bluuebunny/crossref_metadata_2025 huggingface dataset:
Voorspelling van die akademiese sukses van eerstejaarstudente
Authors: Rademeyer M. M. , Schepers J. M.
Published: August 2012

Prediction of academic success of first year students. The recent amalgamation of the various regional education systems in South Africa and as a result/ the restructuring of the education dispensation, led to a number of problems which impacted negatively on the examination process. Against this backdrop, the present study attempted to find a valid altermative for matric marks as a predictor of academic success. Multiple regression analyses and canonical discriminant analyses were performed to construct a comprehensive model, which can be used to predict the academic achievement of students, and serve as an alternative for matric marks. Regression analyses with average exam mark as criterion were performed on the data of the three largest faculties. Multiple correlations of 0,59, 0,56 and 0,52 were obtained. Discriminant analyses were done against a promotion criterion (promoted,not promoted), for each of the faculties. According to the results of the discriminant analyses the percentage correct classifications varied from 62,7% to 81,1%. Opsomming Die onlangse samesmelting van die onderskeie streeksonderwysstelsels in Suid-Afrika en die gevolglike herstrukturering van die onderwys, het sy eie kwota probleme opgelewer wat 'n negatiewe impak op matriekeksaminering gehad het. Teen hierdie agtergrond het die huidige studie gepoog om 'n geldige alternatief vir matriekpunte as voorspeller van akademiese prestasie te vind. Meervoudige regressie-ontledings asook kanoniese diskriminantontledings is op die datastel uitgevoer ten einde 'n omvattende model daar te stel waarmee die akademiese prcstasie van studente voorspel kan word, en wat as plaasvervanger vir matriekpunte kan dien. regressie- ontledings vir die drie grootste fakulteite is gedoen met die gemiddelde eksamenpunt as kriterium. Meervoudige korrelasies van 0,59, 0,56 en 0,52 is verkry. Diskriminantontledings is vir elke fakulteit teenoor 'n promosiekriterium (promoveer/nie-promo-veer) uitgevoer. Volgens die resultate van die diskriminantontledings het die persentasie korrekte klassifikasies gewissel van 62,7% tot 81,1%.
Diversity management in a South African university: A case study
Authors: Strydom J. B. , Erwee R.
Published: August 2012

To establish the perception of employees regarding diversity management at South Africa's largest residential university, the questionnaires of Gardenswartz & Rowe (1993) was adapted and a case study approach with a sample of 25 employees was used. The diversity audit measured the sample's perceptions on symptoms of diversity related problems; openness to change of the university; the status quo regarding diversity management; organisational barriers to diversity; the valuing of diversity; and the management of diversity by managers or supervisors. It was found that a high number of symptoms of diversity-related problems are perceived and that respondents believed that the university is relatively unresponsive to the need to change. The university was believed to be in a mono cultural stage of development and barriers to developing into a multicultural organisation were identified. Respondents did report a very positive attitude towards diversity but perceived that certain procedures are not supportive.
 Opsomming
Die vraelyste van Gardenswartz en Rowe (1993) en 'n gevalstudiebenadering is benut om die persepsies van 'n steekproef van 25 personeellede aangaande die bestuur van diversiteit in 'n Suid Afrikaanse universiteit te ondersoek. Die diversiteitsaudit meet die steekproef se waameming van simptome van diversiteitsverwante probleme, die bereidwilligheid van die universiteit om te verander, die huidige stand van diversiteitsbestuur, organisatoriese hindemisse, die waarde wat aan diversiteitsbestuur geheg word, en die bestuur van diversiteit deur bestuurders en toesighouers. Die resultate toon dat 'n beduidende aantal simptome van diversiteitsverwante probleme gei'dentinseer word en dat die respondente meen dat die universiteit relatief min bewustheid vir die nodigheid van verandering toon. Respondente meen dat die universiteit in 'n monokulturele fase van onfrwikkeling is en hindemisse in die ontplooїng na 'n multikulturele organisasie is bespeur. Respondente toon aan dat positiewe houdings ten opsigte van diversiteit voorkom maar dat bestaande prosedures hierdie houdings nie ondersteun nie.
Perceptions of intrinsically and extrinsically motivated distance education students of the barriers to persistence
Authors: Fourie G. P. , Van Zyl K.
Published: August 2012

The aim of the study was to investigate the influence of intrinsic and extrinsic motivation on the perceptions held by distance education students of the barriers to persistence. A review of the literature on attrition in traditional and distance education and motivation to learn in adults - with specific reference to intrinsic and extrinsic motivation, as well as barriers to persistence - is presented. The "Barriers to Persistence Questionnaire" (BPQ), consisting of 97 items, was developed. It was administered, in combination with Maritz's (1980) 86 item "Motivation to Learn Questionnaire" (MLQ) to 212 adults enrolled for management development programmes via distance education. Statistically significant differences were found between predominantly intrinsically motivated students and those students who were predominantly extrinsically motivated. The implications of the findings/ as well as the implications for distance education institutions and organisations involved in distance education, are discussed. Opsomming Die doel van die studie was om die invloed van intrinsieke en ekstrinsieke motivering op die persepsies van afstandsonderrigstudente van die hindemisse tot volharding te ondersoek. 'n Literatuuroorsig ten opsigte van slytasie in tradisionele onderrig en afstandsonderrig, asook die rol van motivering in volwasse onderrig - met spesifieke verwysing na intrinsieke en ekstrinsieke motivering, asook die hindemisse tot volharding - is gedoen. Die "Barriers to Persistence Questionnaire" (BPQ) is ontwikkel, bestaande uit 97 items. Dit is saam met Maritz (1980) se 86- item "Motivation to Learn Questionnaire" toegepas op 212 volwassenes wat geregistreer is vir bestuursontwikkelingsprogramme via afstandsonderrig. Statisries beduidende verskille is gevind in die persepsies van oorwegend intrinsieke en oorwegend ekstrinsieke studente. Die implikasies van die bevindinge word bespreek, asook implikasies vir afstandsonderrigmstellings en organisasies betrokke by afstandsonderrig.
The development of an instrument for measuring organisational inertia
Authors: Kinnear C. , Roodt G.
Published: August 2012

