bluuebunny/crossref_metadata_2025 huggingface dataset:
Die houdings van manlike bestuurders teenoor die vordering van vroue binne die bedryfskonteks: 'n Kultureel vergelykende studie
Authors: Van Aarde W. A. , Schepers J. M.
Published: August 2012

The attitude of male managers toward the advancement of women in the industrial context: A compantive cultural study. The main aim of this study was to determine the attitudes of male managers towards the advancement of women coming from the four cultural groups - white, black. Coloured and Indian, as well as women in general, within the business context. Five independent questionnaires were developed for this purpose. In general, it was found that black male managers were more positive in their attitudes towards women, than white male managers. In comparing the attitudes of male managers towards women coming from the various cultural groups, it appeared that white male managers exhibited a particular hierarchical order of preferences/ whilst black male managers only indicated differences regarding whites versus Coloureds, and Indians versus Coloureds. Opsomming Die hoofdoelstelling van hierdie studie was om die houdings van manlike bestuurders jeens die vordering van vroue komende uit die vier kultuurgroepe - blank, swart, Kleurling en Indiër, asook vroue in die algemeen/ binne die bedryfskonteks te bepaal. Vyf onafhanklike meetinstrumente is vir hierdie doel ontwikkel. Daar is bevind dat anderskleurige manlike bestuurders in die algemeen 'n gunstiger houdmg jeens vroue huldig as blanke manlike bestuurders. Uit 'n vergelyking van die houdings van manlike bestuurders jeens vroue komende uit die verskillende kultuurgroepe, blyk dit dat daar 'n bepaalde hiërargiese orde van voorkeur onder blanke manlike bestuurders is, terwyl anderskleurige manlike bestuurders slegs verskille ten opsigte van blanke- teenoor Kleurling- en Indiër- teenoor Kleurlinggroepe aandui.
Corporate culture and participation: Independent constructs?
Authors: Odendaal A. , Roodt G.
Published: August 2012

The objective of this study was to determine whether participative management and corporate culture are mutually exclusive (independent) concepts. The Human Sciences Research Council (HSRC) used an organisational climate and culture questionnaire and applied it to the test sample of 2 357 personnel from a population of 23 564 people working for a paramilitary organisation. The data set of the HSRC was used for the purpose of this study. A panel of experts identified the items in the questionnaire which related to participation according to predetermined criteria and the remaining items were applicable to corporate culture. The results of the factor and item analyses indicate that participative management and corporate culture, as perceived by workers and management, were interrelated and were not independent concepts as conceptualised by the experts. Opsomming Die doel van hierdie studie is om te bepaal of deelnemende bestuur en korporatiewe kultuur onderling uitsluitende (onafhanklike) konsepte is. Die Raad vir Geesteswetenskaplike Navorsing (RGN) het 'n kultuur- en klimaatvraelys op 'n steekproef van 2 357 respondente, vanuit 'n populasie van 23 564 persone wat werksaam is in 'n para-militere instansie, toegepas. Die datastel van die RGN is vir die doel van hierdie studie gebruik. 'n Paneel deskundiges het dimensies wat op deelname betrekking het geidentifiseer aan die hand van voorafbepaalde kriteria en die oorblywende items was op kultuur van toepassing. Die resultate van die faktor- en itemontledings het bevind dat deelnemende bestuur en korporatiewe kultuur, soos bestudeer vanuit die persepsies van werknemers en bestuur, oorwegend 'n gemeenskaplike eienskap meet en nie onafhanklike konstrukte is soos wel gekonseptualiseer deur deskundiges nie.
Cognitive style and the interpretation of organisational change
Authors: Swart J. , Van Vuuren L. J.
Published: August 2012

The ability of individuals to interpret change is considered to be a criterion for successful organisational change. Accordingly the influence of a specific infra-individual variable, i.e. cognitive style (field dependence and independence) on the sensitivity to identify change needs, was assessed. For this purpose the Organisational Change Interpretation Scale (OCIS) was constructed. The OCIS in conjunction with the Hidden Figures Test, a measure of field independence, and the Field Dependence Questionnaire, a measure of field dependence, were administered to 307 managers within 14 industries. It was found that the cognitive restructuring process as measured by the Hidden Figures Test, explains 72% of the variance of the interpretation of change, as measured by the OCIS. It was concluded that the OCIS could be utilised as a selection instrument for the identification of change agents.Opsomming Die vermoe van individue om verandering te interpreteer, kan as kriterium vir suksesvolle organisasie verandering beskou word. Op grond hiervan is die invloed van 'n spesifieke intra-individuele veranderlike, naamlik kognitiewe styl (veldafhanklikheid en -onafhanklikheid) op die sensitiwiteit vir die identifisering van veranderingsbehoeftes, ondersoek. Vir hierdie doel is die Organisasie Verandering Interpretasieskaal (OVIS) gekonstrueer. Die OVIS is in samehang met die Versteekte Figure Toets as meting van veldonafhanklikheid, en die Veldafhanklikheidsvraelys as meting van veldafhanklikheid, op 307 bestuurders in 14 industriee geadministreer. Daar is bevind dat die kognitiewe herstruktureringsproses, soos gemeet deur die Versteekte Figure Toets, 72% van die variansie in die interpretasie van verandering, soos gemeet deur die OVIS, verklaar. Die afleiding word gemaak dat die OVIS onder andere nuttig as keuringsinstrument ter identifisering van veranderingsagente gebruik kan word.
The effects of a joint correction for the attenuating effect of criterion unreliability and case 2 restriction of range on the validity coefficient
Authors: Theron C. C.
Published: August 2012

