bluuebunny/crossref_metadata_2025 huggingface dataset:
The socio-political context of the application of fair selection models in the usa
Authors: Huysamen G. K.
Published: August 2012

In an earlier article, the psychometrics of various fair selection models that had been proposed in the United States of America in the late 1960s, early 1970s were presented. The purpose of the present article is to discuss the subsequent history of the application of these models in personnel selection in that country and to view its implications for the South African situation. Because the question of fair selection models ties in with the issue of affirmative action, a brief history of this issue as it pertains to personnel selection is also given. Key decisions of the American Supreme Court that have a bearing on this matter are also reviewed. The failure to widely apply these fair selection models may be attributed to the prevalent socio-political context which favours the preferential treatment of certain groups but is hesitant to specify the particulars and limits of such treatment. Opsomming 'n Vorige artikel het die psigometi-ika onderliggend aan verskeie billike keuringsmodelle wat in die laat sestigerjare, vroee sewentigerjare in die Verenigde State van Amerika voorgestel is, behandel. Die doel met die onderhawige artikel is om 'n oorsig te verskaf van die daaropvolgende geskiedenis van die toepassing van daardie modelle in personeelkeuring in daardie land, en om die implikasies daarvan vir die Suid-Afrikaanse situasie te belig. Omdat die aangeleentheid van billike keuringsmodelle verband hou met die kwessie van regstellende aksie, word 'n bondige geskiedenis van hierdie kwessie soos dit op personeelkeuring van toepassing is, ook verskaf. Sleutel-uitsprake van die Amerikaanse Hooggeregshof wat betrekking het op hierdie aangeleentheid word ook beskou. Die beperkte toepassing van hierdie billike keuringsmodelle kan toegeskryf word aan die heersende sosio-politieke konteks wat die voorkeurbehandeling van bepaalde groepe voorstaan, maar wat huiwerig is om die besonderhede en perke van sodanige behandeling te spesifiseer.
Bedryfsielkunde in Suid-Afrika: 'n Toekomsperspektief
Authors: Kriek Hennie J.
Published: August 2012

Industrial Psychology in South Africa: A future perspective. The changing sociopolitical dispensation in South Africa and its impact on the practice and science of industrial psychology is analysed. The implications of this for industrial psychology and the obstacles experienced in the utilisation and implementation of the scientific knowledge base of industrial psychology, are discussed. One challenge for industrial psychology is to break away from its present status of inadequate utilisation of its knowledge and to strive towards making influential contributions to the policy and formation of a new South Africa. Opsomming Die veranderende sosiopolitieke bestel in Suid-Afrika en die impak daarvan op die beoefening van die praktyk en wetenskap van bedryfsielkunde word ontieed. Die implikasies hiervan vir bedryfsielkunde, en die struikelblokke wat ondervind word met die benutting en implementering van die wetenskaplike kennisbasis van bedryfsielkunde, word bespreek. Een uitdagingvir bedryfsielkunde is om weg te breek van sy huidige status met onvoldoende benuttingvan sy kennis en daarna te strewe om invloedryke bydraes te maak tot die beleid en vorming van 'n nuwe Suid-Afrika.
The development of a statistical procedure to correct the effects of restriction of range on validity coefficients
Authors: Scheepers J. M.
Published: August 2012

In the validation of tests used for selection purposes, the obtained validity coefficients are invariably underestimates of the true validities, due to explicit and implicit selection in respect of the relevant variables. Both explicit and implicit selection leads to restriction of range of the relevant variables, and this in turn reduces the obtained validites. A formal proof for this is given. A number of researchers have developed formulae for correcting sample validities in order to get better estimates of the true validities (Pearson/ 1903; Thorndike, 1949; Gulliksen, 1950; Rydberg, 1962 and Lord & Novick, 1968). It is, however, virtually impossible to obtain a complete view of the problem of restriction of range in this way. In the present paper a different approach has been followed: Population correlations have been computed for various degrees of truncation of the explicit selection variable. This has been done for population correlations ranging from 0,10 to 0,99. A graphical display, indicating the shrinkage of the population correlations for various truncation ratios, has been prepared. Opsomming In die geldigheidsbepaling van toetse wat vir keuringsdoeleindes gebruik word, is die verkree geldigheidskoeffisiente sender uitsondering onderskattings van die ware geldighede as gevolg van eksplisiete en implisiete keuring ten opsigte van die tersaaklike veranderlikes. Sowel eksplisiete as implisiete keuring lei tot inperking van die variasiewydte van die relevante veranderiikes, en dit reduseer om die beurt weer die verkree geldighede. 'n Formele bewys hiervoor word in die referaat gegee. 'n Aantal navorsers het formules ontwikkel om steekproefgeldighede te korrigeer ten einde beter beramings van die ware geldighede te verkry (Pearson/ 1903; horndike, 1949: Gulliksen, 1950; Rygberg, 1962 en Lord & Novick, 1968). Dit is egter bykans onmoontlik om op hierdie wyse 'n geheelbeeld van die probleem van inperking van variasiewydte te vorm. In die huidige referaat is 'n ander benadering gevolg: Populasiekorrelasies is bereken vir verskillende grade van afknotnng van die eksplisiete keuringsveranderlike. Dit is gedoen vir populasiekorrelasies wat wissel van 0/10 tot 0/99. Voorts is 'n grafiese voorstelling voorberei, wat die krimpring van die populasiekorrelasies vir verskillende afknottingsverhoudings, uitbeeld.
Kennisbasisse, gebruikspatrone en gebruikshindernisse ten opsigte van die riglyne vir die ontwikkeling en validering van personeelkeuringsprosedures
Authors: Boolsen M. , Theron C. C.
Published: August 2012

