bluuebunny/crossref_metadata_2025 huggingface dataset:
Concept redundancy and contamination in employee commitment research: Current problems and future directions
Authors: Roodt Gert
Published: August 2012

It is generally accepted that employee commitment has a significant impact on organisational performance. The primary goal of this article is to indicate that the ‘commitment/involvement’ concept did not evolve in an evolutionary and progressive fashion. Several problems in the development course of mainly three streams of research literature are indicated. Arguments are presented for indicating causes of concept contamination and even redundancy. In order to bridge these problems, a motivational approach as an integrating mechanism on a metatheoretical level is presented as a solution. The outcomes thereof should lead to better order on a theoretical level and to the parsimonious use of commitment concepts. Opsomming Dit word algemeen aanvaar dat werknemertoewyding ’n duidelike impak op organisasieprestasie het. Die primêre doel van hierdie artikel is om aan te dui dat die ontwikkeling van die ‘betrokkenheid/toewydings-’ konsep nie evolusionêr en progressief verloop het nie. Verskeie probleme in die ontwikkelingsgang van hoofsaaklik drie strome navorsingsliteratuur word aangedui. Argumente word aangevoer wat op oorsake van konsepkontaminasie en selfs -oorbodigheid dui. Ten einde hierdie probleme te oorkom, word ’n motiveringsbenadering as integrerende meganisme op ’n meta-teoretiese vlak as oplossing voorgehou. Die uitkoms daarvan behoort tot beter orde op teoretiese vlak en tot die spaarsamige gebruik van toewydingskonsepte te lei.
Locus of control and online learning
Authors: Esterhuysen Suretha , Stanz Karel J.
Published: August 2012

The integration of online learning in university courses is considered to be both inevitable and necessary. Thus there is an increasing need to raise awareness among educators and course designers about the critical issues impacting on online learning. The aim of this study, therefore, was to assess the differences between two groups of first-year Business Sciences learners (online and conventional learners) in terms of biographic and demographic characteristics and locus of control. The study population consisted of 586 first-year learners of whom 185 completed the Locus of Control Inventory (LCI). The results show that the two groups of learners do not differ statistically significantly from each other with respect to locus of control. The findings and their implications are also discussed. Opsomming Die integrasie van aanlyn-leer in universiteitskursusse word beskou as sowel onafwendbaar as noodsaaklik. Daar is dus ’n toenemende behoefte om bewustheid onder opvoedkundiges en kursusontwerpers te kweek oor die kritiese aspekte wat ’n impak op aanlyn-leer het (Morgan, 1996). Daarom was die doel van hierdie ondersoek om die verskille tussen twee groepe eerstejaarleerders in Bestuurs- en Ekonomiese Wetenskap (aanlyn en konvensionele leerders) te bepaal ten opsigte van biografiese en demografiese eienskappe en lokus van beheer. Die populasie het bestaan uit 586 eerstejaarleerders waarvan 185 die Lokus van Beheer Vraelys voltooi het. Die resultate toon dat die twee groepe leerders nie statisties beduidend van mekaar verskil het met betrekking tot lokus van beheer nie. Die bevindinge en implikasies word ook bespreek.
Management perceptions of competencies essential for middle managers
Authors: Mbokazi Bongani , Visser Deléne , Fourie Linda
Published: August 2012

The aim of the study was to establish whether managers at different levels of the organisational hierarchy perceive different managerial competencies as important for middle managers, and whether there were differences between the perceptions of males and females. The participants consisted of 444 senior, middle and first-line managers from a parastatal organisation in Botswana. They completed a questionnaire that assessed their opinions on the importance of six broad competencies for middle managers. It was found that senior managers rated interpersonal competence as more important than middle managers, whereas first-line managers rated operational competence as more important than middle managers. Females perceived analytical and operational competencies as more important than males, whereas males perceived interpersonal competencies as more important than females. Opsomming Die doel van die studie was om vas te stel of bestuurders op verskillende vlakke van die organisatoriese leer verskillende bestuursbevoegdhede belangrik ag vir middelvlakbestuur en of die persepsies van vroue van dié van mans verskil. Die deelnemers was 444 senior, middel- en eerstevlakbestuurders van ’n semi-staatsorganisasie in Botswana. Die bestuurders het ’n vraelys voltooi waarin hulle hul menings oor die belangrikheid van ses breë bevoegdhede vir middelvlakbestuurders moes aandui. Daar is bevind dat senior bestuurders meer klem op interpersoonlike bevoegdheid as middelbestuurders plaas. Daarteenoor het eerstelyntoesighourers operasionele bevoegdheid as belangriker geag as middelbestuurders. Vroue het analitiese en operasionele bevoegdhede as belangriker beskou as mans en mans het interpersoonlike bevoegdhede as belangriker beskou as vroue.
Transference and counter-transference in systems psychodynamic group process consultation: The consultant’s experience
Authors: Cilliers F. , Rothmann S. , Struwig W. H.
Published: August 2012

