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Doctoral Degrees (Psychology)

Permanent URI for this collectionhttps://hdl.handle.net/10413/6475

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Browsing Doctoral Degrees (Psychology) by SDG "SDG8"

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    Organisational and personal drivers of innovative work behavior of employees in the marketing division of financial institutions in Ibadan, Nigeria: a mixed method approach.
    (2023) Akinpelu, Gbemisola Sekinat.; Meyer-Weitz, Anna.
    The financial sector plays a pivotal role in Nigeria's economy, with organisations facing increasing pressure to enhance performance amidst rising stakeholder expectations and intense competition. In this dynamic environment, customers' access to diverse information sources and suppliers has heightened their expectations for superior product quality and service, necessitating innovation as a crucial driver of organisational success. This study investigates the personal and organisational determinants of innovative work behaviour within the marketing divisions of financial institutions in Ibadan, Nigeria. Employing a sequential exploratory mixed methods design, the study commenced with qualitative interviews involving 12 marketers and 6 marketing managers, followed by a quantitative phase involving the distribution of 330 structured questionnaires, of which 300 were usable for analysis. Thematical and multivariate analyses were carried out. Findings from both qualitative and quantitative analyses reveal several precursors for innovative work behaviour, including transformational leadership, enabling organizational culture and climate, adequate resources, and personal characteristics such as passion, creativity, commitment, engagement, self-motivation, and confidence. Statistical analyses indicate that employees' level of education and the specific banks they work for significantly influence their innovative work behaviour. Furthermore, positive relationships were observed between innovative work behaviour and both personal (psychological capital and employee engagement) and organisational factors (organisational climate and culture). Psychological capital directly influenced innovative work behaviour, while employee engagement exhibited both direct and mediating effects on the relationship between organisational culture/climate and innovative work behaviour. Aligned to the findings, it is recommended that financial institutions foster conducive organisational cultures that promote employee engagement, thereby enhancing innovative work behaviour. At the personal level, strategies to develop marketers' psychological capital and coping mechanisms for stressful work environments are advised to improve their wellbeing and organisational engagement. Additionally, organisational management should prioritize skill training, provide supportive leadership, and implement effective reward systems to support employees in achieving innovative work behaviour. In conclusion, this study underscores the importance of both personal and organisational factors in driving innovative work behaviour within the marketing divisions of financial institutions in Ibadan, Nigeria, offering practical insights for organisational strategies and interventions aimed at fostering innovation and competitiveness in the sector.
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    Psychological strengths of spirituality and transcendence and wellbeing of managers in the automotive sector.
    (2024) Singh-Modi, Jasmé.; Buitendach, Johanna Hendrina.; Reuben, Shanya.
    The purpose of this study was to explore the experiences of managers, drawing on the constructs of the PERMA model of wellbeing and on their respective challenges, as well as to examine the role and utilisation of the psychological strengths (PS) of transcendence, so as to overcome managerial challenges within the South African automotive manufacturing industry. This study employed a qualitative approach in its method of data collection and Interpretative Phenomenological Analysis for interpretation and analyses. The data was hence analysed via an idiographic, inductive and interrogative approach. The Broaden-and-Build theoretical framework was implemented, as a broadened behavioural repertoire, over time, is said to also build skills and resources that enhance survival. Psychofortology provides a perspective of positive psychology from which this research was conducted. The study participants comprised twelve managers within the subsidiaries of the chosen company in the automotive sector, nationwide, who voluntarily participated in the research. Semi-structured interviews were used to gather data and gain insight into the managers’ experiences of wellbeing, the challenges they experienced, the positive and negative factors that were taken into account, and their use of psychological strengths to negate these challenges. The intention of the study was to propose a set of guidelines that could be used to develop a holistic wellbeing intervention for managers by investigating and building on the PS of transcendence that promote wellbeing and that facilitate the capacity of an individual to “flourish.”The findings suggest that the PS of transcendence were utilised by managers in their experience of wellbeing; however, these were not adequately utilised to cope with challenges. This was due to managers not having a good knowledge and experience of the strengths. It was established that the implementation of existing positive psychological interventions (PPIs) is not adequate. The PPIs are not standardised and customised for each of the subsidiaries, and further development is required to suit the unique requirements of each subsidiary in order to address the specific challenges experienced as noted in the findings. The following recommendations for the study were made, and discussed in three parts. The first part discusses the more commonly used PPIs in the workplace, the mainstream or traditional approach. These PPIs are currently found to be implemented within the organisations to greater and lesser extents; however, they are not uniform, customised nor standardised across all 242 subsidiaries. A more user-friendly approach to the traditional approach was recommended for how existing PPIs may be further developed, utilising PS for transcendence and incorporating a more personalised approach. The second part comprises practical activities or mindfulness exercises that can be practised by managers either within or outside of the workplace to further develop their PS of transcendence. The third part discusses a less common approach which is only practised by some and generally practised outside of the workplace. This alternative approach provides a means to connect with and develop the inner working of the body or the internal state of being. Comparative, quantitative, empirical studies with larger samples are suggested to support the findings and to further explore this interesting phenomenon.