The guidelines for the validation and use of personnel selection procedures: knowledge, usage and obstacles. Selection is a key human resources function in any organization. Expected changes in South African Labour Law combined with the importance of advancing organizational efficiency lead in 1992 to the publication of the Guidelines on the Development and Validation of Personnel Selection Procedures. The study in question is aimed at a description of the current knowledge base, usage patterns and usage obstacles vis-a-vis the Guidelines of a specific group of human resource specialists in South Africa. Recommendation based on the research findings are made. Opsomming Keuring is 'n sleutel menslike hulpbronbestuursfunksie in enige onderneming. Verwagte veranderinge in Suid-Afrikaanse Arbeidswetgewing en die noodsaaklikheid van die bevordering van organisatoriese doeltreffendheid lei in 1992 tot die publikasie van die Riglyne vir die Ontwikkeling en Validering van Personeelkeuringsprosedures. Die onderhawige studie is gerig op 'n beskrywing van die heersende kennisbasisse, gebruikspatrone en gebruiks- hindernisse vis-a-vis die Riglyne by 'n spesifieke groep menslike hulpbronkundiges in Suid-Afrika. Aanbevelings word op grond van die bevindinge gemaak.
Aanpassing en evaluering van die litwin en stringer- klimaatmetingsvraelys
Authors: Dippenaar H. , Roodt G.
Published: August 2012

Adapting and evaluating the Litwin and Stringer organisational climate questionnaire. In an attempt to satisfy the need which exists for scientifically justified climate questionnaires, the climate questionnaire of Litwin and Stringer (1968) was adapted and evaluated in this study. The questionnaire was administered to 122 managers in a financial institution. First and second order factor analyses were performed on the items of the questionnaire. Two factors of organisation climate were identified, viz. motivational - relationship considerations and uncertainty - job ownership considerations. The implications of the findings are discussed. Opsomming In 'n poging om aan die behoefte wat daar aan wetenskaplik verantwoordbare klimaatmetingsvraelyste bestaan, te voldoen, is die klimaatmetingsvraelys van Litwin en Stringer (1968) in hierdie studie aangepas en geevalueer. Die vraelys is op 'n steekproef van 122 bestuurders in 'n finansiele instelling toegepas. Eerste- en tweedeordefaktorontledings is op die items van die vraelys uitgevoer. Twee faktore van organisasieklimaat is geidentifiseer, te wete motivering - verhoudingoorwegings en onsekerheidtaakeienaarskapoorwegings. Die implikasies van die bevindinge word bespreek.
Die sielkundige kontrak: Wedersydse verwagtings tydens die aanvangsfase van militêr-akademiese studies
Authors: Beukes J. A. , Vos H. D.
Published: August 2012

The psychological contract: Mutual expectations during the join-up phase of military-academical studies. In order to determine the expectations of both the potential students of the Military Academy and the Military Academy itself, Kotter's expectation questionnaire was completed on 66 first year students and staff members of the Military Academy. Significant differences were found between the expectations of the students and the expectations of the organisation (as represented by those as staff members). The results also indicated significant differences between students with high expectations and those with low expectations in respect of work satisfaction and career expectations. Opsomming Ten einde voornemende militêre studente en die Militêre Akademie se verwagtings te bepaal, is 'n verwagtingsvraelys van Kotter op 66 eerstejaarstudente en staflede, verbonde aan die Militêre Akademie, geadministreer. Dit blyk uit die ondersoek dat beduidende verskille tussen studente se verwagtings en die organisasie se verwagtings (soos beliggaam in die van staflede) bestaan en dat daar beduidende verskille tussen studente met hoe verwagtings en studente met lae verwagtings ten opsigte van werkstevredenheid en loopbaanverwagtings bestaan.
The effect of organisational restructuring on job satisfaction, career aspirations and stress levels of employees
Authors: Marais E. N. , Schepers J. M.
Published: August 2012

The field study reported here examined the effects of organisational restructuring on employees' job satisfaction, career aspirations and stress levels. Immediately after restructuring took place in the organisation, the employees affected by this advent were tested to determine whether restructuring would impact on the three variables. Eight months after restructuring in the organisation took place their job satisfaction, career aspirations and stress levels were measured again. The results of the research indicated no changes in job satisfaction levels, career aspirations or stress levels. The results provided no support for the expectation that after a time lapse of eight months the effects or organisational restructuring would diminish and that workers would experience a greater degree of job satisfaction. In addition, it would appear that the time lapse did not improve perceived career prospects or that stress levels decreased. Opsomming Die navorsing wat hier gerapporteer word/ het die effek van organisatoriese herstrukturering op werknemers se werkstevredenheid, loopbaanaspirasies en spanningsvlakke ondersoek. Onmiddellik nadat herstrukturering in die organisasie plaasgcvind het, is die werknemers wat deur die herstrukturering geraak is, getoets om vas te stel of herstrukturering 'n impak op die drie veranderlikes sou hê. Agt maande later is hul werkstevredenheid, loopbaanaspirasies en spanningsvlakke weer gemeet. Daar is gevind dat die werknemers se reaksie op organisatoriese herstrukturering onveranderd gebly het. Die resultate het geen steun verleen aan die verwagting dat die tydsverloop van agt maande die effek van organisatoriese herstrukturering sal verminder nie en dat werknemers tot 'n groter mate werkstevredenheid sal ervaar nie. Dit blyk verder dat die tydsverloop ook nie verbeterde loopbaanvooruitsigte tot gevolg gehad het of dat die werknemers se spanningsvlakke verlaag het nie.
Flow and quality of work life in a diverse workforce
Authors: Anderson D. R. , Crous F. , Schepers J. M.
Published: August 2012