This study explored consultants’ experiences of transference and counter-transference when conducting group relations training from the systems psychodynamic stance. A phenomenological research design was used with semistructured interviews conducted on a purposive sample of 13 organisational development consultants in a financial institution. The data was analysed by means of content analysis. The results showed that consultants have varied receptiveness in terms of receiving projections and managing transference. These differences involve triggers, characteristics and systemic valence. The consultants experienced counter- transference on five different cognitive and emotional levels. Distinguishing between personal and group emotions, receiving projections and managing transference, all contribute to the complexity of organisational consulting. Opsomming Hierdie studie het ondersoek ingestel na konsultante se ervarings van oordrag en teen-oordrag tydens groepverhoudingsopleiding vanuit die sistemiese psigodinamiese posisie. ’n Fenomenologiese navorsingsontwerp is gebruik met semi-gestruktureerde onderhoude gevoer met ’n doelgerigte steekproef van 13 organisasie ontwikkelingskonsultante in ’n finansiële instelling. Die data is ontleed deur middel van inhoudsontleding. Die resultate het aangetoon dat konsultante uiteenlopende ontvanklikheid het wat betref die ontvangs van projeksies en die hantering van oordrag. Hierdie verskille behels snellers, kenmerke en sistemiese valensie. Die konsultante het teen-oordrag ervaar op vyf verskillende kognitiewe and emosionele vlakke. Om onderskeid te tref tussen persoonlike en groep-emosies, die ontvang van projeksies en die hantering van oordrag, dra alles by tot die kompleksiteit van konsultering.
Konstruksie en evaluering van 'n gerekenariseerde konsepverwerwingstoets
Authors: Carstens V. E. , Schepers J. M.
Published: August 2012

The construction and evaluation of a computerised concept attainment test. The principal objectives of the study were the computerisation of the Concept Attainment Test of Schepers (1971), and the determination of its reliability and validity. The computerised concept attainment test (CAT) was applied to 185 undergraduates in Informatics and Computer Science. For comparative purposes the original CAT was applied to 205 first-year students in Mathematics. For validation purposes the semester marks and examination marks of Informatics II and III, and of Computer Science II and III, were used. For Informatics II all the scores of the CAT correlated negatively with the second semester marks. None of the correlations with examination marks were statistically significant. No statistically significant correlations were obtained in respect of Informatics III. For Computer Science II "number correct" (Form A) correlated with all the semester and examination marks. No significant correlations were obtained in respect of Computer Science III. Opsomming Die hoofdoelstellings van die studie was die rekenarisering van die Konsepverwerwingstoets van Schepers (1971) en die bepaling van die geldigheid en betroubaarheid daarvan. Die gerekenariseerde Konsepverwerwingstoets (KVT) is op 185 voorgraadse studente in Informatika en Rekenaarwetenskap toegepas. Vir vergelykingsdoeleindes is die oorspronklike KVT op 205 eerstejaarwiskundestudente toegepas. Vir geldigheidsdoeleindes is die semesteren eksamenspunte van Informatika II en III asook Rekenaarwetenskap II en III gebruik. Wat Informatika II betref het al die tellings van die KVT negatief met die tweede semester semesterpunte gekorreleer. Nie een van die korrelasies met die eksamenpunte was statisties beduidend nie. Geen statisties beduidende korrelasies is ten opsigte van Informatika III gevind nie. Vir Rekenaarwetenskap II het “getal korrek�? (Vorm A) positief gekorreleer met al die semesterpunte en eksamenpunte. Geen statisties beduidende korrelasies is ten opsigte van Rekenaarwetenskap III gevind nie.
Psigologiese kragte en die effektiwiteit van werkspanne in 'n chemiese nywerheid
Authors: Buitendach J. H. , Stander M. W.
Published: August 2012

Psychological forces and the efficiency of work terms in a chemical industry. The aim of this study was to determine the possible relationship between team effectiveness as measured by job satisfaction and interpersonal trust on the one hand, and psychological strengths as measured by sense of coherence, self efficacy, and locus of control on the other hand. The Minnesota Satisfaction Questionnaire, Interpersonal Trust Scale, Sense of Coherence Questionnaire, Locus of Control Questionnaire and Self-efficacy Questionnaire were administered to 66 team members in the different branches of a chemical industry. An availability sample was used in this research. The results of the empirical study confirm a correlation of moderate effect between job satisfaction and self-efficacy of members of the work teams. A moderate correlation was also found between an external locus of control and interpersonal trust of members of work teams. Opsomming Die doelstelling van hierdie studie was om die moontlike verband tussen spaneffektiwiteit, soos gemeet deur werkstevredenheid en vertroue aan die een kant, en psigologiese kragte soos gemeet deur koherensiesin, selfdoeltreffendheid en lokus van beheer aan die ander kant, te bepaal. Die Minnesota Werksteveredenheidvraelys, die Interpersoonlike Vertrouevraelys, Lewensoriëntasievraelys, die Selfdoeltreffendheidsvraelys en Lokus van Beheervraelys is in ’n organisasie binne ’n chemiese nywerheid op 66 lede van werkspanne afgeneem. Die empiriese ondersoek is in ’n organisasie binne ’n chemiese nywerheid op 66 lede van werkspanne gedoen. Daar is van ’n beskikbaarheidsteekproef gebruik gemaak. Daar is gevind dat daar ’n prakties betekenisvolle verband tussen werkstevredenheid en selfdoeltreffendheid van lede van die werkspanne bestaan. ’n Matige verband is ook tussen ’n eksterne lokus van beheer en interpersoonlike vertroue van lede van die werkspanne gevind.
Some personality and cognitive correlates of career maturity
Authors: Coertse S. , Schepers J. M.
Published: August 2012