This paper reports the results of a portion of a more comprehensive study on the effect of correction for random error of measurement in both the criterion and the predictor and/or various forms of restriction of range on the parameters [e.g. p[X,Y], β[Y|X], σ[Y|X]] required to specify and justify a selection procedure. The objective of this paper is to determine the effect of a joint correction for criterion unreliability and Case 2 restriction of range on the validity coefficient. Results are depicted graphically and discussed. Opsomming Hierdie artikel rapporteer die resultate van 'n gedeelte van 'n meer omvattende studie oor die effek van korreksies vir toevallige metingsfout in beide die kriterium sowel as die voorspeller en/of verskeie vorms van inperking van variasiewydte op die parameters [bv. p[X,Y], β[Y|X], σ[Y|X]] wat vereis word ten einde 'n seleksieprosedure te spesifiseer en te regverdig. Die doel met die artikel is om die effek van die gesamenflike korreksie vir kriteriumonbetroubaarheid en Tipe 2 inperking van variasiewydte op die geldigheidskoeffisient te bepaal. Resultate word grafies voorgestel en omskryf.
Defining and measuring career resilience
Authors: Fourie C. , Van Vuuren L. J.
Published: August 2012

Various authors have argued that career resilience should be cultivated by individuals pursuing modern day careers as a critical career competency. No study has been reported thus far in the career management literature which offers a comprehensive measuring instrument for the construct. The focal point of this study was therefore the development of an instrument to operationalise the career resilience construct. Based on a review of the literature/ the "Career Resilience Questionnaire" (CRQ) consisting of 60 items was developed and administered to respondents (N=352) in white-collar employment settings. A second-order factor analysis yielded four factors which seemed to be relatively independent. The factors were named "belief in oneself"/ "disregard for traditional sources of career success", "selfreliance" and "receptivity to change". The implications of the findings are discussed. Opsomming Verskeie outeurs het reeds daarop gewys dat loopbaangehardheid as 'n kritiese bevoegdheid ontwikkel behoort te word in die hedendaagse loopbaankonteks. In geen studie in die loopbaanbestuuriiteratuur tot dusver is 'n omvattende instrument vir die meting van die konstruk gerapporteer nie. Die fokus van hierdie studie was dus die ontwikkeling van 'n instrument om die konstruk loopbaangehardheid te operasionaliseer. Na 'n oorsig van die literatuur is die "Career Resilience Questionnaire" (CRQ) bestaande uit 60 items, gekonstrueer en afgeneem op 'n steekproef (N=352) in witboordjie-werksomgewings. 'n Tweedeordefaktorontleding het vier faktore opgelewer wat skynbaar relatief onafhanklike faktore is. Hierdie faktore is "geloof in self", "onderbeklemtoning van tradisionele bronne van loopbaansukses", "selfgenoegsaamheid" en "ontvanklikheid vir verandering". Die implikasies van die bevindinge word bespreek.
Personnel Psychology
Authors: Van Zyl E
Published: August 2012

On reading the table of contents it is already clear that the authors of this book covered the field of personnel psychology very fully and extensively.
Collective learning behaviour as a function of an individual's propensity for participative management and tolerance for ambiguity
Authors: Meyer G. , Schmidt C. , Roodt G.
Published: August 2012

In this study the relationship between propensity for participative management and tolerance for ambiguity on the one hand, and collective learning behaviours - a particular form of participation - was examined. Three questionnaires measuring these constructs were administered on a sample of 283 employees in a financial services institution. A second order factor analysis yielded two second order factors for propensity for participation, one for tolerance for ambiguity, and three for collective learning behaviours. The three factors for collective learning behaviours served as dependent variables during a multiple regression analysis. Two statistically significant correlations were obtained during a canonical correlation procedure. The findings confirm that there is a statistically significant relationship between propensity for participation and tolerance for ambiguity on the one hand, and collective learning behaviours. The findings and implications are discussed. Opsomming In hierdie studie is die verband tussen bereidwilligheid tot deelnemende bestuur en verdraagsaamheid teenoor dubbelsinnigheid enersyds, en kollektiewe leergedrag - 'n bepaalde vorm van deelname - andersyds, ondersoek. Drie vraelyste wat hierdie konstrukte meet, is op 'n steekproef van 283 werknemers in 'n finansiele instelling toegepas. 'n Tweede orde faktorontleding het twee faktore ten opsigte van die bereidwilligheid tot deelnemende bestuur/ een faktor ten opsigte van verdraagsaamheid teenoor dubbelsinnigheid en drie faktore ten opsigte van kollektiewe leergedrag opgelewer. Laasgenoemde drie faktore het as afhanklike veranderlikes tydens 'n veelvoudige regressie-ontleding gedien. 'n Kanoniese korrelasie het twee statisties beduidende verbande opgelewer. Die bevindinge en implikasies hiervan word bespreek.
The influence of nostalgia on consumer preference
Authors: Rousseau G. G. , Venter D. J. L.
Published: August 2012

