Academic literature on the topic 'Bank employees – Botswana – Psychological aspects'

Mergers and Acquisitions (M&As) is one of the most accepted inorganic strategic tool in the hands of decision makers. Though, it is a major decision as it requires huge investments but it propels the wings of growth instantaneously and such investment decisions are largely based on financial aspects of business. It brings growth as well as unavoidable challenges for Transferor and transferee Company. Such challenges may include work culture related factors and psychological factors, which directly affect the work force of the transformer company as it is observed in case of ICICI Bank and the Bank of Rajasthan Ltd. BoR amalgamation when all the bank employees of BoR agitated. Therefore, the aim of this research paper is to identify the most prominent factors (merger stressors) which affect the stress level of bank employees during post merger. The factors are divided into two heads i.e. work culture related factors and psychological factors which covers total 13 and 11 factors respectively. For this purpose, a large sample of 60 BoR bank employees has been drawn from Udaipur city and the factor analysis has been performed. We found that cultural fit and HR policy framework are two prominent factors for high level of stress and dissatisfaction among bank employees. This study is a small contribution for the betterment of the bank employees and provides guidelines for bank policy makers, strategists, scholars and researchers.

Continuing failures of financial capitalism across borders have led corporation to develop a more balanced economic growth model of transformational entrepreneurship that emphasises both short-term economic and longer-term social impacts. The model encourages entrepreneurial activities that bring major changes in the related markets and industries, as well as changes in society and culture. At the corporate level, transformational entrepreneurship prepares employees for any potential changes induced by a dynamic environment; it also improves the psychological capital of individual employees, and effective transformational entrepreneurship can eventually accelerate performance. The purpose of this study is to investigate (1) the direct and indirect effects of transformational entrepreneurship on readiness for change, psychological capital and employee performance, and (2) how the effects to readiness for change and psychological capital influence employee performance. The study data were collected using questionnaires completed by employees in 257 branches of a state-owned bank with locations throughout Indonesia. The data were analysed using the structural equation model. The results show that transformational entrepreneurship significantly and positively influences readiness for change, psychological capital, and employee performance and that readiness for change and psychological capital significantly and positively influences employee performance. Additionally, the effect of transformational entrepreneurship on employee performance is more significant if it is related to psychological capital than to readiness for change or to aspects of employee performance unrelated to transformational entrepreneurship. These findings enrich our understanding of transformational entrepreneurship and its value related to the direct and indirect effects on variables such as readiness for change, psychological capital and employee performance.

The main purpose of this article is preliminary identification of manipulation techniques and methods used in banks for staff relationship management. The empirical contribution of this article is to discuss the influence of immediate supervisor on the consumer’s consultants in the banking sector. The author has tried to answer the research questions, Are there any manipulation techniques used by bank managers? If, yes, what methods of psychological manipulations are applied by supervisors on to their employees. Data is gathered by using interviews with an experts’ group and by the critical reflection on the professional experiences of the author of the article. The initial results highlight some manipulation techniques used by bank managers on the consumers’ consultant, for example, the reciprocity technique, group technique, the contrast technique, authority technique, word manipulation technique, impression management technique and social manipulation techniques, such as the foot-in-the- mouth and dialogue, the door-in-the-face”, stressful situations, feelings of guilt. It is also worth noting that in opposition to techniques there are examples of psychological counteraction to manipulation, for example, the instinct to restrain aggression and empathy, change assessment into opinion, violation of the principle of reciprocity, self-esteem, personality and manipulation. The author also paid considerable attention to aspects such as rights and needs of the employee in the sales of financial services and his job satisfaction.

The article is devoted to the research of modern methods of bank staff’s motivation. Authors analyse some aspects of functioning of a personnel motivation system, for example, PJSC СB "PRIVATBANK". The basic approaches of banking personnel’s motivation are revealed. Their characteristic features are considered. It is proved that the effective motivational mechanism in the bank is a system of economic, organizational and administrative, social and psychological methods of influencing motives of personnel work behaviour in order to develop their internal need for greater labour efficiency. As a result of the analysis, authors have constructed the economic and mathematical model for selecting the optimal motivation strategy for a staff. In the developed economic and mathematical model we have foreseen the elements that allow taking into account the status of bank employees, the level of their work evaluation, the use of social package’s elements and others. Such model can be used for analysis and making personnel rating for different periods of time, as well as for identification of peculiarities of motivation strategies in the work of personnel not only in the bank as a whole, but also in its individual units, branches, and units. In addition, this model can be modified both structurally and substantively. Results of analysis have been processed by Microsoft Office Excel spreadsheets office program. Data analysis has been performed using the "Find a Solution" tool in spreadsheets, which allows finding keys for optimization problems with almost unlimited number of variables. As a result, it has been confirmed that the application of economic and mathematical methods is very effective in assessing modern methods of staff’s motivation. Also it has been reasoned that a mechanism of regulating labour motivation must effectively combine strategic interests of a bank with interests of its staff, the style of bank’s management with a system of effective labour motivation.