This study had a dual purpose: firstly, to integrate the wide variety of seemingly diverse theoretical perspectives of various theorists with respect to organisational inertia into a single umbrella theoretical model. Secondly, to develop a measuring instrument that is based on the aforesaid theoretical model. The instrument was completed by 617 respondents in various industrial sectors undergoing transformation. Responses obtained on the 109 items were then subjected to a factor analysis and the two scales obtained were subjected to further iterative item analyses. Results indicate that organisational inertia is a oneimensional construct. The implications of these findings are further discussed. Opsomming Die doel van hierdie studie was tweeledig, naamlik om in die eerste plek, die groot verskeidenheid van oënskynlik ulteenlopende teoretiese perspektiewe van verskillende teoretici rakende organisatoriese traagheid in 'n enkele sambreelmodel te integreer. Tweedens om 'n meetinstrument te ontwikkel wat op die voorgenoemde teoretiese model gebaseer is. Die instrument is deur 617 proefpersone ingevul/ in verskeie bedryfsektore wat tans transformasie ondergaan. Response op 109 items is hierna aan 'n faktorontledmg onderwerp en die twee verkree skale is aan verdere iteratiewe-itemontledings onderwerp. Resultate dui daarop dat organisatoriese traagheid 'n eendimensionele konstruk is. Die implikasies van die bevindinge word verder bespreek.
The relationship between the type of organizational socialization, role and the organizational climate: A path analytical study
Authors: Govender K. K.
Published: August 2012

In an effort to offer excellent service, managers need to develop better service strategies/ which should include interalia, improved methods of managing the key actor in the service encounter, namely, the service employee. From a survey of 106 bank employees, it was ascertained that formal socialization would result in the employees perceiving the organizational climate as being supportive of excellent customer service. Furthermore, service employees who are formally socialized by the service organization would experience less role ambiguity and role conflict. However, the role conflict and ambiguity experienced by the service employees did not seem to affect their perception of the organizational climate. The implications of the findings for management are also reported. Opsomming In 'n poging om uitstaande diens te lewer, behoort bestuurders 'n behoefte aan beter diensstrategie te ontwikkel, wat inter-alia behoort in te sluit: metodes om die dienswerknemer, die sleutelpersoon in die dienssituasie, te bestuur. 'n Ondersoek van 106 bankwerknemers dui daarop dat formele sosialisering daartoe lei dat genoemde werknemers die organisasionele klimaat as bydraend tot uitstaande klientdiens ervaar. Dienswerkers wat formeel sosialiseer ervaar ook minder rolverwarring en rolkonflik. Rolkonflik en rolverwarring deur dienswerkers ervaar, affekteer skynbaar nie hul persepsie van organisasionele klimaat nie. Die implikasie van die bevindings vir bestuur word ook gerapporteer.
Die kwalitatiewe effek van 'n groepfasiliteringskursus
Authors: Rorthmann S. , Sieberhagen G. V. D. M. , Cilliers F. V. N.
Published: August 2012

The personality profile of a group facilitator is conceptualised as consisting of group knowledge and skills/ interpersonal effectiveness/ and specific personality traits. A group facilitation course directed at the stimulation of this profile was developed. A qualitative evaluation of the course indicates that the course contributes to the ability of the group facilitators to stimulate intra- and intergroup growth/ and that it improves the effectiveness of the groups that they facilitated. It may contribute to the success of community policing and participative management if more facilitators could participate in the course and if the organisation culture was supportive thereof. Opsomming Die persoonlikheidsprofiel van die groepfasiliteerder word gekonseptualiseer as bestaande uit groepkennis en -vaardighede, interpersoonlike effektiwiteit en spesifieke persoonlikheidskenmerke. 'n Groepfasiliteringskursus gerig op die stimulering van hierdie profiel is ontwikkel. 'n Kwalitatiewe evaluering van die kursus dui aan dat die kursus daartoe bydra dat groepfasiliteerders intra- en intergroepgroei stimuleer en die effektiwiteit van groepe waarmee hulle werk/ verbeter. Dit kan bydra tot groter sukses van gemeenskapspolisiering en die vestigingvan deelnemende bestuur mits meer fasiliteerders daarin opgelei kan word en die organisasiekultuur ondersteunend is ten opsigte daarvan.
An empirical assessment of the construct "work locus of control"
Authors: Maram Allan , Miller Karen
Published: August 2012