The principal aim of the study was to determine the relationship between flow (optimal experience) and quality of work life in a diverse workforce. The sample comprised 307 managers, middle-managers and junior officials from a private company. The sample was drawn from all organisational functions and cultural groups within the organisation. A questionnaire was developed to measure flow experience. The flow factors correlated statistically significantly with the quality of work life factors. The implications of these findings are discussed. Opsomming Die hoofdoel van die studie was om die verhouding tussen psigologiese vloei (optimale ervaring) en gehalte van werklewe in 'n diverse werksmag vas te stel. Die steekproef het uit 307 bestuurders, middelbestuurders en junior amptenare van 'n privaatmaatskappy bestaan. Die steekproef is uit alle organisasiefunksies en kultuurgroepe binne die organisasie getrek. 'n Vraelys wat psigologiese vloei-ervarings meet, is ontwikkel. Die psigologiese vloei-faktore het statisties beduidend met gehalte van werklewe-faktore gekorreleer. Die implikasies van die bevindinge word bespreek.
Die verband tussen angs en prestasie in takseer sentrumdimensies
Authors: Ehlers E. J. , Roodt G.
Published: August 2012

The relationship between anxiety and performance in assessment centre dimensions. This study is aimed at determining whether there is a relationship between Anxiety (Tension and Anxiety), as measured by the Sixteen Personality Factor Questionnaire, and performance in assessment centre dimensions. The data set was collected from 145 white male candidates on entry and middle management level in an auditing firm in Gauteng. Ages of candidates varied from 24 to 35 years (x = 27,52; sd = 6,33). By using regression analyses it was found that Tension and Anxiety mainly show a negative relationship with the so-called interpersonal behaviour dimensions, such as Perseverance, Eogical and persuasive reasoning ability, and Perceived leadership image. The multiple analyses of variance (MANOVAS) for the low, middle and high tension groups and low, middle and high anxiety groups revealed no statistically significant differences in respect of the assessment centre dimensions as a whole. Implications of the findings are discussed in the article. Opsomming Hierdie studie is daarop toegespits om vas te stel of daar 'n verband tussen Angs (Spanning en Angstigheid), soos deur die Sestien-persoonlikheidsfaktorvraelys gemeet, en prestasie in takseersentrumdimensies bestaan. Data is ingesamel van 145 blanke manlike kandidate op toetrede- en middelbestuursvlak in 'n ouditeursfirma in Gauteng. Ouderdomme van kandidate het gewissel van 24 to 35 jaar (x = 27,52; s = 6,33). Daar is deur middel van regressieontledings bevind dat Spanning en Angstigheid hoofsaaklik 'n negatiewe verband met die sogenaamde interpersoonlike gedragsdimensies, byvoorbeeld Deursettingsverrnoe, Eogiese en oorredende redenasievermoe en Waargeiwme leierskapsbeeld toon. Meervoudige variansieontledings (MANOVAS) vir die lae, gemiddelde en hoe spanningsgroepe en die lae, gemiddelde en hoe angstigheidsgroepe hot gcen statisties-beduidende verskille ten opsigte van die takseersentrumdimensies in die geheel opgelewer nie. Implikasies van hierdie bevindinge word in die artikel bespreek.
Individualiteit, kollektiwiteit en lokus van beheer as mikroveranderlikes van diversiteit
Authors: Rieger H. S. , Blignaut C. J. H.
Published: August 2012

Individuality, collectivity and locus of control as micro variables of diversity. The principal aim of the study was to construct an instrument to measure individuality and collectivity as micro variables of diversity in the South African context. The Individuality-collectivity Inventory was applied to 326 university students. A factor analysis on 80 items yielded two factors. These factors were interpreted as collectivity and individuality. The two scales were subjected to an item analysis and yielded reliability coefficients of 0,86 and 0,910. A secondary aim of the study was to determine whether any correlation exists between individuality, collectivity and locus of control. The two sub-scales of the Individuality-collectivity Inventory were correlated with the three sub-scales of the Locus of Control Inventory. Statistically significant positive correlations were found to exist between individuality, internal locus of control and autonomy. The implications of the findings on the management of diversity are discussed. Opsomming Die hoofdoel van die studie was om 'n instrument vir die meting van die konstrukte individualiteit en kollektiwiteit as mikroveranderlikes van diversiteit in die Suid-Afrikaanse konteks daar te stel. Die Individualiteit-kollektiwiteitskaal is op 326 universiteitstudente toegepas. 'n Faktorontleding op 80 items het twee faktore tot gevolg gehad/ naamlik Individualiteit en Kollektiwiteit. Die twee skale is vervolgens aan 'n itemontleding onderwerp en betroubaarhede van 0,86 en 0,910 is onderskeidelik opgelewer. 'n Sekondere doelwit van die studie was om te bepaal of daar 'n verband tussen individualiteit, kollektiwiteit en lokus van beheer bestaan. Die twee sub-skale van die Individualiteitkollektiwiteitskaal is met die drie sub-skale van die Lokus van Beheer-vraelys gekorreleer. Statisties beduidende positiewe korrelasies bestaan tussen individualiteit, interne lokus van beheer en outonomie. Die implikasies van die bevindinge vir die bestuur van diversiteit word bespreek.
The relation between cognitive ability and psychological readiness of semi-skilled employees in the South African mining industry
Authors: Watkins M. L. , Elliot A.
Published: August 2012