The main objectives of this study were to investigate the influence of nostalgia on consumer preference and to measure levels of nostalgia amongst multicultural groups. The study was based on past research in the field and used a modified version of a questionnaire developed by Holbrook (1993). A non-probability convenience sample (N = 504) was drawn from English, Afrikaans and Xhosa speaking consumers in the Eastern Cape. Field work was carried out by students of industrial psychology at the University of Port Elizabeth. Different levels of nostalgia emerged from the sample. These differences can be attributed to socio- demographic variables such as language, age, education and income. Results suggest that nostalgia not only influences consumer preference but also that nostalgic consumers represent an important market segment. Due to the complexity of the construct, marketers however need to be cautious when using nostalgia as a marketing tool. Opsomming Die hoof doelstellings van hierdie studie was om die invloed van nostalgia op verbruikersvoorkeure te ondersoek en vlakke van nostalgia by multikulturele groepe te meet. Die studie is gegrond op vorige navorsing in die veld en maak gebruik van 'n uitgebreide weergawe van 'n vraelys ontwikkel deur Holbrook (1993). 'n Nie-ewekansige gerieflikheidsteekproef (N = 504) is getrek uit Engels, Afrikaans en Xhosa-sprekende verbruikers in die Oos-Kaap. Veldwerk is uitgevoer deur bedryfsielkundestudente van die Universiteit van Port Elizabeth. Verskillende vlakke van nostalgia het na vore getree uit die steekproef. Hierdie verskille kan toegeskryf word aan sosio-demografiese veranderlikes soos taal, ouderdom, opvoeding en inkomste. Bevindinge suggereer dat nostalgia nie slegs verbruikersvoorkeure beihvloed nie maar ook dat nostalgiese verbruikers 'n belangrike marksegment verteenwoordig. Bemarkers moet egter versigting wees in die gebruik van nostalgia as 'n bemarkingsinstrument, as gevolg van die kompleksiteit van die konstruk.
The bell curve revisited: A South African perspective
Authors: Schepers Johann M.
Published: August 2012

The principal objective of the study was to examine some of the scientific premises of The Bell Curve by Herrnstein and Murray (1996). It was shown that the hypothetical construct referred to as 'g' is nothing more than the aggregate of the various cognitive tests contained in the battery of tests that is subjected to factor analysis. The nature of g, therefore, depends on the composition of the test battery. Furthermore, it was shown that the predictive validity of multiple factors is always better than that of g alone. The validity of Spearman's hypothesis was investigated and found wanting. The critical role of formal schooling in the development of intellect (both fluid and crystallised) was discussed with reference to illiterate adults in South Africa. The importance of the interaction of heredity and environment was stressed. The best genetic endowment can only come to fruition in a stimulating environment. The relationship between locus of control and intelligence was discussed. Opsomming Die hoofdoelstelling van die studie was om die wetenskaplike aannames waarop The Bell Curve deur Herrnstein en Murray (1996) gebaseer is, te ondersoek. Dit is aangetoon dat die hipotetiese konstruk, bekend as 'g', niks meer is as die somtotaal van die Verskillende kognitiewe toetse wat in die battery ingesluit is en aan faktorontleding onderwerp word. Hierbenewens is getoon dat die voorspellingsgeldigheid van veelvuldige faktore altyd hoer is as die van g alleen. Die geldigheid van Spearman se hipotese is ondersoek en gebrekkig bevind. Die kritieke rol van formele skoolopleiding in die ontwikkeling van intellik (sowel vloeibaar as gekristalliseerd) is bespreek met verwysing na ongeletterde volwassenes in Suid-Afrika. Die belangrikheid van interaksie tussen oorerwing en omgewing is beklemtoon. Die beste genetiese potensiaal kan slegs tot verwekliking kom in 'n stimulerende omgewing. Die verband tussen lokus van beheer en intelligensie is bespreek.
The management of human resources in successful companies - An African context
Authors: Khumalo R.
Published: August 2012

This publication is extracted from a study conducted to identify the management attributes that have made Zimbabwean excellent companies successful. Excellence was measured in terms of financial and macroeconomic criteria over a seven year period. Seven best performing companies were selected according to the criteria from seven industrial categories. Managers and employees were interviewed for the study. Data from the interviews were content analysed. The findings showed that these companies have a participative style of management, communicate with all levels of employees, promote from within, train their employees and reward good work. These results could point a way to successful management by non-excellent companies in Zimbabwe and in other countries with a socio-economic situation similar to Zimbabwe's. Opsomming Hierdie artikel is 'n uittreksel van 'n groter studie wat uitgevoer is om vas te stel waiter bestuurseienskappe uitnemende Zimbabwiese ondememings suksesvol maak. Uitnemendheid is in terme van finansiele en makro- ekonomiese kriteria oor 'n periode van sewe jaar bepaal. Die sewe beste ondememings is geselekteer na aanleiding van die kriteria vir sewe verskillende bedryfskategoriee. Bestuurders en werknemers is vir die studie ondervra. Die data van die onderhoude is by wyse van 'n inhoudsontleding ontleed. Die resultate dui daarop dat die ondememings 'n besondere styl van bestuur het, kommunikasie met werknemers op alle vlakke plaasvind, bevordering van binne plaasvind, werknemers opgelei word en goeie werk beloon word. Hierdie bevindinge kan rigtinggewend wees vir minder suksesvolle ondememings in Zimbabwe en ook in ander lande met soortgelyke sosio-ekonomiese situasies as die van Zimbabwe.
Persoonlikheidstrekke as voorspellers vir ontvanklikheid vir verandering by bestuurders
Authors: Kleynhans P. J. L. , Schmidt C. , Schepers J. M.
Published: August 2012

