bluuebunny/crossref_metadata_2025 huggingface dataset:
The management of change at selected higher education institutions: An exploration of the critical ingredients for effective change management
Authors: Govender P. , Moodley S. , Brijball Parumasur S.
Published: August 2012

The study investigates management’s perception of the change management process in terms of the impact of communication, behaviour, feelings and knowledge of staff and management, staff participation in the change process and overall attitude of staff. The perceived impact of the new situation and perceived acceptance and understanding of the change process were assessed. The subjects comprised of Management Committee (Manco), Deans and Directors of administrative sections from three tertiary institutions in KwaZulu-Natal. Data was collected using questionnaires, which were analysed using descriptive and inferential statistics. The results shed light on the critical ingredients for effective change management. Opsomming Die onderhawige studie ondersoek bestuur se persepsie van die veranderingsbestuursproses in terme van die impak op kommunikasie, gedrag, gevoelens en kennis van personeel en bestuur, personeeldeelname in die veranderingsproses en oorkoepelende houdings van die personeel. Die waargenome impak van die nuwe konteks en waargenome aanvaarding en begrip van die veranderingsproses is beoordeel. Die deelnemers het bestaan uit die bestuurskomitee, dekane en direkteure van administratiewe afdelings van drie tersiêre instellings in KwaZulu-Natal. Die data is met behulp van vraelyste ingesamel wat deur middel van beskrywende en inferensiële statistiesemetodes ontleed is. Die resultate werp lig op die kritieke bestanddele vir doeltreffende veranderingsbestuur.
Employment equity practices in three South African information technology organisations: A systems psychodynamic perspective
Authors: Cilliers Frans , Stone Kevin
Published: August 2012

This research explored the systems psychodynamic behaviour manifesting in the context of employment equity practices within three South African information technology organisations. In-depth interviews with the human resources practitioners involved, elicited seven themes around fantasies of power/opportunities, splits and defences, projective identification, paranoia, idealisation/competence, envy/guilt and coping styles. It was hypothesised that the experience around employment equity in these organisations got stuck in the paranoid-schizoid position, that the system was unconsciously colluding to keep the status quo, and that idealisation was projected on the white subgroup while denigration was projected on previously disadvantages employees and candidates. Recommendations for more optimal coping with these behaviours were formulated. Opsomming Hierdie navorsing het die sistemies psigodinamiese gedrag ondersoek wat gemanifesteer het in die konteks van gelyke indiensneming in drie Suid-Afrikaanse inligtingstegnologie organisasies. Indiepte onderhoude met die betrokke menslike hulpbron praktisyns het sewe temas na vore gebring wat insluit fantasieë oor mag/geleenthede, spleet en verdedigings, projektiewe identifikasie, paranoia, idealisering/kompetensie, afguns/skuld en coping style. Die hipotese is geformuleer dat die ervaring rondom gelyke indiensneming in hierdie organisasies vasgehak het in die paranoïde-skisoïde posisie, dat die stelsel onbewustelik saamsweer om die status quo te handhaaf, en dat idealisering geprojekteer word op die wit subgroep terwyl swartsmeerdery geprojekteer word op die voorheen benadeelde werknemers en kandidate. Aanbevelings oor meer optimale coping met hierdie gedrag is geformuleer.
The concurrent validity of learning potential and psychomotor ability measures for the selection of haul truck operators in an open-pit mine
Authors: Pelser Marikie , Bergh Z. C. , Visser Deléne
Published: August 2012

The purpose of the study was to evaluate the concurrent validity of learning potential and psychomotor ability measures for the prediction of haul truck operator performance in an open-pit mine. Additional goals were to determine the nature of the relationship between learning potential and psychomotor abilities and to assess the relative contributions of these variables as predictors. The predictors were the TRAM 1 Learning Potential test and Vienna Test System subtests that were administered to 128 experienced haul truck operators. The job performance criteria used were spotting in time, corrected tons hauled and supervisor ranking. The concurrent validity of the learning potential and psychomotor ability measures was partially supported. An exploratory factor analysis provided relatively convincing evidence for a general cognitive ability factor (g) underlying performance on the learning potential and several psychomotor measures. The existence of a general psychomotor factor was not substantiated in the current study. Suggestions were made for improving design and criterion shortcomings. Opsomming Die doel van die ondersoek was om die saamvallende geldigheid van leerpotensiaal en psigomotoriese metings vir die voorspelling van die werkprestasie van sleepvragwabestuurders in ’n oopgroefmyn te beoordeel. Addisionele doelwitte was om die aard van die verwantskap tussen leerpotensiaal en psigomotoriese vermoëns te gepaal en om die relatiewe bydraes van hierdie veranderlikes as voorspellers te bepaal. Die voorspellers was die TRAM 1 Leerpotensiaaltoets en die Vienna Test System subtoetse wat toegepas is op 128 ervare sleepvragwabestuurders. Die werkprestasiekriteria was inteikentyd, gekorrigeerde tonmaat gesleep en toesighouerbeoordeling. Die saamvallende geldigheid van die leerpotensiaal en psigomotoriese metings is gedeeltelik ondersteun. ’n Ondersoekende faktorontleding het die bestaan van ’n algemene kognitiewe vermoëfaktor (g), wat onderliggend aan die leerpotensiaal en verskeie psigomotoriese metings is, redelik oortuigend gestaaf. ’n Algemene psigomotoriese faktor is nie in die huidige ondersoek gevind nie. Voorstelle is gemaak om die ontwerp- en kriteriumtekortkominge te verbeter.
The perceived impact of downsizing and organisational transformation on survivors
Authors: Ndlovu N. , Brijball Parumasur S.
Published: August 2012