Political change has, especially in the South African mining industry, created the need for the application of culturefair tests with the view of affirmative action. These tests are especially applied to measure cognitive ability, which is widely accepted to be positively correlated with work performance. The question arose whether cognitive tests are able to predict psychological readiness to perform as implicated by Hemstein and Murray's (1994) work on the "Bell Curve". In this study, no meaningful relation between cognitive ability and psychological readiness was found. This reflects some support for a multi-dimensional approach to the study of intelligence. Opsomming Politieke verandering het veral in die Suid-Afrikaanse mynbedryf, gelei tot 'n behoefte aan die toepassing van kultuurbillike toetse vir die doeleindes van regstellende aksie. Hierdie toetse word toegepas om kognitiewe vermoe te meet en daar word wyd aanvaar dat dit positief met werksprestasie korreleer. Die vraag het ontstaan of hierdie toetse daartoe in staat is om sielkundige gereedheid om te presteer, voorspel soos geimpliseer deur Hemstein en Murray (1994) se werk oor die "Bell Curve". In hierdie studie is geen betekenisvolle verband tussen kognitiewe vermoe en sielkundige gereedheid om te presteer, gevind nie. Daar word dus steun vir 'n multi-dimensionele benadering tot die bestudering van intelligensie, gevind.
Career salience and work outcomes: A comparison of managerial and clerical employees
Authors: Lock G. J. , Ortlepp K.
Published: August 2012

The present research aimed to assess the relationships between career salience and job satisfaction, organisational commitment, and psychological well-being. In addition, the variations within these relationships between management and clerical employees were explored. Self report data was collected from 86 accounting employees at the headoffice of a large retail company in Johannesburg. Pearson product-moment correlations, t-tests and z-transformations were computed. The results indicated that there is a significant positive relationship between career salience and both job satisfaction and organisational commitment. These results were found to differ according to hierarchical level. The variable psychological well-being only yielded significant associations with career salience for the managerial group. Opsomming Die navorsing neem die verband tussen loopbaanmarkantheid en werksbevrediging, toewyding aan die organisasie, en psigologiese welstand in oënskou. Verskille in hierdie verhoudings tussen bestuur en klerklike personeel word vervolgens ondersoek. Selfrapporteringsdata is ingesamel van 86 boekhouers by die hoofkantoor van 'n vooraanstaande kleinhandelaar in Johannesburg. Pearson produk-moment korrelasies, t-toetse en z-transformasies is bereken. Die resultate het aangedui dat daar 'n beduidende positiewe verband is tussen loopbaanmarkantheid, aan die een kant, en sowel werksbevrediging as toewyding aan die organisasie aan die ander kant. Daar is verder gevind dat resultaat bemvloed word deur die hierargiese vlak waarop mense werk. Psigologiese welstand het byvoorbeeld net in die geval van bestuurders 'n beduidende korrelasie met loopbaanmarkantheid getoon.
Selfbeoordeling as 'n voorspeller van waargenome gesimuleerde bestuursvermoë, soos gemeet in 'n takseersentrum
Authors: De Beer N. , Van Vuuren L. J.
Published: August 2012

Self assessment as a predictor of perceived simulated managerial ability as measured by an assessment centre. The purpose of this study was to establish how accurately a person could assess his own managerial ability. With this in mind, a self-assessment questionnaire was developed. The questionnaire was completed by the participants both before and after participation in an assessment centre. It measured, per managerial dimension, the judgment of the participant that his managerial ability complies with that of a senior departmental manager in the organisation. The before-centre self-assessment scores correlate meaningfully with the after-centre self assessment scores. The selfassessment scores are, however, a poor predictor of the observed simulated managerial ability. Opsomming Die doel met hierdie studie was om te bepaal in watter mate 'n persoon sy bestuursvermoë korrek kan beoordeel. Met die oog hierop is 'n selfbeoordelingsvraelys ontwerp, wat voor sowel as direk na afloop van deelname aan 'n takseersentrum deur die deelnemers voltooi is. Die vraelys het/ per bestuursdimensie, die mate waarin 'n deelnemer van mening is dat sy bestuursvermoë voldoen aan die van 'n senior afdelingsbestuurder in die organisasie, gemeet. Die voor-sentrum selfbeoordelingtellings en die na-sentrum selfbeoordeling-tellings korreleer betekenisvol. Die voorsentrum selfbeoordelingtellings is egter 'n swak voorspeller van die waargenome gesimuleerde bestuursvermoë.
Die verband tussen lokus van beheer en die werks prestasie van swart bemarkers in die lewensversekeringsbedryf
Authors: Coetzer E. L. , Schepers J. M.
Published: August 2012

The relationship between locus of control and the work performance of black marketers in the life assurance industry. The aim of the study was to establish the relationship between locus of control and the work performance of black marketers in the life assurance industry. These constructs were selected by virtue of the lack of empirical research regarding the assumed relationship between them. The Locus of Control Scale of Schepers (1995) was used for measuring locus of control. Work performance was measured by the commission earned per month by the marketer, the number of policies generated by the marketer, as well as the percentage of lapsed policies. The relevant measurements were obtained in respect of a sample of 149 black marketing personnel. The results indicated a modest but statistically significant relationship between external locus of control and the work performance of black marketers. Opsomming Die doel van die studie was om die verband tussen lokus van beheer en die werksprestasie van swart bemarkers in die lewensversekeringsbedryf te bepaal. Hierdie konstrukte is gekies op grond van die gebrek aan empiriese navorsing rakende die veronderstelde verband tussen genoemde konstrukte. Die Lokus van Beheer-vraelys van Schepers (1995) is in die meting van lokus van beheer gebruik. Werksprestasie is aan die hand van kommissie per maand verdien, aantal polisse gegenereer deur 'n bemarker en die persentasie vervalde polisse, gemeet. Die tersaaklike metinge is verkry ten opsigte van 'n steekproef van 149 swart bemarkers. Die resultate toon 'n klein, dog statisties beduidende verband tussen eksterne lokus van beheer en die werksprestasie van swart bemarkers in die lewensversekeringsbedryf.
The relationship between career maturity, career expectations and perceptions of job and organisational knowledge of engineering bursars
Authors: Le Roux H. , Schepers J. M. , Lessing B. C.
Published: August 2012