The theoretical foundations of technology personnel in the modern personnel management system and the trends of modern HR management are considered. The growth of the role of the human factor in the activities of enterprises has proved the need to find ways to increase the efficiency of the use of labor potential. Of course, the efficiency of companies depends on a number of socio-economic factors, among which the human factor is the most important. That is why scientists are paid to the development of theoretical and applied aspects of personnel management. The work of the KP "Wayerbud" is analyzed. The road economy is characterized by a significant level (more than a third) of the staff in comparison with other industries, which negatively spills the effectiveness of enterprises of this industry. Among the reasons, it should be noted the complex working conditions associated with the open air work with an elevated and low temperature of the air and seasonal nature of the activity, as well as the data of the Ministry of Infrastructure of Ukraine Low level of remuneration – 3200–4000 UAH. Informatization of society and the development of information technologies have largely reflected on the personnel management system. Informatization of personnel work allowed to improve the efficiency of personnel management based on completeness, efficiency, complexity, systematic and probability of information necessary for the adoption of personnel decisions, as well as expanding opportunities for its accumulation, preservation and processing. Measures were developed for the formation of the motivational policy of the enterprise, justified to reduce labor costs and improved methodological approaches to determining the number of managerial staff. In order to effectively, a new organizational thinking, team culture and new business standards are required. In addition, cooperation between employees should be based on the principles of creative interaction and mutual respect. Conducted in previous studies of personnel management systems and personnel management analysis on the research object, allowed to identify the main directions of work with personnel: vocational qualification and job promotion of employees (career management); creation of permanent personnel (stabilization of existing ones); improvement of morally – psychological climate; provision of jobs; accounting for qualification and personal skills with the formation of a data bank; evaluation of labor results for detecting the potential of each employee; training, advanced training in the organization. The results obtained can be used in the practical activity of the KP "Wayerbud" and other branches of the industry.

<p>In recent architectural and environmental research, principles of sustainability and affordability with respect to economic, environmental and social policies have been widely discussed on a worldwide scale. Urban housing planning can play a very important role in achieving sustainable growth and development by integrating ‘sustainable development principles’ into urban planning strategies, policies, programs and projects. In addition, affordability is at the heart of households’ efforts to improve their housing situation. It has been widely recognized that employment, income generation and access to housing are highly interrelated internationally. Housing affordability has become one of the dominant research topics in recent years. However, few studies have been undertaken to test the compatibility between affordable housing and sustainable housing. Sustainable and affordable development of housing, a basic unit of human settlement, is also a crucial component of social development in one community. It plays an important role in achieving sustainable development. The concept of shelter differs from individual to individual depending on culture, tradition, profession and way of living. Besides being a basic necessity, it is also a source of identity that has a significant effect on the overall psychological well being of the inhabitants. Sustainable-affordable habitat can be described as a way of developing and maintaining a living environment supporting human health (both physical and psychological), satisfying shelter needs, and protecting and preserving nature for future generations. This paper introduces a conceptual framework for defining housing problems from the perspective of the support of beneficiaries, and it seeks to analyze the effectiveness of Afghan national development policies in facilitating sustainable-affordable habitat across the country. The framework shows the interdependency of different aspects of sustainability in the process of housing development. It also sets out strategies and identifies policy initiatives required to realize the goal of sustainable-affordable habitat in Kabul. The principles developed in this paper can be generally applied and adopted in Afghanistan, a country that is less developed economically.<br />A fundamental understanding of these two issues is necessary to develop successful examples of this form of accommodation. Because of three decades of socioeconomic and political instability in Afghanistan, the country does not have a national housing policy. This paper tries to create the foundation for an Afghan national housing policy. This research reveals that the majority of Kabul residents are low- or medium-income earners that cannot afford housing produced under market conditions. This paper aims to identify suitable built forms for housing that is both affordable and environmentally sustainable. A series of case studies were conducted to investigate some of the best international forms to be adopted in practices at the national scale. The research is conducted qualitatively, and the required data is acquired from a site survey of Kabul, in addition to data from new World Bank and JICA (Japan International Cooperation Agency) Master Plans. The result was the development of a framework that enables the assessment of the overall performance of various types of housing development. There is very little evidence that the present approach of housing provision linked to the vagaries of market forces has provided affordable housing, especially for government employees and low-income citizens. There is a need to incorporate social housing into a policy to assist people who cannot provide their own housing needs.</p>