Personality characteristics as predictors for managers' readiness to change. The purpose of this study was to establish the degree to which change readiness can be predicted by certain personality dimensions. A sample of 115 managers took part in the study. As a result of the multi- dimensional nature of the construct readiness for change, the prediction was administered through a canonical correlation. In this instance change readiness (criteria) was presented in the form of three separate measurements i.e. California Psychological Inventory (CPI), Reaction To Change Inventory (RTC) and the Perceptions of Organisational Change Inventory (POQ The scales of the Jung Personality Questionnaire JPQ) and a Locus of Control Inventory served as predictors in the study. The results of the study indicates that it is indeed possible to predict change readiness on the basis of personality analysis. Opsomming Die doel van die studie was om vas te stel of bestuurders se ontvanklikheid vir verandering voorspel kan word aan die hand van persoonlikheidstrekke. 'n Steekproef van 115 bestuurders het aan die ondersoek deelgeneem. Op grond van die multi-dimensionele karakter van die konstruk gereedheid vir verandering, is die voorspelbaarheid van ontvanklikheid vir verandering geanaliseer aan die hand van 'n kanoniese korrelasie waar meer as een afhanklike veranderlike meting (kriterium) by die studie ingesluit is, te wete die ontvanklikheid vir verandering soos gemeet deur die Kaliforniese Psigologiese Inventaris (KPI), die Reaksie op Verandering Skaal (ROV) en die Persepsie Van OrganisasieVerandering Skaal (POV). Die skale van die Jung Persoonlikheidsvraelys (JPV) en 'n Lokus van Beheer- vraelys het gedien as voorspellers in die studie. Die resultate dui aan dat ontvanklikheid vir verandering wel voorspel kan word aan die hand van persoonlikheidsanalises.
Die verband tussen salutogenese en werkoriëntasie
Authors: Viviers A. M. , Cilliers F.
Published: August 2012

Salutogenesis views stress not necessarily negatively in the workplace or in the private lives of man, but as an opportunity for optimasation which can lead to positive outcomes regarding stress and coping. The purpose of this research was to investigate the relationship between salutogenesis and work orientation as two constructs of optimasation. Factor and reliability analyses of questionnaire data (N == 934), a correlation study and confirmatory structural analysis of latent variables were performed. A meaningful relationship between salutogenesis and work oriëntation was measured, but the findings also suggest independency. Interactively, the constructs seem to represent an optimal oriëntation in response to the bombardment of life and work stressors. Opsomming Salutogenese beskou stres nie noodwendig as negatief in die werksituasie en in die privaat lewe van die mens nie, maar eerder as optimaliseringsmoontlikheid ten einde positiewe stres- en coping-uitkomstes te bewerkstellig. Hierdie navorsing het ten doel die ondersoek na die moontlike verband tussen salutogenese en werkorientasie as optimaliseringskonstrukte. Faktor- en beoubaarheidsontledings is op vraelysdata gedoen (N = 934), korrelasies is bepaal en 'n bevestigende struktuurontleding van latente veranderlikes is gedoen. 'n Betekenisvolle verwantskap tussen salutogenese en werkorientasie is bevind, maar die bevindings dui ook aan dat die twee konstrukte onafhanklik staan. Interaktief blyk dit dat die konstrukte 'n optimale oriëntasie reflekteer in die bantering van lewens- en werkstressors.
Itemformaat, differensiële itemskeefheid en die faktorstruktuur van 'n selfvoltooïngsvraelys
Authors: Swart C. , Roodt G. , Schepers J. M.
Published: August 2012

The purpose of this study was twofold: Firstly an existing Workvalues questionnaire was evaluated against criteria for test construction; and secondly the role of differential item skewness in the grouping of second order factors, within this Workvalues questionnaire, was empirically investigated. The existing data of the Workvalues questionnaire, consisting of 110 items on a random sample of 8000 respondents, within a financial institution, was used for the empirical analysis. A first- and second order factor analysis was done on the items of the 2099 completed quiestionnaires. Three clearly differentiated second order factors with seemingly acceptable internal consistencies were identified. The results indicated that the items of the first second order factor, grouped together on the base of differential skewness. The items of the second and third scale were less skew and could be interpreted. Opsomming Die doel van hierdie studie was tweeledig: Eerstens is 'n bestaande Werkwaardesvraelys teenoor kriteria vir toetskonstruksie geevalueer; en tweedens is die rol van differensiele itemskeefheid in die groepering van tweedeordefaktore van hierdie Werkwaardesvraelys empiries ondersoek. Die bestaande datastel van die Werkwaardesvraelys se 110 items, op 'n ewekansige steekproef van 8000 respondente in 'n finansiele instelling, is vir die empiriese ontleding gebruik. 'n Eerste- en tweedeordefaktorontleding is ten opsigte van die items van 2099 voltooide vraelyste uitgevoer en drie duidelik gedifferensieerde tweedeordefaktore met öenskynlike, aanneemlike interne konstanthede het na vore gekom. Resultate dui daarop dat items van die eerste tweedeordefaktor gegroepeer het op grond van differensiële skeefheid. Die items van die tweede en derde skaal was minder skeef en kon vertolk word.
Careers, An organizational perspective
Authors: Theron AL , Schreuder AMG
Published: August 2012

Hierdie publikasie is bedoel vir die wye lesermark vir wie doeltreffende loopbaanbeplanning en ontwikkeling van kardinale belang is.
Culture as moderator variable in psychological test performance: Issues and trends in South Africa
Authors: Bedell B. , Van Eeden R. , Van Staden F.
Published: August 2012

