosiale en psigologiese eienskappe van entrepreneurs, persoonlikheid, prestasiemotivering en loopbaanoriëntasies. In elke hoofstuk van die literatuurstudie is daar gepoog om so 'n wye teoretiese agtergrond as moontlik weer te gee asook om telkens die verband aan te toon tussen manlike en vroulike entrepreneurs. Daar is in hierdie studie van opnamevraelyste gebruik gemaak om navorsingsinligting oor die 81 proefpersone in te samel. Meer spesifiek is van die Loopbaanoriëntasievraelys van Schein (1990), die 16 Persoonlikheidsvraelys (16- PF) van Cattell, die Prestasiemotiveringsvraelys (PMV)en 'n selfontwikkelde biografiese vraelys gebruik gemaak om die inligting in te samel. Die statistiese tegnieke, die ongepaarde ttoets en stapsgewyse diskriminantanalise, is gebruik om die verskille tussen manlike en vroulike entrepreneurs t.o.V. persoonlikheid, prestasiemotivering en loopbaanoriëntasies aan te dui. Daar is bevind dat daar wel statisties beduidende verskille is tussen manlike en vroulike entrepreneurs t.O.V. persoonlikheid en loopbaanoriëntasies. Uit die resultate is gevind dat vroulike entrepreneurs meer geneig is om risiko's te neem as manlike entrepreneurs. Verder blyk dit dat manlike entrepreneurs statisties beduidende hoër tellings verkry op die Lewenstylintegrasieloopbaanoriëntasie as vroulike entrepreneurs. Tog is die oriëntasie een van die loopbaanoriëntasies wat deur vroulike entrepreneurs verkies word. Dit blyk verder dat die drie konstrukte naamlik, persoonlikheid" prestasiemotivering en loopbaanoriëntasies in kombinasie as goeie. voorspellers dien van groeplidmaatskap van manlike en vroulike en trepreneurs. Opsommend blyk dit dat daar wel verskille is tussen manlike en vroulike entrepreneurs t.O.V. persoonlikheid, prestasiemotivering en loopbaanoriëntasies. Die verskille is egter nie so groot soos wat dit in die literatuur blyk te wees nie. Verskeie verskille tussen die resultate van die studie en data soos dit in die literatuur voorkom is ook geïdentifiseer, wat verdere navorsing noodsaaklik maak.
Open Access
The influence of emotional intelligence and mindfulness on self-leadership among graduates in the early career stage
(University of the Free State, 2023) Hattingh, Anneline; Kleynhans, R.; Bezuidenhoud, L.
The study embarked on a comprehensive examination of the intricate dynamics among emotional intelligence, mindfulness, and self-leadership within the context of early-career graduates, aiming to discern the extent to which emotional intelligence and mindfulness influenced self-leadership. A secondary objective involved exploring gender differences in self-leadership levels. Employing a non-experimental, quantitative survey research design, electronic self-administered questionnaires collected data from 160 participants enrolled in a Free State higher education institution. The study applied Multiple Regression Analysis to unravel the relationships under scrutiny. Significantly, the analysis revealed a positive relationship between emotional intelligence and self-leadership. Higher emotional intelligence levels were associated with elevated self-leadership behaviours, aligning with existing literature (Chen & Liang, 2013). This finding underscored the pivotal role of emotional intelligence in shaping effective leadership behaviours, emphasising the importance of emotional regulation and awareness in fostering self-directed leadership skills (Goleman et al., 2002). In the context of mindfulness and self-leadership, the analysis yielded no statistically significant relationship. This nuanced finding suggested that, within the specific parameters of this study, mindfulness may not directly predict self-leadership behaviours among early-career graduates. This outcome prompted further exploration into the distinct impacts of emotional intelligence and mindfulness on self-leadership, providing a nuanced understanding of the multifaceted interplay among these constructs. The study underscored the critical role of emotional intelligence in influencing self-directed leadership skills, evidenced by the positive correlation established through multiple regression analysis. The findings aligned with Chen and Liang’s (2013) findings, highlighting the positive correlation between emotional intelligence and self-leadership components such as self-awareness and self-regulation. The study thus contributed to the theoretical understanding of the influential factors shaping self-leadership behaviours among early-career graduates. The finding also indicated gender difference in self-leadership levels, with females demonstrating higher levels of self-leadership than their male counterparts. The statistical significance of this difference added a noteworthy dimension to the exploration of self-leadership, suggesting potential gender-related nuances in leadership behaviours among early-career professionals. However, caution was advised in interpreting these results due to potential measurement variance, emphasising the need for further exploration in future studies. In conclusion, this study not only enriched the understanding of the relationships between emotional intelligence, mindfulness, and self-leadership but also uncovered gender-related disparities in self-leadership levels among early-career graduates. The implications extended to the fields of career and industrial-organisational psychology, providing valuable insights for practitioners, and laying the groundwork for future research endeavours. The recommendations for future research, including the integration of established emotional intelligence competency models and exploration of context-specific mindfulness interventions, aimed to enhance the depth and generalisability of findings in diverse contexts (Goleman & Boyatzis, 2007; Dane & Brummel, 2014).