The principal aim of this study was to determine whether there is a statistically significant relationship between career maturity, and career expectations and perceptions of job and organisational knowledge of engineering bursars. The sample comprised 168 engineering bursars from a variety of South African universities. A questionnaire was developed to measure bursars' career expectations and perceptions of job and organisational knowledge. The sample was divided into homogeneous clusters on the basis of two dimensions - career expectations and perceptions of job and organisational knowledge. These clusters were compared in respect of career maturity. Statistically significant differences were found. A secondary aim of the study was to examine the impact of certain demographic variables on career maturity/ career expectations and perceptions of job and organisational knowledge. The implications of the findings are discussed. Opsomming Die hoofdoel van die studie was om vas te stel of daar 'n statistics beduidende verband tussen loopbaanvolwassenheid en loopbaanverwagtinge en persepsies van beroeps- en organisasiekennis van ingenieursbeurshouers is. Die steekproef het uit 168 ingenieursbeurshouers van 'n verskeidenheid Suid-Afrikaans e universiteite bestaan. 'n Vraelys om loopbaanverwagtinge en persepsies van beroeps- en organisasiekennis te meet, is ontwikkel. Die steekproef is in homogene groepe verdeel aan die hand van twee dimensies, te wete loopbaanverwagtinge en persepsies van beroeps- en organisasiekennis. Hierdie groepe is ten opsigte van loopbaanvolwassenheid vergelyk. Statisties beduidende verskille is gevind. 'n Newedoelstelling van die studie was om na die moontlike impak van sekere demografiese veranderlikes op loopbaanvolwassenheid, loopbaanverwagtinge en persepsies van beroeps- en organisasiekennis, te kyk. Die implikasies van die bevindinge is bespreek.
Veranderingsbestuur in 'n verpleegdiens
Authors: Drake J. M. , Muller M.
Published: August 2012

Change management in a nursing service. The purpose of this study was to explore and describe the principles of change management in a nursing service and this was justified by means of a qualitative, exploratory and descriptive method. Semi-structured interviews were conducted with Industrial Psychologists to explore the construct change management, as well as the process thereof. These interviews were analysed, followed by a literature control before a final conceptual framework was developed and the guidelines described. It is recommended that a model for change management in a nursing service be developed and that this model ultimately be exposed to hypothesis testing. Opsomming Die doel met hierdie studie was om die beginsels van veranderingsbestuur in 'n verpleegdiens te verken en te beskryf en dit is by wyse van 'n kwalitatiewe, verkennende en beskrywende metode verantwoord. Semi-gestruktureerde onderhoude is met Bedryfsielkundiges gevoer om die konstruk veranderingsbestuur te verken, asook die proses daarvan. Hierdie onderhoude is ontleed, gevolg deur 'n literatuurkontrole voordat 'n finale konseptuele raamwerk vir veranderingsbestuur in 'n verpleegdiens opgestel is en riglyne beskryf is. Daar word aanbeveel dat 'n model vir veranderingsbestuur in 'n verpleegdiens ontwikkel word en aan hipotesetoetsing blootgestel word.
Achievement motivation, locus of control and individuality as predictors of participative management in the South African educational environment
Authors: Le Roux C. A. , Schmidt C. , Schepers J. M.
Published: August 2012

The shift to participative management is considered to be both inevitable and necessary. No study has thus far been reported in the participation literature in terms of predictor variables for participative management. The aim of this study was to investigate whether certain orientations - and in particular, achievement motivation, locus of control and individual vs collective orientations - could be identified that would serve as predictors of an inclination towards participative management. The sample comprised 117 education managers from a government institution. Three predictor variables of participative management - aspiration level, autonomy and collectivity - were identified. The implications of these findings are discussed Opsomming Die verskuiwing na deelnemende bestuur in die werkplek word as beide onvermydelik en noodsaaklik beskou. Tot dusver is geen studie in die deelnemende bestuursliteratuur ten opsigte van die voorspellende veranderlikes daarvan gerapporteer nie. Die doel van die studie was om ondersoek in te stel na sekere orientasies - en veral,prestasiemotivering, lokus van beheer, en individuele vs kollektiewe orientasie - wat as voorspellers van 'n geneigdheid tot deelnemende bestuur, kan dien. Die steekproef het bestaan uit 117 bestuurders van onderwys in 'n regeringsinstelling. Drie voorspellende veranderlikes - aspirasievlak, outonomie en kollektiwiteit - van die geneigdheid tot deelnemende bestuur is geidentifiseer. Die implikasies van die bevindinge word bespreek
Die samestelling en evaluering van 'n groepfasiliteringskursus
Authors: Rothmann S. , Sieberhagen G.VdM.
Published: August 2012