The principal objective of this study was to determine the personality and cognitive correlates of career maturity. The sample comprised 1476 first-year students from different faculties at a South-African university. The Career Development Questionnaire was used to determine the career maturity levels of the respondents. Based on the scores in respect of the Career Development Questionnaire the respondents were divided into a career mature, a career immature and a middle group. These groups were then compared in respect of various personality and cognitive constructs. Statistically significant differences were found in respect of most of the personality constructs but not in terms of the cognitive constructs. The implications of the findings are discussed. Opsomming Die hoofdoel van die studie was om die persoonlikheids- en kognitiewe korrelate van loopbaanvolwassenheid te bepaal. Die steekproef het uit 1476 eerstejaarstudente vanuit verskillende fakulteite by ’n Suid-Afrikaanse universiteit bestaan. Die Loopbaanontwikkelingsvraelys is gebruik om die loopbaanvolwassenheidsvlak van die respondente te bepaal. Die respondente is verdeel in ’n loopbaanvolwasse, loopbaanonvolwasse en ’n middel- groep, gebaseer op die tellings van die Loopbaanontwikkelingsvraelys. Die onderskeie groepe is vergelyk ten opsigte van verskillende persoonlikheids- en kognitiewe konstrukte. Statisties- beduidende verskille is gevind ten opsigte van die persoonlikheidskontrukte, maar nie ten opsigte van die kognitiewe konstrukte nie. Die implikasies van die bevindinge word bespreek.
The fallacy of using in-basket based measures for the validation of leadership dimensions
Authors: Schroder Harold M.
Published: August 2012

Harold M. Schroder was professor of psychology at Princeton University when he conducted most of the basic research on the High Performance Leadership Competencies. Their validation across public and private organisations was carried out by Schroder and his colleagues while he was Professor of Management at the University of South Florida. He is currently involved in organisational consultancy and research: No 10 Kings Gardens, London, NW6, 4PU, UK.
The internal structure of the unit performance construct as measured by the performance index (PI)1
Authors: Henning Roline , Theron Callie , Spangenberg Hermann
Published: August 2012

The objective of this study was to investigate the internal structure of the Performance Index in order to establish the interrelationships between the eight unit performance latent variables. The present study forms part of a larger study aimed at validating the Leadership Behaviour Inventory (LBI) (Spangenberg & Theron, 2002b) against work unit performance. The validation sample, after imputation of missing values, consisted of 273 cases with observations on all 56 items. Item analysis and dimensionality analysis was performed on each of the sub-scales using SPSS-windows. Thereafter, confirmatory factor analysis was performed on the reduced data set using LISREL. The results indicated satisfactory factor loadings on the measurement model. Acceptable model fit was achieved. Subsequently, the structural model was tested using LISREL. The results provided statistics of good fit. Only four hypotheses failed to be corroborated in this study. The results are discussed and suggestions for further research are made. Opsomming Die doel van hierdie studie was om die interne struktuur van die Performance Indexs (PI) (Spangenberg en Theron, 2002b) te ondersoek ten einde die interverwantskappe tussen die agt latente eeheidprestasiedimensies te bepaal. Hierdie studie vorm deel van ’n meer omvattende studie wat daarop gemik is om die Leadership Behaviour Inventory (LBI) teen werkeenheidprestasie te valideer. Die steekproef, na imputasie van ontbrekende waardes, het uit 273 gevalle bestaan met waarnemings ten opsigte van al 56 items. Item- en dimensionaliteitontledings is met behulp van SPSS-windows op elke subskaal gedoen. Bevestigende faktorontleding is daarna met behulp van LISREL op die verkleinde datastel uitgevoer. Die resultate het op bevredigende faktorbeladings vir die metingsmodel en ’n bevredigende passing van die metingsmodel gedui. Daarna is die strukturele model met behulp van LISREL getoets. Die resultate het bevredigende passing getoon, met slegs vier hipoteses wat nie deur die studie bevestig is nie. Die resultate word bespreek en voorstelle vir verdere navorsing word gemaak.
The relationship between sense of coherence and goal setting
Authors: Nel D. J. , Crafford Anne , Roodt Gert
Published: August 2012

The objective of this study was to investigate the relationship between the dimensions of Sense of Coherence and Goal Setting. A sample of 80 management consultants participated in the study. Confirmatory reliabilities of the dimensions used in the Goal Setting Questionnaire (independent variable) and Sense of Coherence 29 item Orientation to Life Questionnaire (dependent variable), ranged from 0,54 to 0,97. A canonical correlation of 0,569 (DF = 39; p = 0,021) was obtained between the dimensions of these two questionnaires. Opsomming Die doelwit van hierdie studie was om die verband tussen die dimensies van Koherensiesin en Doelstelling vas te stel. ’n Steekproef van 80 bestuurskonsultante het aan die studie deelgeneem. Bevestigende betroubaarhede van die dimensies van die Doelstellingsvraelys (onafhanklike veranderlike) en die 29 item Lewensoriëntasievraelys (afhanklike veranderlike), het gewissel van 0,54 tot 0,97. ’n Kanoniese korrelasie van 0,569 (gv = 39; p = 0,021) is verkry tussen die dimensies van die twee vraelyste.
The relevance of the individualism – collectivism (IC) factor for the management of diversity in the South African national defence force
Authors: Van Dyk G. A. J. , De Kock F. S.
Published: August 2012