Open Access
The influence of emotional intelligence and resilience on work engagement amongst nurses in public hospitals
(AOSIS, 2022) Chikobvu, Pardon; Harunavamwe, Martha
Orientation: It has become vital for hospitals to create supportive and conducive working environments. With the reported adverse working conditions in public hospitals, it would be prudent to consider the stimulating factors of work engagement. This research suggests that personal resources such as resilience and emotional intelligence may cushion individuals from being disengaged by enabling them to manage job demands. Research purpose: The study aimed to determine the extent to which a combination of positive aspects and resources of emotional intelligence and resilience may influence work engagement. Motivation for the study: The study was inspired by Demerouti and Bakker who in 2011 signalled that employees become susceptible to health impairments when job and personal resources are likely to be limited. Expanding employee personal resources may thus effectively influence work engagement. Research approach, design and method: The study employed a cross-sectional quantitative survey by means of self-administered questionnaires. The sample consisted of 252 nurses from the Mangaung Metropolitan Municipality, South Africa. Data were analysed using the SmartPLS programme. Main findings: Emotional intelligence influences work engagement through resilience. The strong direct pathway between emotional intelligence and work engagement was noteworthy. Practical/managerial implication: Managers may focus their attention on developing aspects of emotional intelligence and enhance resilience as a way of improving work engagement. Contribution/value-add: The findings add literature to the body of knowledge focusing on expanding personal resource as a way to enhance work engagement amongst nurses in public hospitals.
Open Access
The influence of technostress and work life balance on Burnout among employees in the Banking sector in the Free State
(University of the Free State, 2022) Akwa Nde, Agnes; Delport, Marthinus
The growing concerns from employees regarding health challenges in the workplace especially in the banking sector post-pandemic in light of burnout, technostress and work-life balance challenges demands attention. The current study examines the effects of technostress and work-life balance on burnout among employees in the banking sector. The study, which also explores relationships, draws on data gathered through a cross-sectional technique and analysed using a statistical modelling approach (covariance-based structural equation modelling). Three questionnaires (Burnout Assessment Tool (BAT), Technostress Questionnaire (TSQ), and Work-Family Conflict Scale (WAFCS) were used to collect the data. All constructs had acceptable levels of reliability, as evident from the values obtained from Cronbach’s alpha. A convenient sampling method was used to recruit respondents for the study, and the sample comprised 245 employees from organisations in the banking sector. The study arrives at various findings and suggestions. The covariance-based structural equation modelling let to the finding by establishing that the structural model was a good fit i.e., SRMR is 0.0326 < 0.05, GFI is 0.998 > 0.95 and AGFI is 0.997 > 0.95. Also, the squared multiple correlation of 0.584 indicated that the structural model explained 58.4% of the variation in burnout. Furthermore, technostress had a statistically significant positive relationship with burnout (β = 0.316). This was also the case with the relationship between work-life balance and burnout (β = 0.315; p = 0.001), and the relationship between technostress and work-life balance (β = 0.697; p = 0.001). This thesis suggests several theoretical implications. The study expands our understanding of the combined effect of technostress and work-life balance on burnout. In terms of managerial implications, the study brings to light the influence of technostress and work-life balance as contributing factors to employees’ experience of burnout. Therefore, the interactions between the various constructs (technostress, work-life balance) experienced by employees will influence the extent to which they will experience various levels of burnout in the organisation. As a result, implementing coping strategies to assist employees in the banking sector deal with issues relating to technostress and work-life balance especially post-pandemic is imperative. One of the limitations of the study is that there is not sufficient research on the combined effect of technostress and work-life balance on burnout in South Africa. Thus, a challenge when testing the model as it was difficult to compare hypothesised directions for some of the proposed paths. One of the limitations of the current study was that it focused mostly on the banking sector and used a convenience sampling method. This implies that the findings can only be generalised in the banking industry. Therefore, to have a wider understanding of the interaction between the various variables, future research should consider adopting a multi-sample or use a probability sampling method that is more representative and can permit generalisation.
Open Access
Leadership styles of lower and senior level management within a mining company
(University of the Free State, 2003) Jones, Brenton; Kotzé, M.