The development and evaluation of a group facilitation course. The personality profile of a group facilitator is conceptualised as consisting of group knowledge and skills, interpersonal effectiveness, and personality traits. A group facilitation course directed at the stimulation of this profile was developed. The course improved the skills of praticipants to respond to process issues in a group, as well as their knowledge of group facilitation. Their empathy, respect, genuineness and concreteness improved significantly. Although changes in spontaneity, time competence and existentiality were found after completing the course, these changes cannot be ascribed to the course. Organisational factors may impede the development of the personality traits of the group facilitator. Opsomming Die persoonlikheidsprofiel van die groepfasiliteerder word gekonseptualiseer as groepkennis en -vaardighede, interpersoonike effektiwiteit, en persoonlikheidskenmerke. 'n Groepfasiliteringskursus gerig op die stimulering van hierdie profiel is ontwikkel. Die kursus het daartoe bygedra om deelnemers se vaardigheid om op prosesaangeleenthede in 'n groep te reageer, asook om hul kennis van groepfasilitering te verbeter. Deelnemers se empatie, respek, egtheid en konkreetheid het beduidend toegeneem. Alhoewel veranderinge ten opsigte van spontaneïteit, tydsbewustheid en eksistensialiteit gevind is, kan hierdie veranderinge nie aan die kursus toegeskryf word nie. Organisasiefaktore kan struikelblokke wees in die weg van die ontwikkeling van die persoonliheidskenmerke van die groepfasiliteerder.
Die verband tussen tydoriëntasie en transformasionele leierskap
Authors: Guest C. F. , Schepers J. M.
Published: August 2012

The relationship between time orientation and transformational leadership. The aim of this study was to establish the relationship between time orientation/ as basic mechanism of adaptation, and transformational leadership. An adapted, normative version of the R-A Time Orientation Questionnaire (Augustyn, 1978) and the Transformational Leader Questionnaire of Sashkin and Rosenbach (1995) were administered to 171 respondents. Both questionnaires were statistically analysed through factor and item analysis. Individuals were grouped on the basis of their time orientation scores through cluster analysis. The results confirmed that statistically significant differences in transformational leadership exist between individuals classified in different clusters of time orientation. Individuals that had high scores in the systematic and creative-evaluative time orientations showed significant levels of transformational leadership characteristics. Opsomming Die doel van hierdie studie was om die verband tussen tydoriëntasie as basiese aanpassingsmeganisme en transformasionele leierskap te bepaal. 'n Aangepaste normatiewe weergawe van die R-A Tydoriëntasievraelys (Augustyn, 1978) en die Transformasionele Leierskapsvraelys van Sashkin en Rosenbach (1995) is op 171 proefpersone toegepas. Albei vraelyste is statisties deur faktor- en itemontleding ontleed. Deur bondelontleding is die individue op grond van hul tellings ten opsigte van tydoriëntasie gegroepeer. Die resultate bevestig dat daar statisties beduidende verskille in transformasionele leierskap tussen individue bestaan, wat in verskillende bondels ten opsigte van tydoriëntasiestyle ingedeel kan word. Individue met hoë tellings op die sistematiese en skeppend-evaluerende tydoriëntasiestyle het statisties beduidende vlakke van transformasionele leierskapseienskappe getoon.
Construct validation of Joubert's value oriëntation measure
Authors: Hoelson C. N. , Stead G. B.
Published: August 2012

The purpose of this research was to determine empirically the construct validity of Joubert's typology of value orientations in the rapidly changing social context in South Africa. The validation sample consisted of students from historically disadvantaged communities in South Africa who had registered for fulltime degree studies at a multi-campus university in South Africa for the first time. The construct validity of the typology was examined through submitting the items of each scale to a test of internal consistency. All of the 16 scales had alpha coefficients less than .43. Therefore, Joubert's theoretically derived Value Orientation measure had insufficient support for its construct validity in the sample used. A principal factor analysis with varimax rotation was performed and squared multiple correlations were employed as the initial communality estimates which were then iterated. The factor analysis produced only 4 correlations exceeding .30 and this fact in conjunction with the low squared multiple correlations suggested that the factors were not well defined. Opsomming Die doel van hierdie navorsing was om empirics die konstrukgeldigheid van Joubert se waarde orientasie tipologie in die vinnig veranderende Suid-Afrikaanse sosiale konteks te bepaal. Die geldigheid is getoets op 'n steekproef studente vanaf historiesafgeblewene gemeenskappe in Suid-Afrika wat vir die eerste keer vir voltydse graadstudies geregistreer het by 'n multikampus Universiteit in Suid-Afrika. Die konstrukgeldigheid van die tipologie is ondersoek deur die items van eike skaal te onderwerp aan 'n toets van interne konsekwentheid. Al 16 skale is gekenmerk deur alpha koeffisiente van minder as .43. Dus het Joubert se teoreties ontwikkelde Waarde Orientasie-instrument ongenoegsame konstrukgeldigheid getoon vir die huidige steekproef. 'n Hooffaktoranalise met varimaxrotasie is uitgevoer en gekwadreerde veelvuldige korrelasies is gebruik as die aanvanklike gemeenskaplike beramings wat daarna in die iterasies gebruik is. Die faktoranalise het slegs 4 korrelasies gelewer wat .30 oorskry het, en die feit met inagneming van die lae gekwadreerde veelvuldige korrelasies, suggereer dat die faktore nie goed gedefinieer is nie.
'n Model vir die bevordering van die geestesgesondheid van onafhanklike sakemanne
Authors: Gmeiner A. , Poggenpoel M.
Published: August 2012