The aim of this study was to determine the level of adherence of cultural groups to their stereotypical group orientations, i.e. White and Coloured officers tend to be more individualistic, whereas Black officers portray more collectivistic characteristics. Secondly, to determine if their cultural behavior and practices relate to their level of individual or collectivistic orientation. The Individualism- Collectivism Interpersonal Assessment Inventory (ICIAI) of Matsumoto (1992) and a self-constructed questionnaire to measure cultural practices, were administered to 88 undergraduate officer students of the South African Military Academy. The results indicated that no significant differences existed in the Individualism-Collectivism factor between the three groups studied. Only five of the twenty cultural activities (stereotypically associated with Individualism and Collectivism) correlated significantly with the Individualism- Collectivism factor. These findings, the implications thereof and suggestions for possible further research are discussed. Opsomming Die doel van hierdie studie was om die vlak van betrokkenheid van kultuurgroepe tov hul stereotipiese groepsorientasies te bepaal, met ander woorde Blanke en Kleurling offisiere is meer individualisties, waar Swart offisiere meer kollektiwisties in hul kulturele aktiwiteite is. Tweedens, om te bepaal of hulle kulturele gedrag in verband staan met hul individualistiese of kollektiwistiese oriëntasie. Die "Individualism-Collectivism Interpersonal Assessment Inventory" (ICIAI) van Matsomoto (1992) en ’n tweede vraelys, opgestel deur die skrywers om kulturele aktiwiteite te meet, is afgeneem tov 88 voorgraadse offissierstudente van die Suid Afrikaanse Militêre Akademie. Die resultate het aangedui dat daar geen statisties beduidende verskille bestaan tov die individualistiese en kollektiwistiese faktor van die drie kultuurgroepe nie. Net vyf van die twintig kulturele aktiwiteite, getoets deur die tweede vraelys, het ’n beduidende korrelasie met die individualistiese en kollektiwistiese telling getoon. Die resultate, die implikasies daarvan, asook voorstelle vir moontlike verdere navorsing word bespreek.
Work-related concerns of South Africans living with HIV and AIDS
Authors: Maloon Dianne , Crous Freddie , Crafford Anne
Published: August 2012

Aspects relating to the management of HIV and AIDS are issues of extreme importance in South Africa at present. In light of this, a qualitative study was conducted to explore the work-related concerns of Black South Africans living with HIV and AIDS. Semi-structured interviews with 22 participants revealed that work-related concerns cannot be understood outside of general financial constraints and relationship issues. Additional categories emerging from the study are: coming to terms with HIV, fear of disclosure, job-related barriers and coping mechanisms. The implications of these findings are discussed and recommendations made. Opsomming Aspekte rakende die bestuur van HIV en VIGS doen hulle voor as vraagstukke wat van kardinale belang is in die Suid-Afrikaaanse opset. In die lig hiervan is ’n kwalitatiewe studie uitgevoer ten einde die werkverwante besorgdhede van swart Suid-Afrikaners met HIV en Vigs, te ondersoek. Semi-gestruktureerde onderhoude met 22 deelnemers het aan die lig gebring dat werkverwante besorgdhede moeilik, buite die konteks van algemene finansiële beperkinge en verhoudingsvraagstukke, te verstaan is. Addisionele vraagstukke wat geïdentifiseer is, is om tot aanvaarding te kom met HIV, vrees vir bekendmaking van HIV status, werksverwante hindernisse en hanteringsmeganismes. Die implikasies van hierdie bevindinge is bespreek en aanbevelings is gemaak.
The relationship between emotional intelligence and job performance in a call centre environment
Authors: Nel H. , De Villiers W. S.
Published: August 2012

The objective of this study was to determine whether there is a relationship between emotional intelligence and job performance in a call centre environment. The sample comprised 135 call centre agents who worked in client services, sales and administrative environments in a life insurance company. The “Emotional Competency Inventory" that was completed by team leaders, was used as a measuring instrument and an overall job performance rating for each participant was provided by the participating organisation. Results show a statistically significant and positive correlation between emotional intelligence and job performance in the call centre environment. The strongest correlation with performance in the total call centre environment occurred in the cluster of selfmanagement and the emotional competency of self-confidence. It was further established that the combination of the emotional competencies emotional self-awareness, trustworthiness, self-confidence and influence explains the greatest degree of variance in job performance in the call centre environment as a whole. Opsomming Die doelstelling van hierdie studie was om te bepaal of daar ’n verband tussen emosionele intelligensie en werkprestasie in ’n oproepsentrum-omgewing bestaan. Die steekproef is saamgestel uit 135 oproepsentrum-agente van ’n lewensversekeringsmaatskappy wat in kliëntediens, verkoops- en administratiewe omgewings werksaam is. Die "Emotional Competency Inventory" wat voltooi is deur spanleiers, is as meetinstrument gebruik en ’n algehele werkprestasietelling vir elke deelnemer is deur die deelnemende organisasie verskaf. Resultate toon ’n statisties beduidende en positiewe korrelasie tussen emosionele intelligensie en werkprestasie in oproepsentrums. Die saamgestelde skaal van selfbestuur en die emosionele bevoegdheid selfvertroue toon die sterkste korrelasie met prestasie in die hele oproepsentrumomgewing. Verder is bevind dat die kombinasie van die emosionele bevoegdhede emosionele selfbewussyn, vertrouenswaardigheid, selfvertroue en invloed die meeste variansie in werksprestasie binne die hele oproepsentrumomgewing verklaar.
Die ontwikkeling en evaluering van ’n entrepreneurskaporiëntasie-vraelys
Authors: Venter C. , Crous F. , Schepers J. M.
Published: August 2012