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159 This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.

The management concept of Employee Value Proposition (EVP), which details the value and benefits employees derive from being members of the organisation, has been widely touted in literature as a determinant of work engagement and retention. The growing body of Positive Organisational Behaviour (POB) acknowledges the importance of these concepts, particularly in the service industry where engagement and retention are critical for good customer relationships. The research followed a quantitative and non-experimental approach by using primary data as the unit of analysis. Using a self-report electronic questionnaire, relationships between EVP, WE and Turnover Intentions were determined from a sample of (N=259) consisting of supervisor to management level employees in commercial banks across Botswana. The adopted composite questionnaire has been validated for the South African sample and proved to have high reliability. The individual instruments have been used in different industries as well as professions and showed no inherent bias. The results showed some important relationships between EVP, WE and Turnover Intentions. Specifically, EVP fulfilment revealed a substantive positive relationship with Work Engagement whereas another substantial relationship exists between engagement and Turnover Intention. While a definitive but small relationship exists between EVP and Turnover Intention, it was recommended that the organisation that participated can buffer turnover intention through leveraging engagement levels, especially the dedication dimension of engagement as it has found to be the prerequisite for vigor and absorption dimensions of engagement.

Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: The banking industry today is seen as a demanding world of work where employees are constantly exposed to high demands and this may have an influence on their work engagement levels and their organisational commitment. It seems that in this industry, employee turnover and absenteeism levels are high, and some employees seem to be de-motivated in their work. The impact of this changing world is most evident in changes in the employment relationship that exist between employer and employee. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas there is a strong perception that employees receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area, and in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. Should either employment party not fulfil its contractual terms in any way, the psychological contract will be breached or violated and the employee might attempt to balance the situation by reducing his or her job efforts and making use of various counterproductive work behaviours. Transformation or change of the working circumstances, such as during or after mergers, seem to present a serious challenge to the employment relationship and the prevailing levels of job satisfaction, organisational commitment and productivity. The research question for this study was: “To investigate whether differential exposure of employees of a retail bank to change-related stressors is associated with different configurations of perceived job demands and job resources, affective states, psychological contract, job engagement, burnout and counterproductive work behaviour, and to study the relationships between these variables with the view to understanding the development of the job engagement, burnout and performance-related behaviours of these employees”. This study utilised a quantitative descriptive research design to analyse the data using statistical procedures. All the data was statistical in nature. The sample (n = 300) comprised of employees of three main levels on the organigram such as, team leaders, team managers and employees, from the Regional Head Office in Pretoria. The primary research tool utilised to conduct the study was a self-compiled questionnaire. This was hand delivered and collected from all respondents. The six questionnaires constituting the composite questionnaire were: the Maslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), the Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) and the Warwick-Edinburgh Mental Well-being Scale (WEMWBS). The descriptive statistics reflected a majority of participants had been working for 1 to 4 years (34%) and 5 to 9 years (33%). The largest percentages of participants (74%) were team members while other participants were defined as team leaders (22%) and team managers (4%). The majority of these participants (59%) were also appointed prior to the merger while the median was calculated at 3 years for the amount of years the participants have remained in their current job band (salary structure). A very high percentage of participants (82%) did not manage people directly nor indirectly (83%). It was found that an inter-correlation existed between the demographic variables and the psychological constructs, confirming that the number of years employed was associated with a lower likelihood of psychological withdrawal. While the years of employment in the same position related positively with absorption, and negatively with perceived job resources, the level of abuse experienced, showed a positive association with the degree of psychological contract adherence by the employee and a negative correlation with the extent of perceived contract violation. Evidence was also found for the moderating effect of work engagement in the relationship between well-being and work engagement and between work engagement and some of the counterproductive work behaviour dimensions. Evidence also revealed that mental well-being was experienced some of the time and counterproductive work behaviour almost never. The higher burnout scores, coupled with the simultaneous higher level of work engagement could possibly be viewed as an exploitable factor. The limitations of the current study and recommendations for organisations are discussed. This study highlights the fact that virtually all the comparisons between the pre-merger appointees and the post-merger appointees were insignificant. Burnout was however much more evident with the post-merger group. Employee or employer obligations towards the respondents were also viewed as insignificant, irrespective of the differences in psychological contract each employee experiences.