This article deals with the recognition of cultural variation and related variables as moderators of psychological test performance in South Africa. Attention is paid to historical approaches, present issues and trends emerging in this field. The studies discussed include those on cognitive and personality tests and factors surrounding their use and interpretation. The comparability of test scores and how this relates to bias and fairness are discussed. Related perspectives from industry and questions as to future options regarding assessment are also raised. Opsomming Hierdie artikel handel oor die erkenning van die moderator- of bemiddelingsrol wat kulturele variasie en verwante veranderlikes speel by sielkundige toetsprestasie in Suid Afrika. Aandag word geskenk aan histonese benaderings, huidige kwessies en neigings wat in die veld ontstaan. Studies van kognitiewe en persoonlikheidstoetse en faktore wat hierdie toetse se gebruik en interpretasie omvou, word bespreek. Die verband tussen die vergelykbaarheid van toetscellings en sydigheid en billikheid word aangedui. Verwante sienings vanuit die nywerheidswêreld, en vrae oor toekomstige moontlikhede met betrekking tot evaluering word ook gelug.
Psychological assessment in industry
Authors: Van der Merwe R. P.
Published: August 2012

Recent and ongoing developments in the South African labour legislation, and especially the implications of the Employment Equity Act, highlight once again the importance of the validation of instruments to be used for assessment purposes. A needs analysis was done with regard to psychological assessment in industry today. Biographical information on each company is supplied, including the number of employees. The role of psychological assessment in the selection procedure is discussed, as well as levels at which tests are applied. The different tests used as well as the users are indicated. Comments, recommendations and shortcomings are discussed. Opsomming Onlangse en voortdurende ontwikkelinge in die Suid-Afrikaanse arbeidswetgewing, en veral die implikasies van die Wet op Gelyke Indiensneming, beklemtoon weer eens die belangrikheid van die geldigheid van instrumente wat gebruik word vir evalueringsdoeleindes. n Behoeftebepaling is gedoen met betrekking tot hedendaagse sielkundige evaluering in die bedryf. Biografiese inligting word oor die onderskeie organisasies verstrek, insluitende die aancal werknemers. Die rol van sielkundige evaluering in die keuringsprosedure word bespreek, sowel as die vlakke waarop toetsing toegepas word in die organisasies. Die verskillende toetse wat gebruik word, sowel as die toetsgebruikers, word aangedui. Opmerkings, aanbevelings en tekortkominge word bespreek.
Die effekvan punttoekenningstandaarde op die korrelasie tussen matriek- en universiteitsprestasie
Authors: Huysamen G. K.
Published: August 2012

The effect of marking standards on the correlation between matriculation and university performance. Marking standards differ between courses in the sense that the same group of students shows different course means in different courses. Goldman andWidawski (1976) proposed a within-persons procedure to adjust for such differences between university departments and Elliott and Strenta (1988) adjusted this procedure to perform such corrections between courses within departments. In this study the correlation between matriculation performance and university performance has been increased by applying this adjustment not only to university courses but also to matriculation subjects. Opsomming Punttoekenningstandaarde verskil tussen kursusse in die opsig dat dieselfde groep studente verskillende kursusgemiddeldes in verskillende kursusse toon. Goldman en Widawski (1976) het 'n tussenproefpersoonprosedure voorgestel om vir sodanige verskille tussen universiteitsdepartemente te korrigeer en Elliott en Strenta (1988) het dit aangepas om sodanige korreksies tussen kursusse binne departemente uit te voer. In hierdie ondersoek is die korrelasie tussen matriekprestasie en universiteitsprestasie verhoog deur hierdie aanpassing nie slegs op universiteit-kursusse nie, maar ook op matriekvakke toe te pas.
Strategic human resource management and organizational performance: Testing a typology of fit
Authors: Engelbrecht A. S. , Erasmus R. G. , Sivasubramaniam N.
Published: August 2012

To be utilized effectively and to have a positive effect on the multitude of complex challenges facing South African organizations, human resources (HR) have to be managed in a strategically correct manner. This study investigated the performance implications of two types of fit in strategic human resource management (SHRM). The results indicated that an organizations HR strategy had a moderating effect on the relationship between business strategy and performance. Furthermore, the survey indicated that organizations could be classified according to clusters of internally consistent HR practices, with some performance differences across the clusters. Finally, evidences for the validity of the proposed typology of fit were found, thus making a contribution to theory- building in the field of SHRM. Opsomming Ten einde menslike hulpbronne (MH) effektief te benut, asook die vele komplekse uitdagings waarmee Suid-Afrikaanse organisasies worstel die hoof te kan bied, moet menslike hulpbronne op 'n strategies korrekte wyse bestuur word. In hierdie studio is die prestasie-implikasies van twee tipes passing in strategiese menslike hulpbronbestuur (SMHB) ondersoek. Die resultate toon dat n organisasie se MH-strategie 'n modererende invloed op die verband tussen besigheidstrategie en prestasie uitoefen. Die ondersoek dui verder daarop dat organisasies in bondels van intern konsekwente MH aktiwiteite geklassifiseer kan word, met onderlinge verskille in orgamsatoriese prestasie tussen die bondels. Laastens is bewyse vir die geldigheid van die voorgestelde tipologie van passing gevind, waardeur 'n bydrae tot teoriebou in die veld van SMHB gemaak is.
Die verband tussen koherensiesin en werkstevredenheid by bestuurders
Authors: Coetzee S. C. , Rothmann S.
Published: August 2012

Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of an individual. The aim of this study was to determine the possible relationship between sense of coherence and job satisfaction. The Minnesota Satisfaction Questionnaire and Sense of Coherence Scale were administered on 81 members of the management of an organisation. The results showed that there is a moderate correlation between the sense of coherence and the job satisfaction of managers. Opsomming Werkstevredenheid is n komplekse veranderlike en word beinvloed deur situasionele faktore in die werksomgewing, asook disposisionele eienskappe van die individu. Die doel van hierdie ondersoek was om die moontlike verband tussen koherensiesin en werkstevredenheid te bepaal. Die Minnesota tevredenheidsvraelys en Koherensiesinvraelys is op 81 lede van die bestuurskorps van n organisasie afgeneem. Die resultate van die empiriese ondersoek dui aan dat daar wel n matige verband tussen koherensiesin en werkstevredenheid van bestuurders bestaan.
The internal career of the type A personality
Authors: Rosslee G. , Crous R. , Schepers J. M.
Published: August 2012