This study is concerned with the domain specificity of the locus of control construct within the workplace. The research investigated whether Specter's (1988) work locus of control scale, a work centred conceptualisation of Rotter's (1966) locus of control measure/ demonstrated evidence of criterion - related validity. This was done by assessing its relationship to leader-member exchange and organisational commitment. The results indicated that work locus of control correlated with both leader-member exchange and organisational commitment and that leadermember exchange acted as a mediator of the relationship between work locus of control and organisational commitment. This is consistent with results from a similar study undertaken by Kinicki & Vecchio (1994) who employed Rotter's (1966) general locus of control measure. The current research demonstrated stronger relationship than Kinicki & Vecchio's (1994) study, which suggests that Specter's (1988) domain specific scale may predict work behaviour more precisely than Rotter's (1966) more general measure.
Managing the bank service encounter: A conceptual model
Authors: Govender K. K.
Published: August 2012

In financial services marketing, especially among banks, there are a limited number of chances to impress the customer, since the services are becoming more automated. Since personal interactions with customers are becoming less numerous, customers are expecting higher quality contacts and more individual treatment. This paper proposes a service encounter management model which may impact on the customers service experience. By matching service employees with customers, the effects of certain human resources strategies may be ascertained through the customers perception of the employee service quality and the overall service quality. Opsomming Daar is 'n beperkte geleenthede om die finansiele dienste klient, veral die in banke, te beindruk, aangesien dienste al meer ge-outomatiseer raak. Seinde persoonlike kontak met kliente al minder word, verwag kliente hoer gehalte kontak en meer individuele behandeling. Hierdie artikel stel 'n bestuursmodel vir diensontmoetings voor wat 'n impak op kliente se dienservarings mag he. Deur dienswerknemers met kliente te verbind kan bepaalde menslike hulpbronstrategie-effekte vasgestel word, deur middel van kliente se persepsie van werknemer-diensgehalte en algemene diensgehalte.
Senior bestuurders in 'n openbare maatskappy se belewing van loopbaanontwikkeling
Authors: Linde L. H. , Rothmann S. , Sieberhagen G. V. D. M.
Published: August 2012

The experience of career development by senior managers in a public company. Managers in the 1990's are expected to manage their own careers, whilst they receive the message that organisations care for their employees and regard them as valuable assets. Interviews based on the phenomenological method were conducted with twenty-four senior managers of a public utility to determine their experience of career development. The results indicate that senior managers realise that they carry the responsibility for their own career development, but also that there is a lot of uncertainty regarding the nature and scope of this responsibility. The differences identified between white versus black, coloured and Asian senior managers' experience of career development are the results of internal as well as external factors which influence each group differently. Opsomming Bestuurders in die negentigerjare moet hul eie loopbane bestuur, maar kry terselfdertyd die boodskap dat organisasies omgee vir hul mense en hul werknemers van waarde ag. Onderhoude gebaseer op die fenomenologiese metode is met vier-en-twintig senior bestuurders van 'n openbare nutsmaatskappy gevoer om hul belewing van hul loopbaanontwikkeling te bepaal. Die resultate dui aan dat hulle beset dat hulle self verantwoordelik is vir hulle eie loopbaanontwikkeling, maar dat daar onsekerheid heers ten opsigte van wat hierdie eie verantwoordelikheid behels. Verskille wat geidentifiseer is tussen wit teenoor swart, bruin en Asier senior bestuurders se belewing van loopbaanontwikkeling, kan toegeskryf word aan interne en eksterne faktore wat verskillend op eike subgroep inwerk.
Variability in multi-rater competency assessments
Authors: Theron D. , Roodt G.
Published: August 2012

The purpose of this study was to determine if significant differences exist between the multi-rater competency evaluations of employees operating within a flat organisational structure. Sixty-eight marketing employees were each evaluated by a number of raters including themselves, their managers, customers and peers. A competency questionnaire was developed by using the input of the employees who took part in the appraisal. Using paired t- tests significant differences between the various groups of raters were found. These findings and the implications thereof are discussed. Opsomming Die doel van hierdie studie was om te bepaal of daar beduidende verskille bestaan tussen die multi-beoordelaar bevoegdheidsevaluerings van werknemers wat binne 'n plat organisasiestruktuur funksioneer. Agt-en-sestig bemarkingswerknemers is elk beoordeel deur 'n aantal beoordelaars wat die werknemers self, hul bestuurders, kliente en kollegas ingesluit het. 'n Bevoegdheidsvraelys is ontwikkel deur gebruik te maak van die insette van die werknemers wat deel geneem het aan die evaluering. Deur die gebruik van gepaarde t-toetse is gevind dat daar beduidende verskille bestaan tussen sommige van die groepe beoordelaars. Hierdie bevindinge en die implikasies daarvan word bespreek.
An early career in the military: A developmental-contextual perspective
Authors: Kotze M. E. , Duvenhage A.
Published: August 2012