Afrikaans: Leierskap is ’n vereiste vir ’n suksesvolle organisasie, gemeenskap of samelewing omdat leierskap rigting voorsien. Die nuwe millennium vereis ’n groot mate van verandering en Suid-Afrikaanse maatskappye sal verplig wees om spoedig georganiseerde veranderings te bewerkstellig. Veranderinge in die mynbedryf maak dit noodsaaklik om die bedryf voor te berei vir toekomstige uitdagings. Dit is die beleid van die mynbedryf dat leierskap ’n essensiële factor is in die veranderingsproses. In die lig van bovermelde, het die bestuur van ’n mynmaatskappy in die Noord-Kaap dit noodsaaklik gevind om die stand van leierskap in die maatskappy vas te stel. Die doel van hierdie navorsing was om te bepaal of laer en senior bestuur verskillende leierskapstyle toepas en of die persepsie van leierskap verskil tussen leiers en ondergeskiktes. Benewens dit wou bestuur bepaal of daar ’n verskil is in leierskap styl gebaseer op kulturele groeperinge op grond van huistaal, ouderdom en dienstydperk. Vir hierdie doel is ag-en-neëntig (98) bestuurders ingesluit in hierdie streekproef. Van die ag-en-neëntig (98) bestuurders het een-en-dertig (31) bestuurders met ’n minimum van drie (3) ondergeskiktes deelgeneem om die verskille in persepsie tussen leiers en ondergeskiktes ten opsigte van die leier se leierskapstyl te bepaal. Drie-en-neentig (93) ondergeskiktes het deelgeneem. Leierskapstyl is gemeet met die Multifactor Leadership Questionnaire (MLQ). ’n Eenrigting Analise van Variansie (Anova) was gebruik om die verskille tussen laer en senior bestuur in terme van leierskapstyle te bepaal. Die t-toets vir afhanklike groepe was gebruik om verskille in persepsie te bepaal. ’n Eenrigting Analise van Variansie (Scheffé) was gebruik om verskille tussen sekere groepe te bepaal in terme van ouderdom, dienstydperk en kulturele groepering, op grond van huistaal. Gebaseer op statistiese analise, kan die volgende gevolgtrekkings gemaak word: • Daar is ’n statistiese beduidende verskil tussen laer en senior bestuursvlak met betrekking tot leierskapstyl. Senior vlak bestuur is meer transformerend dan laervlak bestuur wat meer transaksioneël is. • Daar is ’n statistiese beduidende verskil in persepsie tussen bestuurders en ondergeskiktes met betrekking tot die leierskapstyl van die leiers. • Daar is statistiese beduidende verskille in leierskapstyl gebaseer op biografiese veranderlikes soos ouderdom en dienstydperk. Daar was geen verskil ten opsigte van leierskap en kulturele groepering soos bepaal op grond van huistaal nie. Die interpretasie van hierdie bevindings wat op ’n geleentheidsteekproef gebaseer is moet met omsigtigheid benader word.
Open Access
'n Ondersoek na die praktiese bruikbaarheid van die aanlegprofieltoetse in die S.A. Weermag
(University of the Free State, 1982) Marais, Leon; Langenhoven, H. P.
Afrikaans: 1. Doel van die ondersoek. In die poging om mense te klassifiseer volgens hulle aanlegte of basiese vermoens het daar verskeie indelings ontstaan. 'n Verdere indeling wat in hierdie verhandeling ondersoek is, is die teoretiese (data), kommunikatiewe (mense) en praktiese (dinge) aanleg. Sover bekend, is daar nog nie sielkundige toetse ontwikkel wat menslike hoedanighede volgens die indeling meet nie. Omdat hierdie indeling direk aansluit by die huidige posontledingstelsel van die Weermag, was die navorser van mening dat 'n ondersoek na die praktiese bruikbaarheid van die Aanlegprofieltoetse van Prof. H.P. Langenhoven in die Weermag 'n nuttige bydrae kon lewer. 2. Die aard van werk in die Weermag. Posontleding vorm die basis van enige personeelstelsel. Die Weermag se belowende stelsel is geskoei op die alombekende "data, mense en dinge" konsep (Functional Job Analysis) en sluit uitstekend aan by die standpunt wat Prof. Langenhoven huldig, naamlik dat alle werk verdeel kan word in data (dinkelemente), mense (interpersoonlike) en dinge (doenelemente). 