The principal aim of the study was to examine the relationship between the Type A personality, optimal experience (Flow) and career success orientation. Three questionnaires measuring the above-mentioned constructs were administered to 200 managers from a variety of South African organisations representing all organisational functions, genders and cultural groups. Using Flow and Type A as input variables, the sample was divided into four homogeneous clusters with the aid of a clustering technique. By means of a factor analysis, four career success orientations were identified and four scales were constructed accordingly. The four clusters were compared with one another in terms of career success orientation. From the analysis it transpired that Type As did not experience their work in an optimal way. However, in terms of career success orientation, type As obtained the highest mean Opsomming Die hoofdoel van die studie was om die verband te bepaal tussen Tipe A persoonlikheid, optimale belewenis van werk (Vioei) en loopbaansuksesorientasie. Die drie vraelyste wat die bovermelde konstrukte meet, is afgeneem op 200 bestuurders uit 'n verskeidenheid Suid Afrikaanse organisasies verteenwoordigend van alle organisatoriese funksies. geslagte en kultuurgroepe. Met Vloei en Tipe A persoonlikheid as insetveranderlikes is die steekproef in vier homogene bondels verdeel aan die hand van 'n bondelingstegniek. Met behulp van n faktoranalise is vier loopbaansuksesoriëntasies geïdentifiseer en is vier skale dienooreenkomstig gekonstrueer. Die vier bondels is met mekaar vergelyk in terme van loopbaansuksesoriëntasies. Daar is met behulp van die analise bevind dat Tipe A's hulle werk nie optimaal beleef nie, maar wat loopbaansuksesoriëntasie betref, het hulle die hoogste gemiddelde tellings behaal.
Employees' perception of the organizational climate: Its effect on service quality
Authors: Govender K. K.
Published: August 2012

From a survey of a matched sample of bank employees and customers, it was ascertained that the employees' perception of the organizational climate [OCLIM] is positively associated with the customers' perception of the overall service quality [SQUAL] but not with the customers' perception of the employee service quality [EQUAL]. This implies that service firm managers should regularly survey their employees to determine their perceptions of the organization, and take necessary remedial measures to correct any misperceptions. Opsomming 'n Steekproef onder bankamptenare en kliente toon dat amptenare se persepsie van die organisatoriese klimaat (OCLIM) positief korreleer met kliente se persepsie van algehele diensgehalte (SQUAL), maar me met kliente se persepsie van die amptenare se diensgehalte (EQUAL) nie. Dit impliseer dat diensfirma-bestuurders hul amptenare se persepsies van organisasie gereeld moot monitor, en die nodige regstellende stappe meet neem om wanpersepsies reg te stel.
Team building from a psychodynamic perspective
Authors: Cilliers F. v. N.
Published: August 2012

The aim of this research is to measure the impact of a psychodynamic, Tavistock stance, team building event. Its task is to provide opportunities for learning about team behaviour and dynamics. Consultants offer interpretations in the form of working hypotheses about what is happening in the here-and-now. This refers to the basic assumptions (dependency, fight/flight, pairing) and its relevant dynamic concepts. Post measured, qualitative research findings, indicate an increase in knowledge about the teams unconscious behaviour, a realisation of own identity, boundaries, potential and a strong sense of empowerment to act collectively in problem solving. Opsomming Die doel van die navorsing is om die impak van'n psigodinamiese, Tavistock beskouing, spanbou gebeurtems, te meet. Die taak is om leergeleenthede beskikbaar te stel oor eie spangedrag en -dinamika. Konsultantc bicd interpretasies aan in die vorm van werkshipoteses oor die gebeure in die hier-en-nou. Dit verwys na die basiese aannames (afhanklikheid, veg/vlug, afparing) en die relevante dinamiese konsepte. Post-gemete, kwalitatiewe navorsingsresultate, dui op n toename in kennis oor die span se onbewuste gedrag, n beset van eie identiteit, grense, potensiaal en 'n sterk sin van bemagtiging om op 'n kollektiewe wyse op te tree in probleemoplossing.
An Analysis of a supervisor-subordinate trust relationship
Authors: Engelbrecht A. S. , Cloete B. E.
Published: August 2012

In view of the importance of interpersonal trust as recognized by organizational scholars and the problems associated with the study of trust in organizations, the development of a conceptual model of organizational trust is essential. The aim of this study was to establish empirically the validity of a theoretically sound model of trust in the South African work context. The overall results confirmed a positive relationship between interpersonal trust, trustworthiness and successful trust relationships. The propensity to trust, as well as the length of the supervisorsubordinate relationship, however, did not prove to have a moderating effect on trustworthiness. Opsomming In die lig van die belangrike rol wat navorsers aan vertroue heg en die probleme verbonde aan die bestudering van vertroue in organisasies, is die ontwikkeling van'n konseptuele model van organisatoriese vertroue essensieel. Die doel van hierdie studie was om empiries te bepaal of 'n teoreties gefundeerde model van vertroue in die Suid-Afrikaanse werkskonteks geldig is. In die algemeen bevestig die resultate die bestaan van n beduidend positiewe verband tussen interpersoonlike vertroue, vertrouenswaardigheid en n suksesvolle vertrouensverhouding. Vertrouensgeneigdheid sowel as lengte van toesighouerondergeskikte verhouding het egter nie 'n moderende invloed op vertrouenswaardigheid getoon nie.
Organisational justice rules as determinants of black and white employees' fairness perceptions of personnel selection techniques
Authors: De Jong Angela , Visser Delene
Published: August 2012