Young professional military officers' experience of their internal career development was studied longitudinally from a life-span, life-space approach. Significant transitions between the life roles of worker, student and leisurite, with concomitant changes in their value system, away from traditional military values towards occupationalism, were confirmed. Gender differences were found for the work and community roles as well as in the developmental patterns of the need for authority, creativity, cultural identity, physical activities, social relationships and variety. Significant differences between the career development profiles of military and civilian students with regard to life roles were revealed. Opsomming Jong militere beroepsoffisiere se belewenis van hulle interne loopbaanontwikkeling is longitudinaal uit 'n lewenspan-Iewensruimte benadering bestudeer. Beduidende oorgange tussen die werk-, studie- en ontspanningsrolle met gepaardgaande veranderinge in hulle waardestelsel, weg van tradisionele militere waardes in die rigting van 'n beroepsgeoriënteerde waardestelsel, is bevestig. Geslagsverskille is gevind wat betref die werk- en gemeenskapsrolle sowel as in die volgende ontwikkelingspatrone: 'n behoefte aan outoriteit, kreatiwiteit, kulturele identiteit, fisiese aktiwiteite, sosiale verhoudings en verskeidenheid. Beduidende verskille met betrekking tot lewensrolle het in die loopbaanontwikkelingsprofiele van militere en burgerlike studente aan die lig gekom.
Die verband tussen die sielkundige kontrak en organisasieverbondenheid
Authors: Stanz K. J. , Slabbert J. A. , Schepers J. M.
Published: August 2012

The relationship between the psychological contract and organisational commitment. The aim of this study is to design a measuring instrument with acceptable metric characteristics for the strength of the psychological contract within the South African context, and to determine empirically the relation between the strength of the psychological contract and organisational commitment. The Dhammanungune Model served as foundation for the design of the Strength of the Psychological Contract Questionnaire which consists of two scales namely, a needs expectation scale and a needs fulfilment expectation scale. The items of each scale have been formulated in the manner that ensures that the respondent reacts consecutively to two instructions namely, (a) the level of the expectation and (b) the importance of the expectation. This questionnaire was administered together with the Organisational Commitment Questionnaire to two population groups within the military environment. The Pearson Product Moment Correlation was calculated between the strength of the psychological contract and organisational commitment and the significance of the correlations was evaluated. Opsomming Die doel van die studie is om 'n meetinstrument met aanvaarbare metriese eienskappe vir die sterkte van die sielkundige kontrak vir Suid-Afrikaanse omstandighede te ontwerp en om empirics die verband tussen die sterkte van die sielkundige kontrak en organisasieverbondenheid te bepaal. Die sterkte van die sielkundige kontrak vraelys is op grond van die Dhammanungune-model ontwerp en het uit twee skale naamlik, die behoefteverwagting- en vervullingsverwagtingskale bestaan. Items vir eike skaal is sodanig geformuleer dat die respondent agteropeenvolgens op twee instruksies naamlik (a) die vlak van die verwagting en (b) die belangrikheid van die verwagting moet reageer. Die vraelys is saam met die organisasieverbondenheidsvraelys op twee populasies uit 'n militere omgewing toegepas. Die Pearson- produkmomentkorrelasie tussen die sterkte van die sielkundige kontrak en organisasieverbondenheid is bereken en die betekenisvolheid van die korrelasies is geevalueer
The comparability of the constructs of the 16PF in the South African context
Authors: Abrahams F. , Mauer K. F.
Published: August 2012

The primary aims of the study were to determine whether the scores of the 16PF (SA92) are comparable in a crosscultural setting in South Africa, and also to investigate the influence of the gender of the research participants on the scores of the 16PF (SA92). The sample consisted of 983 students who were enrolled at different universities at the time of the field work. The statistical methods involved the application of descriptive statistics as well as methods to determine the comparability of the constructs. The results showed that although race exercised a considerable influence on the findings, this was not necessarily the case as far as gender was concerned. The presence of problems relating to the construct comparability of the test were also identified, as significant differences in means were found between the different race groups. Some of the implications of persisting with the use of the 16PF (SA92) in the South African context are outlined against the background of recently promulgated labour legislation. Opsomming Die primere doelstellings met die onderhawige studie was om die toepaslikheid van die 16PF (SA92) in Suid Afrikaanse konteks met sy diversiteit van kultuurgroepe te evalueer. Die invloed van die geslag van die navorsingsdeelnembers op die resultate is ook nagevors. Die deelnemergroep het bestaan uit 983 studente wat ten tye van die veldwerk aan verskillende universiteite gestudeer het. Benewens normale beskrywende statistiek, is daar ook gebruik gemaak van metodes om konstrukvergelykbaarheid te evalueer. Die bevindings het daarop gedui dat alhoewel ras 'n belangrike invloede op die toetsfaktore uitoefen, dit nie die geval is in soverre dit geslag betref nie. Die teenwoordigheid van probleme het ook ten opsigte van konstrukvergelykbaarheid na vore getree, aangesien betekenis voile verskille tussen gemiddeldes gevind is. Sommige van die implikasies van die volgehoue gebruik van die 16PF (SA92) in Suid Afrika word ook in die lig van die resente arbeidswetgewing bespreek.
Human resource management in South Africa: A macro-economic audit
Authors: Van Zyl G.
Published: August 2012