<br>AFRIKAANSE OPSOMMING: Die banksektor word vandag gesien as 'n veeleisende werksomgewing waar werknemers konstant blootgestel word aan hoë werkseise. Dit kan dalk 'n invloed hê op hul werksbegeestering en hul organisasieverbondenheid. Dit blyk dat hierdie industrie hoë vlakke van werknemeromset en afwesigheid ervaar en dat sommige werknemers gedemotiveerd is in hul werk. Die uitwerking van die veranderende werksplek is veral sigbaar in die verandering van die diensverhouding tussen werkgewer en werknemer. Van werknemers word verwag om al hoe meer opofferinge te maak in terme van hulle tyd, insette, vaardighede en aanpasbaarheid, terwyl daar ‘n persepsie bestaan dat hulle al hoe minder ontvang in terme van loopbaanontwikkeling, lewenslange indiensneming en werksekuriteit. Dit is binne die konteks van die waargenome kompleksiteit binne die werksplek dat werksbegeestering 'n fokusarea geword het,en in die besonder om begrip te ontwikkel vir die mediërende effek van sekere sielkundige kondisies in verhouding tot werksbegeestering. Sou enige van die partye nie hul kontraktuele verpligtinge in enige opsig nakom nie, sal dit ‘n verbreking of skending van die sielkundige kontrak tot gevolg hê en mag die werknemer poog om die situasie te balanseer deur sy of haar insette te verminder en verskeie kontraproduktiewe vorme van werksgedrag tegebruik. Transformasie van, of verandering in werksomstandighede, soos tydens of nasamesmeltings, skyn ‘n ernstige uitdaging te bied vir die heersende vlak van werks tevredenheid, organisasieverbondenheid en produktiwiteit. Die navorsingsvraag virdie studie was: “Om ondersoek in te stel of verskillende tipes blootstelling van werknemers van ‘n kommersiële bank aan veranderingsverwante stressors geassosieer word met verskillende konfigurasies van werkseise en werkshulpbronne,affektiewe toestande, die sielkundige kontrak, werksbegeestering, uitbranding en kontraproduktiewe werksgedrag, metdie oogmerk om die verhouding tussen die veranderlikes te bestudeer met die doel om die ontwikkeling van die werksbegeestering, uitbranding en prestasiegerigte gedrag van daardie werknemers te verstaan”. Die studie het gebruik gemaak van ‘n kwantitatiewe navorsingsontwerp om alle data wat deur statistiese prosedures versamel word te ontleed. Die steekproef (n=300) bestaan uit 3 van die vernaamste vlakke op die organigram naamlik, spanleiers, spanbestuurders en werknemers van die streekshoofkantoor in Pretoria. ‘n Self-saamgesteldevraelys, wat per hand uitgedeel en versamel is, is gebruik in die studie. Die ses individuelevraelyste waaruit die vraelys bestaan het,sluit die volgende in: dieMaslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), die Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) en die Warwick-Edinburgh Mental Well-being Scale (WEMWBS). Die beskrywende statistiek reflekteer ‘n meerderheid van die respondent wat werkend is tussen 1 tot 4 jaar (34%) and 5 tot 9 jaar (33%). Die grootste persentasie van respondente (74%) was spanlede, terwyl die ander gedeelte van respondente verdeel is as spanleiers (22%) and spanbestuurders (4%). Die meerderheid van respondente (59%) was ook voor die samesmelting van die bank groep aangestel terwyl die mediaan bereken was op 3 jaar vir die hoeveelheid diensjare wat elke werknemer in hulle huidige posvlak was. ‘n Baie hoë persentasie van respondente (82%) het glad nie ondergeskiktes direk of indirek (83%) bestuur nie. Daar is bevind dat ‘n inter-korrelasie bestaan tussen demografiese veranderlikes en die sielkundige samestelling, wat weer bevestig dat die aantal jare wat individue in diens was, geassossieer word met die moontlikheid van ‘n lae psigologiese onttrekking. Terwyl die hoeveelheid diensjare in dieselfde pos posisie positief verbind word met absorpsie en negatief verbind word met waarneembare werkshulpbronne, word die vlak van wantoestand wat ervaar word, positief verband met die graad van nakoming van die sielkundige kontrak by werknemers en ‘n negatiewe korrelasie met waarneembare kontrakbreuk. Bewyse was ook gevind vir die modererings effek op werksbegeestering in die verhouding tussen psigologiese welstand en werksbegeestering en tussen werksbegeestering en somige dimensies van teenproduktiewe gedrag. Bewyse het getoon dat psigologiese welstand ook somtyds ervaar was, terwyl teenproduktiewe gedrag amper nooit ervaar was nie. ‘n Hoë uitbranding telling, gelyktydig gekoppel aan hoë vlakke van werksbegeestering kan moontlik beskou word as ‘n ontginbare faktor. Die beperkinge op die huidige studie en aanbevelings vir die organisaie is ook bespreek. Dié studie beklemtoon ook die feit dat al die vergelykings tussen pre-samesmelting aanstellings en post-samesmelting aanstellings totaal onbeduidend was. Uitbranding was baie meerduidelik opsigtelik onder die post-samesmelting groep. Werknemer of werkgewer verpligtinge teenoor die respondente was ook gesien as onbeduidend, ongeag van die verskille in die sielkundige kontrak wat deur elke werknemer ervaar word.