The development and evaluation of an entrepreneurship orientation questionnaire. The principal aim of the study was to construct a measuring instrument based on a contextual theory of entrepreneurship to measure entrepreneurship orientation. A secondary aim of the study was to determine whether a correlation exists between entrepreneurship orientation and psychological flow. An adapted Psychological Flow Questionnaire was used to measure the respondents’ experience of activities in their daily lives. The questionnaires were applied to 276 respondents consisting of a group of students taking courses in entrepreneurship on the one hand and a group of students taking no such courses, on the other hand. Both instruments were subjected to factor analysis and item analysis. From the study a statistically significant difference in terms of entrepreneurship orientation was found to exist between the entrepreneurship students and the non-entrepreneurship students. A statistically significant positive correlation was found to exist between entrepreneurship orientation and psychological flow. The implications of the findings are discussed. Opsomming Die hoofdoel van die studie was om ’n meetinstrument, gebaseer op ’n kontekstuele teorie van entrepreneurskap, te konstrueer vir die meting van entrepreneurskaporiëntasie. ’n Sekondêre doel van die studie was om vas te stel of daar ’n verband tussen entrepreneurskaporiëntasie en psigiesevloei bestaan. ’n Aangepaste Psigiesevloei-vraelys is gebruik om respondente se ervaring van aktiwiteite in hul daaglikse lewe te meet. Die vraelyste is op 276 respondente toegepas wat enersyds uit ’n groep studente wat entrepreneurskapstudies onderneem, bestaan en andersyds uit ’n groep studente wat nie entrepreneurskapstudies onderneem nie. Albei instrumente is aan faktor- en itemontleding onderwerp. Uit die studie blyk dit dat entrepreneursstudente en nie-entrepreneursstudente statisties beduidend van mekaar verskil ten opsigte van entrepreneurskaporiëntasie. ’n Statisties beduidende positiewe verband is verkry tussen entrepreneurskaporiëntasie en psigiesevloei. Die implikasies van die bevindinge word bespreek.
Die verband tussen werknemertevredenheid en organisasieverbondenheid
Authors: Pretorius A. A. S. , Roodt G.
Published: August 2012

The relationship between employee satisfaction and organisational commitment. The primary goal of the study is to determine whether a relationship exists between employee satisfaction and organisational commitment. A secondary goal is to determine whether any biographical variables mediate this relationship. Standardised instruments were used for operationalising these two contructs. A sample of convenience yielded 167 respondents out of a sampling frame of 300 employees from a financial organisation. Only 145 respondents returned fully completed questionnaires that were used for final analysis. Responses from both questionnaires were subjected to a factor and item analysis. A statistically significant relation between employee satisfaction and organisational commitment was found. The implications of the findings are discussed further. Opsomming Die primêre doel van die studie is om vas te stel of daar ’n verband bestaan tussen werknemertevredenheid en organisasieverbondenheid. ’n Sekondêre oogmerk is om te bepaal of enige biografiese veranderlikes hierdie verband medieer. Gestandaardiseerde instrumente is gebruik om hierdie twee konstrukte te operasionaliseer. ’n Gerieflikheidsteekproef het 167 respondente uit ’n steekproefraamwerk van 300 werknemers van ’n finansiële instelling opgelewer. Slegs 145 respondente het volledig voltooide vraelyste terugbesorg, wat vir finale ontleding gebruik is. Response op albei vraelyste is aan ’n faktor- en itemontleding onderwerp. ’n Statisties-beduidende verband tussen werknemertevredenheid en organisasieverbondenheid is gevind. Die implikasies van die bevindinge word verder bespreek.
The march of time and the "evolution" of change
Authors: Van Tonder C. L.
Published: August 2012

Change and organisational change are some of the most discussed topics of our time. Yet despite this, reported success rates for major organisational change initiatives remain exceptionally poor. Part of the problem is that contemporary change management practices assume a stable, unidimensional concept of organisational change. By contrast an analysis of organisational and systems thinking over the past five decades or so reveals an evolving concept of organisation and consequently invalidates the assumption of organisational change as a stable unidimensional concept. The evolving character of organisational change and its implications for change management practices are briefly indicated. Opsomming Verandering en organisasieverandering is van die mees besproke onderwerpe van ons tyd. Ten spyte hiervan bly die gerapporteerde sukseskoers vir primêre organisasieveranderingsinisiatiewe buitengewoon swak. Deel van die probleem is daarin geleë dat kontemporêre veranderingsbestuurspraktyke die aanname maak dat organisasieverandering ’n stabiele, een-dimensionele konsep is. In stryd hiermee toon ’n ontleding van organisasieen sisteemdenke oor die afgelope vyf of so dekades egter ’n ontwikkelende konsep van organisasie wat gevolglik die aanname van ’n stabiele en een-dimensionele organisasieveranderingskonsep ongeldig verklaar. Die ontwikkelende karakter van organisasieverandering en die implikasies daarvan vir veranderingsbestuurspraktyke word kortliks aangedui.
An item selection procedure to maximise scale reliability and validity
Authors: Raubenheimer J.
Published: August 2012