There should be no doubt in the minds of important economic decision-makers that the widely reported lack of international competitiveness of the South African economy must be addressed as a matter of urgency. Low levels of labour productivity are often listed as one of the major reasons for the lack of international competitiveness. This paper attempts to research the macro aspects of human resource management in South Africa as an essential element of the current debate on the level of competitiveness. The findings of the research clearly indicate a need for the formulation and implementation of a more effective and cohesive strategy on macro human resource management. Opsomming Daar is geen twyfel by belangrike ekonomiese besluitnemers dat die gebrek aan intemasionale mededingendheid van die Suid Afrikaanse ekonomie, gesien teen die agtergrond van die wye publisiteit wat dit tans geniet, dringend aandag moet ontvang. Lae produktiwiteitsvlakke word gewoonlik uitgewys as een van die vemaamste bydraende faktore tot die gebrek aan intemasionale mededingendheid. Die artikel poog om die stand van makro menslike hulpbronnebestuur as 'n vemame element van die huidige debat oor mededingendheid, na te vors. Die bevindinge van die navorsing toon bate duidelik 'n behoefte aan die formulering en implementering van 'n meer doelmatige en samehangende strategic vir makro menslike hulpbronnebestuur.
Die persoonlikheidsoriëntasieprofiel van die saluto-genies-funksionerende mens
Authors: Viviers A. M.
Published: August 2012

The aim of this research is to integrate the theoretical personality profile of the salutogenic functioning person, drawn from the literature on Salutogenesis, with the personality orientation profile of the optimal functioning employee, as documented in the literature on Organisational and Personnel psychology. The integration is done according to intra- (cognitive affective, conative and physical characteristics) and interpersonal characteristics. The two profiles could be integrated, according to these characteristics, into a profile of the salutogenic functioning person who handles life and work stressors effectively and functions optimally in his daily existence. This integration shows a theoretical relationship between the two constructs and confirms a meaningful relationship found in empirical research. Opsomming Die doel van hierdie navorsing is om die teoretiese persoonlikheidsprofiel van die salutogenies-funksionerende mens vanuit die literatuur oor Salutogenese met die persoonlikheidsorientasieprofiel van die optimaal- funksionerende werknemer soos deur die Organisasie- en Personeelsielkunde-literatuur voorgehou, te integreer. Die integrasie word volgens intra- (kognitiewe, affektiewe, konatiewe en fisiese eienskappe) en interpersoonlike eienskappe gedoen. Daar is bevind dat die twee profiele volgens die eienskappe geïntegreer kan word tot 'n profiel van die salutogenies-funksionerende mens wat die stressors van die lewe en werk effektief kan hanteer en sodoende optimaal in sy daaglikse bestaan funksioneer. Die integrasie bevind 'n teoretiese verband tussen die twee konstrukte. Dit bevestig empiriese navorsing wat 'n beduidende verband tussen die twee konstrukte bevind het.
Validity of the standard shiftwork index for South African shiftworkers in the transport industry
Authors: Visser D.
Published: August 2012

A major problem in shiftwork research has been the lack of uniform measuring procedures across studies. The Standard Shiftwork Index (SSI) contains a battery of self-report questionnaires which was developed to address this need. The objectives of this study included examining the cross- cultural applicability, internal consistency, and construct validity of the SSI scales for a predominantly Afrikaans-speaking sample of 728 train drivers and to provide normative distribution statistics for this sample. Factor analytic results and the correlations between the various scales supported the constnuct validity of the SSI scales. Means obtained on the scales were compared with means obtained for British shiftworkers and non-shiftworkers. The inclusion of job satisfaction and involvement scales, and scales to assess sleep variables appeared to augment an outcome- based theoretical model proposed by the compilers of the SSI. It was concluded that the SSI is a useful research tool for use with shiftworkers, but that further development of some of the scales is advisable. Opsomming 'n Belangrike leemte in navorsing oor skofwerk is die gebrek aan eenvormige metingsprosedures. Die Standard Shiftwork Index (SSI) behels verskeie selfbeoordelingvraelyste wat in Engeland ontwikkel is om hierdie behoefte aan te spreek. Die doelwitte van hierdie studie was om die tussenkulturele toepaslikheid, interne konsekwentheid en konstrukgeldigheid van die SSI-skale vir 'n hoofsaaklik Afrikaanssprekende steekproef van 728 treindrywers te bepaal en om normatiewe statistiek vir hierdie steekproef te verskaf. Faktoranalitiese resultate en die korrelasies tussen die onderskeie skale het hul konstrukgeldigheid ondersteun. Gemiddeldes wat op die onderskeie vraelyste behaal is, is vergelyk met gemiddeldes wat vir Britse skofwerkers en nieskofwerkers verkry is. Die insluiting van werktevredenheid- en werkbetrokkenheidskale, asook skale oor slaap, het die uitkomsgebaseerde teoretiese model van die opstellers van die SSI aangevul. Die SSI kan beskou word as 'n nuttige navorsingshulpmiddel vir gebruik met skofwerkers, maar verdere ontwikkeling van sommige van die skale is gewens.
Loopbaanankers en werkstevredenheid
Authors: De Kock E. , Schepers J. M.
Published: August 2012