A model for the promotion of mental health of independent businessmen. In this article the research is described that had as goal the generation of a practice-orientated model for the promotion of the mental health of independent businessmen. The research design utilised a qualitative, theory-generating design, based on the model of Dickoff, James and Wiedenbach (1968). Reliability and validity of this research was ensured by utilizing the measures of reliability and validity of Woods and Catanzaro (1988). The model was described in terms of structure and process and, lastly, evaluated according to criteria set by Chinn and Jacobs (1987).Opsomming In hierdie artikel word die navorsing beskryf wat ten doel gehad het om die genereringvan 'n praktykgcrigte model vir die bevordering van die gccstesgesondheid van onafhanklike sakemanne. Die navorsing het behels 'n kwalitatiewe, teorie-genererende ontwerp gebasecr op die model van Dickoff, James en Wiedenbach (1968). Geldigheids- en betroubaarheidsmaatreels volgens Woods en Catanzaro (1988) is toegepas om betroubaarheid en geldigheid van die navorsing te verseker. Die model is beskryf in terme van struktuur en proses en is ten slotte geevalueer volgens kriteria gestel deur Chinn en Jacobs (1987).
Measuring consumer awareness in the Eastern Cape
Authors: Rousseau G. G. , Venter D. J. L.
Published: August 2012

The main objective of this study was to measure and compare different levels of consumer awareness amongst a multi-cultural sample of urban and rural consumers in the Eastern Cape. The study is based on past research in the field and used an extended version of a questionnaire developed for urban samples. A non-probability convenience sample (N = 326) was drawn from English, Afrikaans and Xhosa speaking consumers. Field work was carried out by the University of Port Elizabeth and the Consumer Protection Committee of the Eastern Cape. Different levels of consumer awareness emerged from the sample. These differences can be attributed to socio-demographical variables such as language, household size and income. Results further suggest a low level of personal consumer knowledge amongst the sample. This implies an urgent need for more consumer information and education of consumers in the province regarding consumer rights and problem solving skills. Opsomming Die hoof doelstelling van hierdie studie is die meting en vergelyking van verskillende vlakke van verbruikersbewustheid onder 'n multi-kulturele steekproef van stedelike en plattelandse verbruikers in die Oos-Kaap. Die studie is gegrond op vorige navorsing in die veld en maak gebruik van 'n uitgebreide weergawe van 'n vraelys ontwikkel vir stedelike steekproewe. 'n Nie-ewekansige gerieflikheidsteekproef (N = 326) is getrek uit Engels/ Afrikaans en Xhosa-sprekende verbruikers. Veldwerk is uitgevoer deur die Universiteit van Port Elizabeth en die Verbruikersbeskermingskomitee vir die Oos-Kaap. Verskillende vlakke van verbruikersbewustheid het na vore getree uit die steekproef. Hierdie verskille kan toegeskryf word aan sosio-demografiese veranderlikes soos taal, huishoudelike grootte en inkome. Bevindinge suggereer verder 'n lae vlak van persoonlike verbruikerskennis onder die steekproef. Dit impliseer 'n ernstige behoefte aan meer verbruikers inligting en opvoeding aan verbruikers in die provinsie ten opsigte van verbruikersregte en probleem opiossings vaardighede.
Die voorspelling van akademiese prestasie na die eerste universiteitsjaar
Authors: Huysamen G. K.
Published: August 2012

The prediction of academic performance after the first year at university. In agreement with findings elsewhere, the correlations of high school performance (Swedish Formula Point) and the verbal and nonverbal GSAT scores with the mean percentage marks (MPMs) gradually decreased from the first through sixth semester at university, whereas the decrease in the corresponding correlations with the cumulative mean percentage marks (CMPMs) was less pronounced. The later the semester for which either an MPM or a CMPM was used as a predictor, the higher the latter tended to correlate with the MPMs of subsequent semesters but these correlations also decreased in size over the ensuing semesters. The best predictor of the MPM of any given semester was either the MPM of the immediately preceding semester or the CMPM of all the preceding semesters. Opsomming In ooreenstemming met bevindings elders, het die korrelasies van hoërskoolprestasie (Sweedse Formulepunt) en verbale en nie-verbale ASAT-tellings met die gemiddelde persentasiepunte (GPP's) geleidelik van die eerste tot die sesde semester op Universiteit afgeneem, terwyl die afname in die ooreenstemmende korrelasies met die kumulatiewe gemiddelde persentasiepunte (KGP's) minder opvallend was. Hoe later die semester waarvan die GGP of KGP as voorspeller gebruik is, hoe hoër was dit geneig om met die GGP's van die daaropvolgende semesters te korreleer, maar die korrelasies het: eweneens met die toename in laasgenoemde semesters in grootte afgeneem. Die beste voorspeller van die GPP van enige gegewe semester was of die GPP van die pas afgelope semester, of die KGP van al die voorafgaande semesters.
The predictive validity of selection criteria for personnel management students at a tertiary institution
Authors: Swanepoel S.
Published: August 2012

Tertiary institutions are confronted daily with the issues surrounding the creation of admission requirements for prospective students that ensure academic success. In a changing South Africa, with its increasing emphasis on individual rights, fair and equitable selection techniques are a priority. The target population for this investigation was four consecutive groups of first-year Personnel Management students who were enrolled for the National Diploma: Personnel Management. The survey population consisted of 293 students. The aim of the study has been achieved by the proof that specific fa :tors of fields of the measure instruments do have prediction validity. These findings can be used with fruit in search of a selection model for academic achievement. Opsomming Tersiere instellings word daagliks gekonfronteer met die kwessies betreffende die daarstel van toelatingsvereistes vir voomemende studente wat akademiese sukses sal verseker. In 'n veranderende Suid-Afnka, met die toenemende klem op mdividuele regte, is regverdige en billike keuringskriteria 'n prioriteit. Die teikenpopulasie vir hierdie ondersoek was vier agtereenvolgende groepe eerstej'aarpersoneelbestuur- studente wat vir die Nasionale Diploma: Personeelbestuur ingeskrvf was. Die opnamepopulasie het uit 293 studente bestaan. Die doel van die studie is bereik deur die bewys dat spesifieke faktore of velde van die meetinstrumente voorspellingsgeldigheid besit. Hierdie bevmdinge kan met vrug gebruik word in die soeke na 'n keuringsmodel vir akademiese prestasies.
Differential item functioning in the figure classification test
Authors: Van Zyl E. , Visser D.
Published: August 2012