3. Teoretiese grondslae waaruit die Aanglegprofieltoetse ontwikkel is. In die navorsing gedoen oor die aard van algemene vermoens, aanlegte en belangstelling (Hoofstuk 2), is gevind dat vroeere navorsers reeds op hierdie basiese indeling afgestuur het. Hierdie klassifikasie hou verband met die indeling van werk in vakkundige-, bestuurs- en bedryfswerk. 4. Empiriese ondersoek. In hierdie gedeelte van die verhandeling is daar na die volgende aspekte gekyk: (a) Statistiese beskrywing van die Aanlegprofieltoetse, (b) die geldigheid daarvan m.a. w. of die toetse meet wat dit veronderstel is om te meet en of dit verband hou met die soort inligting wat in die Weermag benodig word, (c) die betroubaarheid daarvan, m.a.w. of die toetse konsekwent meet, en (d) of die toetse ekonomies is in terme van tyd, kostes en mannek~ag nodig vir die administrasie daarvan. Hierdie ondersoek is gebaseer op die normberekening en -toepassing van die toetse op 'n 800-tal dienspligtiges in Bloemfontein en verdere navorsing is gevolglik nodig om die waarde en die beste gebruik van die toetse te verseker. Die grootste probleem waarmee die navorser te kampe gehad het, was die gebrek aan geldige kriteria. Opleidingspunte is nie noodwendig 'n aanduiding van operasionele sukses of sukses as 'n opleidings-instrukteur nie. Die getalle waarmee gewerk moes word, was somtyds baie klein, met die gevolg dat die resultate daardeur benadeel kon word. Deur net hierdie twee faktore te verbeter, mag die resultate heelwat verbeter word. Die belangrikste gevolgtrekkings wat uit die verwerking van die gegewens (Hoofstuk 4) verkry is, is die volgende: (i) dat die geldigheid van die toetse aanvaarbaar is. Weens die gebrek aan goeie kriterium-punte is die korrelasies laer as wat graag verkry sou wou word. Dit kan egter, soos hierbo genoem, heelwat verbeter word. (ii) die betroubaarheid van die toetse is uitstekend en ten spyte van die klein groepies mense, is korrelasies van tot 0,90 (0, 75 die laagste) verkry. (iii) die toetse is baie ekonomies in terme van tyd, kostes en mannekrag benodig. (iv) die toetse kan ook gebruik word: vir beroepsvoorligting, om eksamenpunte te voorspel vir die plasing van mense in die regte eenheid, vir die identifisering van leierspotensiaal. Ten slotte is die navorser van mening dat die Aanlegprofieltoetse saam met die Beroepsorientasietoets 'n nuttige bydrae kan lewer en wel in die volgende twee rigtings: (i} As 'n klassifikasie-hulpmiddel, waar die ideaal sou wees om die kenmerkende profiele van poste sowel as kandidate te bepaal en dit dan teen mekaar op te weeg, en (ii) as 'n voorligtingshulpmiddel, waar daar aan dienspligtiges, wat die Weermag na twee jaar verpligte diens verlaat, die nodige insig ten opsigte van wat sy swak- en sterkpunte, asook belangstelling is, gegee kan word. Meer navorsing moet egter nog hieroor gedoen word en enkele. aanbevelings word in Hoofstuk 6 gedoen. vir die identifisering van leierspotensiaal.
Open Access
n Ondersoek na die verband tussen organisasieklimaat en werkstevredenheid van vakkundige personeel in 'n staatsdepartement
(University of the Free State, 1985) Kotzé, Martina; Uys, J. S.
Abstract not available
Open Access
n Ontleding van die waarde van die 19-veld-belangstellingsvraelys as 'n bykomende keuringsinstrument van verkeerspersoneel vir die Suid-Afrikaanse Vervoerdienste
(University of the Free State, 1983) Lubbe, Pierre Gerrit; Venter, A. P.
Abstract not available
Open Access
Die ontwikkeling van 'n werksetiekvraelys gebaseer op 'n holistiese filosofiese model van etiese besluitneming
(University of the Free State, 2009) Boshoff, Estelle; Bester, C. L.