The primary goal of the study was to determine whether a relationship exists between the extent to which an employees career anchors are satisfied in his/her current position and his/her job satisfaction. A secondary goal was to determine whether satisfied career anchors can predict future job satisfaction. A Career Anchor Questionnaire, consisting of 41 items, was developed. The Minnesota Job Satisfaction Questionnaire was applied to 195 employees on Peromnesjob grades 11 and 13 jointly with the Career Anchor Questionnaire. The Career Anchor Questionnaire was statistically analysed through factor analysis and item analysis. The results indicate that a relationship exists between the extent to which an employees career anchors are satisfied in his/her current position and his/her job satisfaction. Opsomming Die doel van die studie was om vas te stel ofdaar n verband bestaan tussen die mate waarin n persoon se loopbaan ankers bevredig word en sy/haar werkstevredenheid. 'n Sekondêre oogmerk was om te bepaal of bevredigde loopbaanankers toekomstige werkstevredenheid kan voorspel al dan nie. 'n Loopbaanankervraelys, bestaande uit 41 items, is gekonstrueer. Dit is saam met die verkorte weergawe van die Minnesota Werkstevredenheidvraelys op 195 werknemers op Peromnes posvlakke 11 en 13 toegepas. Faktor- en itemondedings is op die items van die Loopbaanankervraelys uitgevoer. Dit is bevind dat daar 'n verband bestaan tussen die mate waarin n persoon se loopbaanankers in 'n bepaalde pos bevredig word, en sy/haar werkstevredenheid.
Research Methodology for the Business and Administrative Sciences
Authors: Rossouw S. F.
Published: August 2012

The subject Research Methodology is now compulsory at virtually all South African universities and technicons.
The relationship between job-induced post-traumatic stress and work-based social support
Authors: Allen S. A. , Ortlepp K.
Published: August 2012

Research on the role of social support in occupational samples has suggested that work-based social support [WBSS] may have a significant buffering and main effect on occupational stress. Using occupational stress research as a model, the present research explored the relationship between WBSS and job-induced post-traumatic stress [PTS] in a sample of cash-in-transit security guards that had experienced a high incidence of armed robberies in the line of duty. Results indicate that WBSS has a significant relationship with PTS. Factors associated with elevated PTS levels are discussed and comparisons are made with guards who had not experienced traumatic incidents. Opsomming Navorsing omtrent die rol van sosiale ondersteuning in werkersteekproewe dui daarop dat werkgebaseerde sosiale ondersteuning (WGSO) n betekenisvolle bufferings- en hoofeffek op beroepstres het. Die huidige navorsing het die verhouding tussenWGSO en werkgeinduseerde posttraumaties stres (PTS) inn steekproefkontant- in-transito sekuriteitswagte, wat n hoë insidensie gewapende roof in die uitvoer van hul dagtaak beleefhet, ondersoek. Die bevindinge dui aan dat daar 'n betekenisvolle verhouding tussenWGSO en PTS bestaan. Faktore wat met PTS geassosieer word, word bespreek en vergelykings word getref met sekuriteitswagte wat geen traumatiese belewenis gehad het nie.
Stress and coping strategies in a sample of South African managers involved in post-graduate managerial studies
Authors: Spangenberg Judora J. , Orpen-Lyall Mark R.
Published: August 2012

To examine the relationships between stress levels and, respectively, stressor appraisal, coping strategies and bio- graphical variables, 107 managers completed a biographical questionnaire. Experience of Work and Life Circumstances Questionnaire, and Coping Strategy Indicator. Significant negative correlations were found between stress levels and appraisal scores on all work-related stressors. An avoidant coping strategy explained significant variance in stress levels in a model also containing social support-seeking and problem-solving coping strategies. It was concluded that an avoidant coping strategy probably contributed to increased stress levels. Female managers experienced significantly higher stress levels and utilized a social support-seeking coping strategy significantly more than male managers did. Opsomming Om die verband tussen stresvlakke en, onderskeidelik, taksering van stressors, streshanteringstrategiee en biografiese veranderlikes te ondersoek, het 107 bestuurders n biografiese vraelys, Ervaring vanWerk- en Lewensomstandighedevraelys en Streshanteringstrategieskaal voltooi. Beduidende negatiewe korrelasies is aangetref tussen stresvlakke en takseringtellings ten opsigte van alle werkverwante stressors. 'nVermydende streshantermgstrategie het beduidende variansie in stresvlakke verklaar in n model wat ook sosiale ondersteuningsoekende en pro-bleemoplossende streshanteringstrategiee ingesluit het. Die gevolgtrekking is bereik dat n vermydende stres- hanteringstrategie waarskynlik bygedra het tot verhoogde stresvlakke. Vroulike bestuurders het beduidend hoer stresvlakke ervaar en het n sosiale ondersteuningsoekende streshanteringstrategie beduidend meer gebnnk as manlike bestuurders.
A sample survey of computer-based training with reference to success criteria and remedial procedures
Authors: Mcelligott D. , Du Preez R.
Published: August 2012

The aim of the study is to conduct an investigation into the status-quo of computer-based training (CBT) at one of the leading Life Assurance companies in South Africa. The investigation comprises the development of a generic theoretical taxonomy of successful CBT which identifies the theoretical macro and micro criteria for successful CBT and its implementation. Core differences between the ideal and actual CBT in practice are identified. Results indicate that the CBT at the company satisfies the majority of the micro and macro success criteria. A few inadequacies are identified. Recommendations are made with regards to various remedial procedures. The incorporation of the theoretical taxonomy and the remedial procedures would serve to increase the success of companies CBT and could result in a highly efficient and effective CBT programme. Opsomming Die doel van die studie is die ondersock na die huidige status van rekenaar-gesteunde-opleiding aan een van die vooraanstaande Lewensversekeringsinstansies in Suid-Afrika. Die studie sluit die ontwikkeling van 'n generiese teoretiese taksonomie vir suksesvolle rekenaar-gesteunde-opleiding in, ten einde teoretiese makro en mikro sukseskriteria van rekenaar-gesteunde-opleiding daar te stel. Kemverskille tussen die ideaal en rekenaar-gesteunde opleiding in die praktyk word geidentifiseer. Resultate toon dat rekenaar-gesteunde-opleiding by die betrokke instansie grootliks aan die meeste mikro en makro sukseskriteria voldoen.'n Aantal tekortkominge word gei'dentifiseer. Verskeie aanbevelings ten opsigte van regstellende prosedures word gemaak. Die implementering van die teoretiese taksonomie en regstellende prosedures in organisasies wat tans van rekenaar-gesteunde-opleiding opieiding gebruik maak, kan lei tot 'n meer effektiewe en doeltreffende rekenaar-gesteunde-opleidings program.
Die interne konsekwentheid en konstrukgeldigheid van die persoonlike orientasievraelys vir 'n groep universiteitstudente
Authors: Fouche W. J. , Rothmann S.
Published: August 2012