Wille (1996) proposed an item selection strategy which may be used to maximise, first, the internal consistency and, next, the convergent and discriminant validity of items in multi-dimensional Likert-type questionnaires or scales. In terms of his strategy, the latter aspects of validity are maximised by means of exploratory factor analyses. In this article, it is done by means of Tateneni, Mels, Cudeck and Browne’s (2001) Comprehensive Exploratory Factor Analysis (CEFA) program which implements exploratory factor analysis, but provides the advantages of standard confirmatory factor analysis (e.g., the computation of the standard errors of the rotated factor loadings and measures of “model" fit). The benefits that accrue by using this incremental approach are demonstrated in terms of Allport and Ross’ (1967) Religious Orientation Scale, a widely-used psychological instrument. Opsomming Wille (1996) het ’n itemseleksiestrategie voorgestel om eerstens die interne konsekwentheid, en tweedens die konvergente en divergente geldigheid van items in multidimensionele Likert-tipe vraelyste of skale te maksimeer. Volgens sy strategie word laasgenoemde aspekte van geldigheid deur middel van eksploratiewe faktorontledings gemaksimeer. In hierdie artikel, sal dit gedoen word deur Tateneni, Mels, Cudeck en Browne (2001) se program vir Omvattende Eksploratiewe Faktorontleding (CEFA) te gebruik, wat eksploratiewe faktorontleding aanwend, maar ook die voordele van gewone, bevestigende faktorontleding (bv., die berekening van die standaardfoute van die geroteerde faktorbeladings en indekse van modelpassing) bied. Die voordele wat spruit uit die toepassing van hierdie inkrementele benadering word gedemonstreer aan die hand van Allport en Ross (1967) se Religious Orientation Scale, ’n gewilde sielkundige meetintrument.
Assessment in multicultural groups: The South African case
Authors: Van De Vijver A. J. R. , Rothmann S.
Published: August 2012

It is argued that the 1998 Employment Equity Act, in which the onus of the proof to demonstrate the adequacy of psychometric instruments is on psychology as a profession, creates daunting tasks, but also creates unique opportunities. Recent developments in the assessment of multicultural groups are described, with an emphasis on procedures to enhance the validity of measures for all groups involved and on procedures to examine validity. Bias and equivalence are treated as key concepts in multicultural assessment. Four kinds of procedures for dealing with multicultural assessment (namely, establishing equivalence of existing instruments, defining new norms, developing new instruments, and studying validity-threatening factors in multicultural assessment) are described and illustrated. Opsomming Daar word geredeneer dat die Wet op Billike Indiensneming, 1998, waarvolgens die onus om die geskiktheid van psigometriese instrumente te bewys na psigologie as professie verskuif, nie net oorweldigende take nie maar ook unieke geleenthede skep. Onlangse ontwikkelings rakende die evaluering van multikulturele groepe word beskryf, met die klem op prosedures om die geldigheid van metings vir alle groepe te verhoog en op prosedures om hierdie geldigheid te ondersoek. Sydigheid en ekwivalensie word as sleutelkonsepte in multikulturele evaluering behandel. Vier soorte prosedures om multikulturele evaluering te hanteer (te wete bepaling van die ekwivalensie van bestaande instrumente, definiëring van nuwe norme, ontwikkeling van nuwe instrumente en ‘n studie van faktore wat die geldigheid van multikulturele evaluering bedreig) word beskryf en geïllustreer.
Statistical and extra-statistical considerations in differential item functioning analyses
Authors: Huysamen G. K.
Published: August 2012

This article briefly describes the main procedures for performing differential item functioning (DIF) analyses and points out some of the statistical and extra-statistical implications of these methods. Research findings on the sources of DIF, including those associated with translated tests, are reviewed. As DIF analyses are oblivious of correlations between a test and relevant criteria, the elimination of differentially functioning items does not necessarily improve predictive validity or reduce any predictive bias. The implications of the results of past DIF research for test development in the multilingual and multi-cultural South African society are considered. Opsomming Hierdie artikel beskryf kortliks die hoofprosedures vir die ontleding van differensiële itemfunksionering (DIF) en verwys na sommige van die statistiese en buite-statistiese implikasies van hierdie metodes. ’n Oorsig word verskaf van navorsingsbevindings oor die bronne van DIF, insluitend dié by vertaalde toetse. Omdat DIF-ontledings nie die korrelasies tussen ’n toets en relevante kriteria in ag neem nie, sal die verwydering van differensieel-funksionerende items nie noodwendig voorspellingsgeldigheid verbeter of voorspellingsydigheid verminder nie. Die implikasies van vorige DIF-navorsingsbevindings vir toetsontwikkeling in die veeltalige en multikulturele Suid-Afrikaanse gemeenskap word oorweeg.
The power of multiple battery factor analysis in coping with the effects of differential skewness of variables
Authors: Schepers Johann M.
Published: August 2012

The principal objective of the study was to determine the power of Multiple Battery Factor Analysis (MBFA) in coping with the effects of differential skewness of the variables used. Generally speaking, joint analyses result in factors of skewness. To examine the problem the General Scholastic Aptitude Test (GSAT) and Senior Ability Tests (SAT) were jointly applied to a sample of 1 598 first-year university students, and subjected to both a Principal Factor Analysis (PFA) and a MBFA. Three factors were obtained in both instances. The PFA yielded factors of skewness and the MBFA factors of content. The implications of the findings are discussed. Opsomming Die hoofdoelwit van die studie was om die krag van Veelvuldigebattery-faktorontleding (VBFO) te bepaal ten einde die gevolge van differensiële skeefheid van veranderlikes te bowe te kom. In die algemeen lei gesamentlike faktorontledings van batterye toetse tot faktore van skeefheid. Om die probleem te ondersoek, is die Algemene Skolastiese Aanlegtoets (ASAT) en die Senior Aanlegtoetse (SAT) gesamentlik op ’n steekproef van 1 598 eerstejaaruniversiteitstudente toegepas en aan sowel ’n Hooffaktorontleding (HFO) as ’n VBFO onderwerp. Drie faktore is in albei gevalle verkry. Die HFO het faktore van skeefheid opgelewer en die VBFO faktore van inhoud. Die implikasies van die bevindinge word bespreek.
Using the occupational personality questionnaire (OPQ) for measuring broad traits
Authors: Visser Deléne , Du Toit J. M.
Published: August 2012