“A research report submitted in partial fulfilment of the requirements for the Degree of MA by coursework and Research Report in the field of Organisational Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg, 26 May 2017”<br>The aim of the study was to investigate associations of employee psychological well-being, job satisfaction, psychological well-being and organisational commitment among public service employees in Botswana. The study was cross-sectional in nature. A total of 138 participants were recruited but only the responses of 129 participants were used in the final analysis after excluding the responses of 9 participants due to missing data. Of the 129 participants, there were 73 female participants and 55 male participants. The participants were recruited from Gaborone, Botswana and they voluntarily participated in the study. The instruments that were used to collect data were the General Health Questionnaire 12 (GHQ-12), the Overall Job Satisfaction Scale, and the Organisational Commitment Scale. Data were analysed using Pearson‟s Product-Moment correlation, simple regression and chi-square test of association. The results of the study showed that significant relationships were between psychological well-being and job satisfaction, and between job satisfaction and organisational commitment. Additionally, psychological well-being significantly predicted job satisfaction but not organisational commitment. Directions for future studies could focus on investigating the intricate relationships between the variables to assess their impact on employee and organisational performance, and to guide the utilisation of wellness programmes in the workplace.<br>MT2018

Previous research suggested that unlike marketing goods, marketing services required manipulating the physical environment as well as price, promotion, production, and place. This indicates a role for interior design in the marketing strategy of a service business. Research also indicated that little was known about the effect of the different environmental components, especially the color component on consumers' responses. Most color research in marketing is in advertising and packaging but most of it is proprietary and thus unpublished. The objective of this study was to analyze the effect of color on subjects' evaluations of a bank and its employees. The choice of banks was motivated by the fact that banks have a high degree of familiarity among potential subjects. An experiment was designed in which subjects were provided with an illustration of a bank's interior and asked to evaluate the service quality at that bank. The illustrations were computer generated and were identical except for the color scheme. The study used monochromatic color schemes, manipulating the hue (warm and cool) at two value levels (dark and light), generating four treatments (light-warm, dark-warm, light-cool, and dark-cool). A convenience sample of 486 college students, in two lower division classes, was used. Subjects were each assigned a treatment at random, and asked to rate the banks and their employees on eight criteria: reliability, responsiveness, competence, courtesy, access, communication, security, and understanding. The treatments were in the form of 5 1/2 X 4 inch computer printouts attached to the last page of a questionnaire package. The experiment was conducted at the beginning of class time and subjects were given directions by the class instructors. The experiment took subjects an average time of five minutes to complete. The study investigated the effect of color on subjects' evaluations of the eight dependent measures in terms of three independent variables: value, hue, and subjects' gender. The data collected indicated that value had more effect on the dependent variables than did hue or subjects' gender. Banks with dark color schemes were thought to be more reliable, more competent, and safer. Banks with a light color scheme scored significantly better in terms of courtesy and communication, and scales relating to access. In terms of hue, warm color schemes had a higher mean score on courtesy, while the cool color schemes scored higher on competence. Warm hues were found to be more aesthetically pleasing and more familiar than the cool ones. Gender yielded an effect only on the responsiveness variable where mean scores of female subjects were higher than males' scores. Although the study had some limitations the results indicated that there is potential for using specific color choices in bank interiors to foster a desired image. Specifically value can be varied throughout a bank interior to communicate different messages to customers. Dark values could be applied in the teller area to project the impression of safety and privacy that customers need. In the loan department light values can be used to communicate consideration and accessibility. Findings from this study can be of use in other service oriented businesses with role demands similar to banks.<br>Graduation date: 2000