The internal consistency and construct validity of the POI for a group of university students. The aim of this research was to establish the internal consistency and construct validity of the POI for a group of university students. The study population was selected by means of an availability sample and consisted of university students. Alpha coefficients varying between 0,24 and 0,75 were obtained. From the results it is evident that the POI can only be accepted as internally consistent concerning certain scales. It seems that the POI has a reasonable degree of construct validity. Opsomming Die doelstelling van hierdie navorsing was om die interne konsekwentheid en konstrukgeldigheid van die Persoonlike Orientasievraelys (POI) vir n groep universiteitstudente te bepaal. Die ondersoekgroep is deur middel van beskikbaarheidsteekproefverkry en het bestaan uit universiteitstudente. Alfa-koeffisiente wat wissel tussen 0,24 en 0,75 is verkry Uit die resultate blyk dit dat die POI slegs ten opsigte van sekere skale as intern konsekwent aanvaar kan word. Dit blyk verder dat die POI oor n redelike mate van konstrukgeldigheid beskik.
Die meting van neurolinguistiese programmering se verteenwoordigende stelsels: 'n Eksploratiewe studie
Authors: Bester P. C. , Nainaar K. , Roodt G.
Published: August 2012

The measurement of neurolinguistic programming's representative systems: an Exploratory study. An overview of Psychology literature indicates that various authors have agreed upon the existence of Neurolinguistic Programming's (NLP) representative systems. Until recently, no study has been reported in the literature that offers a comprehensive measuring instrument for these constructs. The principal aim of this study was to determine the desirability of measuring NLPs representative systems with a comprehensive normative questionnaire. Three theoretical constructs were hypothesized and a "Questionnaire on Sensory Modalities" consisting of 84 items was developed. This questionnaire was administered to students (N=338) from three different tertiary institutions. A second factor analysis on the 18 subscores of a first factor analysis, yielded two factors that did not reflect the three representative systems. The implications of these findings are discussed.Opsomming 'n Oorsig van die Sielkunde-literatuur wys daarop dat verskeie outeurs saamstem oor die bestaan van Neurolinguistiese Programmering (NLP) se verteenwoordigende stelsels. Tot onlangs toe is geen studie oor die bestaan van n omvattende meetinstrument vir NLP se verteenwoordigende stelsels in die literatuur gerapporteer nie. Die hoofdoel van die onderhawige studie was om vas te stel of dit wenslik is om NLP se verteenwoordigende stelsels met 'n omvattende normatiewe vraelys te meet. Drie konstrukte is voorveronderstel en 'n "Vraelys oor Sensoriese Modaliteite", bestaande uit 84 items, is gekonstrueer. Hierdie vraelys is afgeneem op studente (N=338) van drie verskillende tersiere instellings. hTweede faktorontleding op die 18 subtellings van n eerste faktorontleding, het twee faktore opgelewer wat nie die drie verteenwoordigende stelsels suiwer weergee nie. Die implikasies van hierdie bevindinge word bespreek.
Development paradigms: From paternalism to managing diversity
Authors: Miller Karen
Published: August 2012

This is a simply written, relatively short book which charts attitudes towards and practices relating to the development of black employees in South Africa, from the early days of apartheid to the present
The relation between career anchors, occupational types and job satisfaction of midcareer employees
Authors: Ellison J. A. , Schreuder A. M. G.
Published: August 2012

The objective of this research was to determine the value of the career anchor model in career decision-making. Career models that can provide the individual with greater self-insight can serve as an important guide when making career choices in todays turbulent working environment. Two hundred and ninety-five midcareer employees (managerial and non-managerial) completed questionnaires to determine their career anchor, occupation type and levels of general, intrinsic and extrinsic job satisfaction. The differences in job satisfaction between employees with a fit between career anchor and occupational type and those with no such fit were compared. It was found that respondents with a fit had a significantly higher level of general and intrinsic job satisfaction than those with no such fit. It is therefore suggested that the career anchor construct could probably serve as a useful tool for midcareer employees to make career choices. Opsomming Die doel van hierdie ondersoek was om die waarde van die loopbaanankermodel in loopbaanbesluitneming te bepaal. Loopbaanmodelle wat individue van groter insig kan voorsien kan as n belangrike riglyn in vandag se turbulente werksomgewing dien. Tweehonderd vyf-en-negentig middelloopbaan-werknemers (bestuur en nie-bestuur) het vraelyste voltooi om hulle loopbaanankers, beroepstipe en vlakke van algemene, intrinsieke en ekstrinsieke werkstevredenheid te bepaal. Die verskille in werkstevredenheid tussen werknemers met n passing tussen loopbaananker en beroepstipe en die sender n sodanige passing, is vergelyk. Daar is bevind dat respondente met n passing 'n beduidende hoer vlak van algemene en intrinsieke werkstevredenheid het as die sender so 'n passing. Daar word derhalwe voorgestel dat die loopbaanankermodel waarskynlik as n nuttige instrument by middelloopbaan-werknemers gebruik kan word om loopbaanbesluite te neem.
A comparison of the job-satisfied and job-dissatisfied environmental health officer in South Africa
Authors: Louw A. D. , Meyer J. C. , Van Schalkwyk D. J.
Published: August 2012