The diversity of the South African population may lead to opinions that test fairness is not a pure empirical problem, but requires certain subjective value judgements. The aim of this study was to identify applicants' underlying reasons for evaluating a selection technique as being fair/unfair. These fairness perceptions were analysed by means of the organisational justice theory. The total sample consisted of 328 mature university students (M = 30,6) all of whom had work experience. The analyses comprised two sets of comparisons. The first set involved Black (uninformed) and White (uninformed) groups. The second comparison involved informed versus uninformed black students. Exposure to the subjects Strategic Personnel Management and/or undergraduate Industrial Psycohology, in which the nature and value of various selection techniques are studied, constituted the variable'being informed'. It was hypothesised that the Black (uninformed) and the White (uninformed) groups would perceive the value of the 11 justice rules for the total fairness perception across the ten selection techniques differently. Substantial support was found for this hypothesis. The same hypothesis was investigated for the Black (informed) and the Black (uninformed) groups, but no significant differences were found to support the latter hypothesis. The implications of these findings are discussed in terms of South African selection practices. Opsomming Die diversiteit van die Suid-Afrikaanse bevolking mag daartoe lei dat persepsies van die billikheid van verskillende personeelkeuringtegnieke op n verskeidenheid van subjektiewe waarde-oordele gegrond word. Dit is die doel van hierdie ondersoek om die onderliggende redes waarvolgens kandidate keuringtegnieke as billik/onbillik evalueer, te identifiseer. Die kandidate se billikheidpersepsies van tien keuringtegnieke is aan die hand van die organisatoriese billikheidteorie ontleed. Die steekproef het bestaan uit 328 volwasse universiteitstudente (M = 30,6 jaar) wat almal oor werkervaring beskik het. Die ontledings het twee stelle vergelykings behels. Die eerste stel het Swart (oningeligte) en Wit (oningeligte) groepe vergelyken die tweede het oningeligte versus ingeligte swart studente vergelyk. Blootstelling aan die vakke Strategiese Personeelbestuur en/of voorgraadse Bedryfsielkunde, waarin die aard en nut van verskeie keuringtegnieke behandel word, het die veranderlike 'ingeligtheid' gespesifiseer. Die hipotese is gestel dat die Swart (oningeligte) en Wit (oningeligte) groepe die waarde wat hulle aan die 11 billikheidreels ten opsigte van die billikheid van die keuringtegnieke heg, verskillend sal evalueer. Die resultate het hierdie hipotese gesteun. Dieselfde hipotese is ondersoek vir die Swart (ingeligte) en Swart (oningeligte) groepe, maar geen beduidende verskille is gevind om die laasgenoemde hipotese te ondersteun nie. Die implikasies van hierdie bevindinge word bespreek in terme van keuringpraktyke in Suid-Afrika.
Career development of SA professional women who take career breaks
Authors: Geber H. M.
Published: August 2012

This article reports the findings of a study of career development and return to work of a group of professional South African women with children who work in a wide range of traditional and non traditional careers. The patterns of their career breaks and return to work are investigated alongside their activities during the break. There is a significant tendency to continue academic and professional qualifications and to embark on second careers when they return to work. The implications for Human Resource professionals are noted and factors such as mother tongue, self-employment and age at the birth of the first child that help or hinder the return to work are discussed. Opsomming In hierdie artikel word die bevindinge van'n studie gerapporteer wat gehandel het oor n groep professionele Suid-Afrikaanse vroue se loopbaanontwikkeling en hulle terugkeer na die beroepswereld na n werksonderbreking weens die geboortes van hulle kinders. Die vroue se beroepe het oor n wye reeks tradisionele en nie-tradisionele werke gestrek. Die studie het spesifiek gekonsentreer op die patroon van loopbaanonderbreking, die aktiwiteite tydens die onderbreking, asook die terugkeer na die werkplek. Die bevindinge dui daarop dat professionele vroue daartoe geneig is om hulle akademiese en professionele kwalifikasies tydens hulle werksonderbreking te verbeter en dat hulle eintlik met n tweede loopbaan begin na die hervatting van hulle werks aktiwiteite. Faktore soos huistaal, ouderdom ten tye van die geboorte van die eerste kind en self-geemplojeerdheid, is van die belangrikste determinante in die bepaling of professionele vroue weer na die beroepswereld sal terugkeer. Die menslike hulpbronbestuursimplikasies van die bevindinge word ook in die artikel uitgewys.
Mental models as moderating variable in 360 degree competency assessments
Authors: Theron D. , Roodt G.
Published: August 2012