The elimination of unfair discrimination and cultural bias of any kind, is a contentious workplace issue in contemporary South Africa. To ensure fairness in testing, psychometric instruments are subjected to empirical investigations for the detection of possible bias that could lead to selection decisions constituting unfair discrimination. This study was conducted to explore the possible existence of differential item functioning (DIF), or potential bias, in the Figure Classification Test (A121) by means of the Mantel-Haenszel chi-square technique. The sample consisted of 498 men at a production company in the Western Cape. Although statistical analysis revealed significant differences between the mean test scores of three racial groups on the test, very few items were identified as having statistically significant DIF. The possibility is discussed that, despite the presence of some DIF, the differences between the means may not be due to the measuring instrument itself being biased/ but rather to extraneous sources of variation, such as the unequal education and socio-economic backgrounds of the racial groups. It was concluded that there is very little evidence of item bias in the test. Opsomming Die uitskakeling van onregverdige diskriminasie en kultuursydigheid van enige aard, is tans 'n omstrede kwessie in die werkpiek in Suid-Afrika. Ten einde regverdigheid in toetsing te verseker, word psigomefrriese toetse onderwerp aan empiriese ondersoeke na die moontlikheid van sydigheid wat kan lei tot keuringsbesluite wat onregverdige diskriminasie meebring. Hierdie ondersoek is ondemeem om die moontlikheid van differensiele itemfunksionering (DIF), of potensiële sydigheid, in die Figuurindelingtoets (A121), met behulp van die Mantel-Haenszel chikwadraattegniek, te ondersoek. Die steekproef het bestaan uit 498 mans by 'n produksiemaatskappy in die Wes-Kaap. Alhoewel statistiese ontleding beduidende verskille in gemiddelde toetstellings van drie rassegroepe op die toets aangedui het, is bate min items aangedui wat statistics beduidende DIF bevat. Die moontlikheid word bespreek dat, hoewel sommige DIF in die toets teenwoordig is, die verskille tussen die gemiddeldes nie die gevolg is van 'n sydige meetinstrument per se nie, maar eerder die gevolg van eksteme bronne van variasie, soos byvoorbeeld die ongelyke opvoedkundige- en sosio-ekonomiese agtergronde van die rassegroepe. Die gevolgtrekking was dat daar bate min getuienis van itemsydigheid in die toets is.
Demystifying empowerment
Authors: Bekker Q. E. , Crous F.
Published: August 2012

It would appear that the concept of empowerment has become popular and is so widely used that it has become a fad. It is also generally poorly understood and this results in a degree of mistrust and cynicism. There is often a lack of clarity as to the role and contribution of empowerment in organisations, and how empowerment differs from concepts such as employee involvement and participation. The key dimensions, benefits and paradigm of empowerment are also misunderstood areas. To overcome these problems this literature and theory assessment attempts to define empowerment, to provide a basis for a healthy empowerment paradigm and to stimulate further theoretical and empirical research. Opsomming Dit blyk dat bemagtiging as konsep so populer en wyd gebruik word dat dit 'n gier geword het. Die konsep word maklik misverstaan en word, in 'n mate, met wantroue en sinisme bejeen. Dit ontbreek dikwels aan duidelikheid oor die rol en bydrae van bemagtiging in organisasics en hoedanig bemagtiging van konsepte soos werknemerbetrokkenheid en -deelname verskil. Die sleuteldimensies, voordele en paradigma van bemagtiging is areas waaroor onduidclikheid bcstaan. Ten einde hierdie probleme te oorkom is daar aan die hand van 'n literatuur- en teorieverkenning gepoog om bemagtiging te definieer, 'n basis vir 'n gesonde bemagtigingsparadigma te bewerkstellig en vcrdcrc teoretiese en empiricsc navorsing te stimuleer.
Die verband tussen werknemerstatus en werkhoudings in 'n winkelgroep
Authors: Prinsloo F. G. , Barnard A. L.
Published: August 2012

The relation between employment status and work attitudes in a retail group. Employment status refers to the type of employment contract that may be concluded between an employer and an employee. It rests upon a continuum, varying from a permanent full-time appointment to a temporary appointment for a certain task or period. More and more organisations maintain a smaller core group of permanent full-time employees, which is supplemented by temporary or part-time employees. In this research the job satisfaction of full-time and part-time workers in a retail group is compared. The part-time group differed significantly from the full-time group regarding one facet of job satisfaction namely a lower level of satisfaction with supervision. Opsomming Werknemerstatus het betrekking op die tipe dienskontrak wat tussen 'n werkgewer en werknemer gesluit word. Dit berus op 'n kontinuum wat wissel vanaf 'n permanent-voltvdse aanstelling tot 'n tvdelike aanstelling vir 'n bepaalde taak of tydperk. Meer en meer organisasies handhaaf 'n kleiner kemgroep van permanent-voltydse werknemers/ wat aangevul word met tydelike of deeltydse werknemers. In hierdie navorsing word die werktevredenheid van voltydse en deeltydse werknemers in 'n winkelgroep vergelvk. Die deeltydse groep het beduidend van die voltydse groep verskil ten opsigte van een faset van werktevredenheid, naamlik 'n laer vlak van tevredenheid met toesighouding.