The widespread acceptance of the Big Five model implies that personality consists of relatively independent dimensions that form a taxonomy whereby individual differences may be explained. The purpose of this study was to investigate whether the subscales of an established personality inventory that measures narrow traits of personality, the Occupational Personality Questionnaire (OPQ), could be reduced meaningfully to fit a broad factor model within a South African context. The OPQ 5.2 concept model was administered to 453 job applicants in the telecommunications sector. An exploratory factor analysis yielded a six-factor structure that included five factors corresponding to the Big Five model of personality. The sixth factor, labeled Interpersonal Relationship Harmony, resembled the description of the Chinese tradition factor, extracted in a non-Western society. Opsomming Die wye aanvaarding van die Groot-Vyfmodel impliseer dat persoonlikheid uit relatief onafhanklike dimensies bestaan wat ’n taksonomie vorm waarmee individuele verskille verklaar kan word. Die doel van die ondersoek was om vas te stel of die subskale van ’n gevestigde persoonlikheidsvraelys wat gedetailleerde persoonlikheidstrekke meet, die Occupational Personality Questionnaire (OPQ), op sinvolle wyse gereduseer kon word tot ’n breë faktormodel in ’n Suid-Afrikaanse konteks. Die OPQ 5.2 konsepmodel is toegepas op 453 werkapplikante in die telekommunikasiesektor. ’n Ondersoekende faktorontleding het ’n sesfaktorstruktuur gelewer, insluitende vyf faktore wat met die Groot Vyf persoonlikheidsmodel ooreenstem. Die sesde faktor wat as Interpersoonlike Verhoudingsharmonie benoem is, toon ooreenstemming met die Chinese tradisiefaktor wat in ’n nie-Westerse samelewing onttrek is.
Werkswaardes van akademici
Authors: Claassen Loudine , Schepers Johann M. , Roodt Gert
Published: August 2012

Work values of academics. The purpose of this study was to investigate the workvalues of the academic staff at a South African tertiary institution. The actual in contrast to the idealised workvalues was tested in order to determine the differences between these two sets. Value differences in respect of demographical variables were investigated. The relative strength of each workvalue was also determined. The workvalues were tested utilising three scales developed by Schepers and Roodt (2000). A sample of convenience drawn from a population of academics (N=350) yielded 125 complete records. The test results indicated that there are differences between the actual and idealised workvalues. Some statistically significant value differences in terms of demographic variables were found. The results also indicated that the workvalue profiles of the different faculties are very similar. Opsomming Die doel van die studie was om die werkswaardes van akademici aan ‘n Suid-Afrikaanse tersiêre instelling te ondersoek. Die werklike teenoor die geïdealiseerde werkswaardes is gemeet ten einde vas te stel of die twee waardestelle verskil. Waardeverskille ten opsigte van verskeie demografiese veranderlikes is ondersoek. Die relatiewe sterkte van elke werkswaardes is ook bepaal. Drie meetinstrumente, ontwikkel deur Schepers en Roodt (2000), is hiervoor gebruik. ‘n Geleentheidsteekproef, getrek uit die populasie van akademici (N=350), het 125 volledige rekords opgelewer. Die resultate dui daarop dat daar statisties-beduidende verskille bestaan tussen die ideale en werklike werkswaardes. Enkele statisties-beduidende waardeverskille in terme van demografiese veranderlikes is gevind. Laastens dui die resultate daarop dat die werkswaardeprofiele van die verskillende fakulteite baie eenders is.
A psychometric investigation into the use of an adaptation of the Ghiselli Predictability Index in personnel selection
Authors: Twigge Liesle , Theron Callie , Steel Henry , Meiring Deon
Published: August 2012

The magnitudes of validity coefficients typically encountered in validation studies are disappointingly low. Validity coefficients typically fall below 0,50 and only very seldom reach values as high as 0,70. Numerous possibilities have been considered on how to affect an increase in the magnitude of the validity coefficient. A thought-provoking alternative to the usual multiple-regression based attempts may be found in the work of Ghiselli (1956, 1960a, 1960b). The objective of this article is to propose and evaluate a modification to the original Ghiselli procedure. Encouragingly positive results were obtained. Recommendations for future research are made. Opsomming Die grootte-orde van geldigheidskoëffisiënte wat tipies in validasiestudies gevind word is teleurstellend laag. Geldigheidskoëffisiënte neem as ’n reël waardes kleiner as 0,50 aan en bereik by wyse van hoë uitsondering waardes so hoog soos 0,70. Verskeie moontlikhede in terme waarvan ’n verhoging in die geldigheidskoëffisiënt te weeg gebring sou kon word, is reeds oorweeg. ’n Stimulerende alternatief tot die gebruiklike meervoudige regressie gebaseerde pogings is te vind in die werk van Ghiselli (1956, 1960a, 1960b). Die doelstelling van hierdie artikel is om ’n wysiging aan die oorspronklike Ghiselli-prosedure voor te stel en te evalueer. Bemoedigend positiewe resultate is gevind. Aanbevelings vir verdere navorsing word gemaak.
Occupational stress, organisational commitment and ill-health of employees at a higher education institution in South Africa
Authors: Coetzee S. E. , Rothmann S.
Published: August 2012