The purpose of this study is to determine whether raterroups have different mental models regarding the construct that is being assessed. Sixty-eight marketing employees, working in the petro-chemical industry, were evaluated by themselves, their managers, customers and peers. The performance dimensions included in the Marketing Competency Questionnaire (MCQ) were generated on a consensus basis between representatives of the different rater-groups in an attempt to improve the inter-rater reliabilities of the questionnaire. Item scores were inter-correlated and simplified factor scores were compiled for each of the rater-groups. These simplified factor scores were again intercorrelated and single factors with high internal consistencies for each rater-group were obtained. An inter-battery factor analysis between these factors yielded a single factor with different factor loads from the various rater-groups' factors. The implications for these findings are further discussed. Opsomming Die doel van hierdie studie is om vas te stel of beoordelingsgroepe verskillende denkbeelde het met betrekking tot die konstruk wat beoordeel word. Agt-en-sestig bemarkingspersone wat in die petro-chemiese bedryfwerksaam is, is deur hulleself, hulle bestuurders, kliente en medewerkers geevalueer. Die prestasiedimensies wat in die Bemarkingsbevoegdheidsvraelys (MCQ) ingesluit is, is op n konsensusbasis tussen verteenwoordigers van die verskillende beoordelingsgroepe gegenereer in n poging om die tussen-beoordelaarbetroubaarhede van die vraelys te verhoog. Itemtellings is geinterkorreleer en vereenvoudigde faktortellings is vir elke beoordelingsgroep bereken. Hierdie vereenvoudigde faktortellings is weer geinterkorreleer en enkelfaktore met hoe interne betroubaarhede vir eike groep is verkry 'n Inter-battery faktorontleding tussen hierdie faktore het 'n enkele faktor met verskillende faktorladings vir faktore van die verskillende beoordelingsgroepe opgelewer. Die implikasies van hierdie bevindinge word verder bespreek.
Die verband tussen lokus van beheer en werkstevredenheid by senior polisiepersoneel
Authors: Rothmann S. , Agathagelou A. M.
Published: August 2012

Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of an individual. The aim of this study was to determine the possible relationship between locus of control and job satisfaction. The Locus of Control Questionnaire and Minnesota Satisfaction Questionnaire were administered on 101 senior police members in the North West Province. The results of the empirical study confirm a correlation of large effect between locus of control (combination of internal control, external control and autonomy) and job satisfaction of senior police personnel. A moderate negative correlation was also found between an external locus of control and the job satisfaction of senior police personnel. Opsomming Werkstevredenheid is n komplekse veranderlike en word beinvloed deur situasionele faktore in die werksomgewing, asook disposisionele eienskappe van 'n individu. Die doel van hierdie ondersoek was om die moontlike verband tussen lokus van beheer en werkstevredenheid te bepaal. Die Lokus van Beheer-vraelys en Minnesota Tevredenheidsvraelys is op 101 senior polisiepersoneellede in die Noordwes-Provinsie afgeneem. Die resultate van die empiriese ondersoek dui aan dat daar 'n verband van groot effek tussen lokus van beheer (interne beheer, eksterne beheer en outonomie) en werkstevredenheid van senior polisiepersoneel bestaan. 'n Matige negatiewe verband is ook tussen 'n eksteme lokus van beheer en werkstevredenheid van senior polisiepersoneel gevind.
The relationship between nostalgia and consumer preference: Replication and extension
Authors: Rousseau G. G. , Venter D. J. L.
Published: August 2012

The main objectives of this study were to investigate the relationship between nostalgia and consumer preference and to measure levels of nostalgia amongst multicultural groups. The study is based on past research in the field and uses a modified version of a questionnaire developed by Holbrook (1993). A non-probability convenience sample (N=555) was drawn from English, Afrikaans and Xhosa speaking consumers in the Eastern Cape. Fieldwork was carried out by students of industrial psychology at the University of Port Elizabeth. Results showed that mutually interdependent relationships exist between the measured constructs nostalgia and consumer nostalgic preference. Significant relationships further exist between the measured constructs and distinct biographical variables. These results support previous findings that nostalgic consumers represent an important market segment. Opsomming Die hoofdoel van hierdie studie was om n verband tussen nostalgic en verbruikersvoorkeure te ondersoek asook om nostalgievlakke onder multi-kulturele groepe te meet. Die studie is gegrond op vorige navorsing in die veld en gebruik 'n aangepaste weergawe vann vraelys wat deur Holbrook in 1993 ontwikkel is.n Nie-ewekansige genemkheidsteekproef(N=555) is getrek uit Engels, Afrikaans- en Xhosasprekende verbruikers in die Oos Kaap.Veldwerk is uitgevoer deur bedryfsielkunde studente van die Universiteit van Port Elizabeth. Resultate toon onderling interafhanklike verbande tussen die gemete konstrukte, nostalgic en verbruikers se nostalgie-voorkeure. Daar bestaan verder beduidende verbande tussen die gemete konstrukte en bepaalde biografiese veranderlikes. Hierdie resultate bevestig vroere bevindinge dat nostalgiese verbruikers n belangrike marksegment verteenwoordig.
Consumers' perceptions of personal decision-making: Its relation to cognitive dissonance
Authors: Brijball S.
Published: August 2012

The study assesses consumers' perceptions of their personal decision-making ability and process. The empirical analysis was undertaken on a sample of 200 new motor vehicle consumers. The results indicate that the majority of the consumers displayed confidence in the decisions they took, believing they engaged in high quality and correct decision-making and were able to conclude good deals. The majority of consumers indicated that they were not influenced by external others and were not anxious during decision-making, although a significant percentage reported the impact of external influence and anxiety during purchases. Opsomming In hierdie studie word verbruikers se waameming van hulle eie besluitnemingsvermoe en proses geevalueer. Die empiriese ontleding is uitgevoer op n steekproefvan 200 eienaars van nuwe voertuie. Dit blyk uit die resultate, dat die meerderheid verbruikers vertroue gehad het in hulle besluitnemingsproses, dat hulle besluite korrek was en dat hulle n lonende transaksie beklink het. Die meerderheid het aangedui dat hulle nie beihvloed is deur eksteme invloede nie en dat hulle nie anstig was tydens die besluitnemingsproses nie, alhoewel n betekenisvolle persentasie van verbruikers wel hierdie invloede en angstigheid gedurende die aankoop ervaar het.