Afrikaans: Onetiese gedrag is ‘n algemene tendens in die huidige werksituasie waar daar ‘n verval in etiese gedrag op nasionale sowel as internasionale vlak binne organisasies blyk te wees. Onetiese gedrag waaronder omkopery, nepotisme, bedrog en korrupsie word dan ook algemeen in Suid-Afrikaanse organisasies aangetref. Onetiese gedrag kan finansiële gevolge en markverwante risiko’s vir organisasies inhou en negatiewe mediablootstelling tot gevolg hê. Behalwe die negatiewe gevolge wat onetiese gedrag vir organisasies inhou, het onetiese gedrag ook ‘n lae moreel onder werknemers en ’n hoë werknemeromset tot gevolg. Die negatiewe gevolge wat onetiese gedrag vir organisasies sowel as die Suid-Afrikaanse ekonomie inhou, noodsaak ‘n fokus op faktore wat ‘n invloed op etiese gedrag, en spesifiek werksetiek, mag uitoefen. Huidige navorsing ondersteun ‘n persoon-situasie-interaksiebenadering tot etiese besluitneming waar beide individuele en situasionele faktore die besluite wat die individu neem, beïnvloed. Betreffende individuele faktore wys navorsers daarop dat die individu se etiese besluitnemingsfilosofie die wyse waarvolgens etiese probleme hanteer word en die gedragsbesluite wat geneem word, beïnvloed. Vanuit die literatuur het dit geblyk dat verskillende outeurs verskillende filosofiese benaderings rakende etiese besluitneming geïdentifiseer het. Daar bestaan egter nie ‘n model wat hierdie benaderings integreer nie. Verder het dit ook vanuit die literatuur geblyk dat daar binne die Suid-Afrikaanse konteks ‘n behoefte bestaan aan die ontwikkeling van ‘n betroubare en geldige werksetiekvraelys wat individue se etiese besluitnemingsbenadering sowel as vlak van etiese gedrag, bepaal. Derhalwe was die doel van hierdie studie tweërlei: Eerstens is ‘n holistiese filosofiese model van etiese besluitneming ontwikkel. Die model het die volgende ses filosofiese benaderings rakende etiese besluitneming geïntegreer, naamlik die reëlgebonde benadering; die konsekwensialistiese benadering; die reëlgebonde-konsekwensialistiese benadering; die deuggebaseerde benadering; die sosiale regverdigheidsbenadering en relativisme. Tweedens is ‘n werksetiekvraelys (Werksoortuigingsvraelys) (WOV) ontwikkel wat op ‘n steekproef van vyfhonderd-vier-en-twintig proefpersone afgeneem is. Itemontleding en seleksie van items vir die finale vraelys is uitgevoer deur van verkennende en bevestigende faktorontleding gebruik te maak. Vanuit die statistiese ontledings is daar tot die volgende gevolgtrekkings gekom betreffende doelstelling 1 en doelstelling 2 van die WOV. Doelstelling 1 (Skaal A): Die bepaling van die individu se vlak van etiese gedrag Skaal A beskik oor ‘n bevredigende inhoudsbetroubaarheid. Verder blyk dit dat wat die geldigheid betref (konstrukgeldigheid), die konstruk, vlak van etiese gedrag goed gedefinieer word. Doelstelling 2 (Skaal B): Identifisering van die filosofiese benaderings wat tydens etiese besluitneming gevolg word - Betreffende die ses filosofiese benaderings rakende etiese besluitneming wat vanuit die literatuur geïdentifiseer is, is daar eerstens eendimensionaliteit vir die benaderings veronderstel. Vanuit die statistiese ontledings blyk dit dat die ses benaderings elk ‘n bevredigende inhoudsbetroubaarheid toon. Verder blyk dit dat wat die geldigheid betref (konstrukgeldigheid), die konsep filosofiese benaderings rakende etiese besluitneming (ses- faktorstruktuur) goed gedefinieer word en dat die ses-faktorstruktuur ‘n goeie passing en ‘n bestendige metingsmodel toon. - Vervolgens is al tweehonderd-en-vyftien items aan verkennende faktorontleding onderwerp sonder dat enige vooraf geïdentifiseerde faktorstruktuur veronderstel is. Daarna is bevestigende faktorontleding op die nuwe faktorstruktuur toegepas. Drie faktore het na vore gekom, naamlik die reëlgebonde, konsekwensialistiese en diskresionêre benaderings. Die drie benaderings het elk ‘n bevredigende inhoudsbetroubaarheid getoon. Verder blyk dit dat wat die geldigheid betref (konstrukgeldigheid), die konsep filosofiese benaderings rakende etiese besluitneming (drie-faktorstruktuur) goed gedefinieer word en dat die drie-faktorstruktuur ‘n goeie passing en ‘n bestendige metingsmodel toon. Daar kan derhalwe met die ses-faktorstruktuur of met die alternatiewe drie- faktorstruktuur gewerk word. Die belangrike waarde van die studie blyk vanuit die feit dat dit die behoefte aan ‘n betroubare en geldige werksetiekvraelys vir die Suid-Afrikaanse konteks aangespreek het. Hierdie meetinstrument verskaf nie net ‘n aanduiding van die individu se vlak van etiese gedrag nie, maar ook die benadering wat tydens etiese besluitneming gevolg word.