The objectives of this study were to assess the indicators and moderators of occupational stress at a higher education institution in South Africa, as well as differences based on language and years of experience at the institution. A cross-sectional survey design was used. The participants included academic and support staff at a higher education institution (N = 372). An Organisational Stress Screening Tool (ASSET) and a biographical questionnaire were administered. Workload, control, work-relationships and pay and benefits were the major occupational stressors in the institution. Compared to the international norm, participants reported higher levels of physical and psychological ill-health and perceived lack of commitment from the organisation. Analysis of variance revealed differences in occupational stress levels for all the biographical variables tested. Organisational commitment moderated the effect of occupational stress on ill-health. Opsomming Die doelstellings van hierdie studie was om die aanwysers en verligtende faktore van beroepstres in ’n hoëronderwysinstansie in Suid-Afrika te identifiseer, asook moontlike verskille gebaseer op taal en jare ervaring by die instansie te bepaal. ’n Dwarsdeursnee-opnameontwerp is gebruik. Die deelnemers het bestaan uit akademiese en ondersteuningspersoneel verbonde aan ’n hoëronderwysinstansie (N = 372). ’n Organisasiestresgraderingsinstrument (ASSET) en ’n biografiese vraelys is afgeneem. Oorlading, kontrole, werksverhoudinge en salaris en byvoordele was die vernaamste stressore in die instelling. Vergeleke met die internasionale norm, het deelnemers hoër vlakke van fisieke en psigologiese ongesondheid gerapporteer, en ook ’n gebrek aan verbondenheid komende van die werkgewer ervaar. Variansieanalise het verskille in werkstresvlakke uitgewys vir al die biografiese veranderlikes wat getoets is. Organisasieverbondenheid het die effek van beroepstres op ongesondheid gematig.
Book review: Unemployment in Africa: A psychological perspective
Authors: Joannides Annemarie
Published: August 2012

Authors: Webster Gonzo and Ilse Elisabeth Plattner

Publishers: University of Namibia Press

Year: 2003

Reviewed For: South African Journal of Industrial Psychology

Unemployment in an African country is a concisely written and well-structured book, which investigates the psychological impact of unemployment on Namibia’s ‘street unemployed’. This term refers to the large population of men who wait alongside the roads and at traffic intersections, in the hope of being offered causal employment. Essentially the books seeks to understand and evaluate the psychological experience of these men, in relation to several theoretical perspectives and with regards to the investigative research that was carried out by the authors.
Construct, item, and method bias of cognitive and personality tests in South Africa
Authors: Meiring D. , Van De Vijver A. J. R. , Rothmann S. , Barrick M. R.
Published: August 2012

Bias was studied for two cognitive tests and a personality test at three levels: the construct underlying the test (“construct bias"), method-related aspects such as response sets (“method bias"), and the items (“item bias"). The sample consisted of 13 681 participants who had applied for entry-level jobs in the South African Police Service. The cognitive instruments produced very good construct equivalence and low item bias. However, various scales of the personality questionnaire revealed construct bias in various ethnic groups. The item bias in the personality scales was low. Method bias did not have any impact on the (small) size of the cross-cultural differences in the personality scales. In addition, several personality scales revealed low internal consistencies, notably in the black groups. Opsomming Sydigheid is bestudeer vir twee kognitiewe toetse en ’n persoonlikheidstoets op drie vlakke: die konstruk onderliggend aan die toets (“konstruksydigheid�?), metode-verwante aspekte soos responspatrone (“metodesydigheid�?), en die items (“itemsydigheid�?). Die steekproef het bestaan uit 13 681 deelnemers wat aansoek gedoen het om intreevlak-poste in die Suid-Afrikaanse Polisiediens. Die kognitiewe instrumente het baie goeie konstrukekwivalensie en lae itemsydigheid getoon. Verskeie skale van die persoonlikheidsvraelys het egter konstruksydigheid in verskeie etniese groepe getoon. Die itemsydigheid in die persoonlikheidskale was laag. Metodesydigheid het nie enige uitwerking op die (klein) omvang van die kruiskulturele verskille in die persoonlikheidskale gehad nie. Verder het verskeie persoonlikheidskale lae interne konsekwentheid getoon – veral in die swart groepe.
The construct equivalence of the job diagnostic survey for diverse South African cultural groups
Authors: Vorster M. , Olckers C. , Buys M. A. , Schaap P.
Published: August 2012

The Job Diagnostic Survey (JDS) and the Job Characteristics Model (JCM) have been widely used in South African organisations. The purpose of this study was to determine whether the JDS is useful if it is applied to a particular population or to groups from highly dissimilar backgrounds. Cultural diversity research has revealed differences between the values, attitudes and leadership styles of people from different cultural groups. In this study, Hackman and Oldham’s JDS was applied to Black and White employees (n=66) to determine construct equivalence for these two cultural groups. Confirmatory factor analysis confirmed that there were no significant differences between the Black and White groups tested, suggesting that the JDS could be applied to different population groups. Opsomming Die Pos-diagnostiese vraelys (JDS) en die Pos-kenmerke Model (JCM) word wydverspreid deur Suid-Afrikaanse organisasies gebruik. Die doel van hierdie studie was om te bepaal of die JDS van toepassing is op verskillende kultuurgroepe. Navorsing rakende kultuurdiversiteit het aangetoon dat daar verskille bestaan rakende die waardes, houdings en leierskapstyle van verskillende kultuurgroepe. In hierdie studie is die (JDS) van Hackman en Oldham toegepas op Swart- en Blanke werknemers (n=677) ten einde die konstruk-ekwivalensie daarvan bepaal. ’n Bevestigende faktorontleding het aangetoon dat daar geen betekenisvolle verskille bestaan tussen die Swart- en Blankegroepe wat getoets is nie. Die aanname word dus gemaak dat die JDS toegepas kan word op verskillende populasiegroepe.