A Dissertation submitted to the Department of Psychology, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the Degree of Master of Arts.<br>The current research report seeks to investigate the relationship between psychological type/cognitive style, and computer attitude components, namely computer anxiety. computer confidence, and computer liking, in a sample of full-time banking employees. Psychological type is assessed by means of the dichotomous preferences of extraversion-introversion (E-I), thinking-feeling (T-F) , and sensing-intuition (S-N), based on Jungian personality theory, and operationalised by the Myers Briggs Type Indicator. The T-F and S-N preferences, being mental processes 0'1 judging or perceiving, may also be interpreted as cognitive styles. Pertinent to the current investigation is the impact that certain demographic variables have on computer attitudes, in terms of their relationship with, and their ability to predict computer attitudes. Research results provide moderate support for the proposed hypotheses. No relationship was found between the extraversion-introversion preference and computer attitudes. People with a sensing preference exhibited more positive attitudes towards computers than people with an intuition preference, People with a thinking preference indicated less computer anxiety and more positive computer attitudes as a whole than their feeling counterparts. No relationship was found between the T- F preference and computer liking or confidence. Age and previous computer experience were found to have the strongest relationships with computer attitudes, suggesting that these two demographics could predict computer attitudes more effectively and conclusively than personality variables. No relationships were found for gender differences and computer attitudes, contrary to previous research.<br>Andrew Chakane 2018

This study was concerned with investigating the perceptions of the conditions of the physical work environment on the psychological and physical wellbeing of employees at Nedbank. This was an important study to carry out due to the fact that people are increasingly spending time indoors more especially in the offices in which they work. Thus it becomes important to investigate the effects that the physical work environment in which people work has on their psychological and physical wellbeing. The buildings investigated in this study were green buildings, as they were concerned with limiting the negative impact of the physical work environment on the wellbeing of employees and the environment. The sample utilised in this study consisted of three hundred and forty nine (n=349) participants of Nedbank from two recently refurbished buildings known as Phase II and Ridgeside, the sampling technique utilised in order to obtain this sample was purposive sampling. The statistical analysis which were utilised was the multiple regression analysis which was used in order to find out which building conditions influenced psychological and physical wellbeing, whilst a partial correlation analyses was performed to investigate the moderating effect of time spent in building. From these analyses it was found that perceptions of the conditions of the physical work environment had a greater influence on the physical wellbeing of employees. Perceptions of the conditions of the physical work environment were found to have a lesser influence on the psychological wellbeing of employees at Nedbank. Results also revealed that time spent in building was not a moderator of the relationships between the perceptions of the conditions of the physical work environment with psychological and physical wellbeing respectively.

The purpose of this study was to determine whether there is a relationship between emotional intelligence and leadership among senior leaders in a South African financial services organisation. The sample consisted of 973 participants. A convenience sample was used, as the leaders were part of a strategic organisational initiative and completed measurement instruments as part of this process. All participants completed the Bar-On EQ-i, in order to measure emotional intelligence, whereas the leadership data were obtained from an organisation-specific multi-rater which accessed self-ratings, peer and subordinate ratings as well as manager ratings in terms of leadership behaviours linked to organisational worldviews of leadership effectiveness. The results show that there was a statistically significant relationship between emotional intelligence and leadership among the leaders, but that there was poor predictive strength between these variables.<br>Industrial & Organisational Psychology<br>MCom (Industrial and Organisational Psychology)