Environmental health is one of the key areas in the Reconstruction and Development Programme in South Africa because of its close links with the primary prevention of disease. The possibility of individual differences between job-satisfied and job-dissatisfied environmental health officers were investigated. The individual differences found between these groups can be used to select and train students for training who show a tendency towards the indicated personality traits. A relationship is indicated by researchers between job-satisfaction and job performance; it can therefore be expected that the selection of environmental health officers with the indicated tendencies in personality, values, achievement motivation, interests and biographical information will have a positive effect on productivity in environmental health. Opsomming Omgewingsgesondheid is een van die sleutelareas in die Heropbou- en Ontwikkelingsprogram in Suid-Afrika, vanwee die noue band wat dit met die primere voorkoming van siektes het. Hierdie studie ondersoek die moontlikheid van individuele verskille tussen werkstevrede en nie-werkstevrede omgewingsgesondheidsbeamptes. Die individuele verskille wat tussen die groepe gevind is, kan gebruik word vir die keuring en opieiding van studente met n neiging tot die aangeduide persoonlikheidstrekke.'n Verband word tussen werkstevredenheid en werksprestasie word deur navorsers aangedui. Daar kan dus verwag word dat die keuring van omgewingsgesondheidsbeamptes met die aangeduide geneigdhede in persoonlikheid, waardes, prestasiemotiverings, belangstellings en biografiese besonderhede, n positiewe bydrae tot produktiwiteit in Omgewingsgesondheid sal lewer.
Bestuursontwikkelingsbehoeftes in die Suid-Afrikaanse lugmag: 'n Vergelykende studie van die persepsies van die vier kultuurgroepe
Authors: Theart J. J. , Lessing B. C. , Schepers J. M.
Published: August 2012

Management Development Needs in the South African Air Force: A comparative study of the perceptions of four cultural groups. The object of the study was to determine whether the perceptions of managers and supervisors from different cultural groups in the South African Air Force differ concerning their managerial skills, and to determine to what extent the perceptions of the superiors differ from those of their subordinates. A questionnaire of perceived management development needs was used to determine whether specific training needs exist. It was found that there are indeed statistically significant differences between the various cultural groups'perceptions of their management development needs and that training needs exist within all four cultural groups. Opsomming Die doel van die studie was om te bepaal of die persepsies van bestuurders en toesighouers mt verskillende kultuurgroepe in die Suid-Afrikaanse Lugmag, rakende hul bestuursvaardighede, onderling van mekaar verskil en om te bepaal in watter opsig die persepsies van bogeskiktes van die van hul ondergeskiktes verskil. nVraelys van waargenome bestuursontwikkelingsbehoeftes is gebruik om te bepaal of daar spesifieke opieidingsbehoeftes bestaan. Daar is bevind dat daar wel statistics beduidende verskille tussen die kultuurgroepe se persepsies van hul bestuursontwikkelingsbehoeftes bestaan en dat daar opieidingsbehoeftes by al vier groepe bestaan.
Baking a new cake: How to Succeed in Employment Equity
Authors: Donald Fiona
Published: August 2012

This book is based on the premise that a holistic process must be adopted in order to implement employment equity successfully.
Lokus van beheer en transformasionele leierskap
Authors: Van Staden J. F. , Schepers J. M. , Rieger H. S.
Published: August 2012

Locus of control and transformational leadership. The aim of this study was to determine the relationship between locus of control and transformational leadership. These constructs were selected by virtue of the lack of empirical research regarding the assumed relationship between them. The Locus of Control Inventory (LCI) of Schepers (1998) and the Multifactor Leadership Questionnaire (MLQ), Form 5R of Bass and Avolio (1993) were administered to 102 respondents. The results indicate statistically significant relationships between: internal locus of control and transformational leadership; external locus of control and transactional leadership; and autonomy and transformational leadership.Opsomming Die doel van die studie was om die verband tussen lokus van beheer en transformasionele leierskap te bepaal. Hierdie konstrukte is gekies op grond van die gebrek aan empiriese navorsing rakende die veronderstelde verband tussen die genoemde konstrukte. Die Lokus van Beheer-vraelys van Schepers (1998) en die Multifaktor Leierskapsvraelys (MLV),Vorm 5Rvan Bass en Avolio (1993) is op 102 respondente toegepas. Die resultate toon statisties beduidende verbande aan tussen: interne lokus van beheer en transformasionele leierskap; eksteme lokus van beheer en transaksionele leierskap; en outonomie en transformasionele leierskap.