Change is a way of life and the ability to manage change is a key factor in organisational survival and effectiveness. This article evaluates the ‘survivor syndrome’ and assesses the impact of the process of downsizing and transformation on communication, trust, survivor commitment and loyalty, morale and career advancement opportunities. The study was conducted using a stratified random sample of 361 employees/survivors in a branch of a motor manufacturer that had undergone major transformation. Data was collected using a self-developed questionnaire and analysed using descriptive and inferential statistics. The study generates a framework/model of critical change implementation factors and recommendations that will enable change managers to sense, adjust, respond and implement change timeously so as to gain strategic and competitive advantage. Opsomming Verandering is ’n lewenswyse en die vermoë om te verander is ’n kernaspek in organisasieverandering en -oorlewing. In hierdie artikel word die ‘oorlewingsindroom’ beoordeel en word die impak van die afskalingsproses en transformasie op kommunikasie, vertroue, ‘oorlewende’ toewyding en lojaliteit, moraal en loopbaanvorderingsgeleenthede takseer. Die studie is uitgevoer, met die gebruik van ’n gestratifiseerde ewekansige steekproef van 361 werknemers/’oorlewendes’ in ’n afdeling van ’n motorvervaardiger wat ingrypende transformasie ondergaan het. Data is ingesamel by wyse van ’n selfontwikkelde vraelys en ontleed aan die hand van beskrywende en inferensiële statistiek. Die studie het ’n raamwerk/model van kritieke veranderingsimplementeringsfaktore en aanbevelings gegenereer wat veranderingsbestuurders in staat sal stel om die gewaarwording, aanpassing, reaksie en implementering van verandering tydig te doen sodat strategiese en mededingingsvoordeel behaal kan word.
Executive coaching experiences: A systems psychodynamic perspective
Authors: Cilliers Frans
Published: August 2012

The Integrated Executive Experiential Learning Coaching model was applied in an information technology organisation. The aim of the research was to analyse and interpret the experiences of seven executives in the form of written essays from the systems psychodynamic perspective. The manifesting themes were, experiential learning facilitates the working through of defences; interdependency facilitates taking responsibility for the self; flight reactions inhibit owning and learning; transcending defences is needed to authorise the self in role; the difficulty of moving from the paranoid-schizoid to the depressive position and valuing all parts of the self; and containment facilitates self-authorisation. Recommendations towards more effective executive coaching are presented.

Opsomming

Die “Integrated Executive Experiential Learning Coaching model�? is toegepas in ’n inligtings tegnologie organisasie. Die doel van die navorsing was om die ervaring van sewe uitvoerende beamptes in opstel-formaat te analiseer en te interpreteer vanuit die stelsel psigodinamiese benadering. Die manifesterende temas was, ervaringeleer fasiliteer die deurwerk van verdedigingsmeganismes; interafhanklikheid fasiliteer die neem van selfverantwoordelikheid; vlug reaksies inhibeer eienaarskap en leer; die transendering van verdedigings is nodig vir self outorisering; die moeisaamheid van beweeg vanaf die paranoide-skisiode na die depressiewe posisie en waardering van alle gedeeltes van die self; en behouering fasiliteer self-outoriteit. Aanbevelings vir meer effektiewe uitvoerende afrigting is aangebied.
Rethinking undergraduate curricula: A Delphi study of human resource management and industrial and organisational psychology
Authors: Venter A , Barkhuizen N
Published: August 2012

The aim of this qualitative study is to bring clarity to the confusion about the interconnectedness, similarities and differences between the fields of Human Resource Management (HRM) and Industrial and Organisational Psychology (I&OP), for the purposes of curriculum development. The Delphi technique was used to gather data from 13 participants (five international and eight national). Analysis was done interpretively using Atlas.ti. Results indicate that HRM and I&OP are distinct but interrelated fields of study and can therefore be presented in separate but interrelated undergraduate curricula.

Opsomming

Die doel van die kwalitatiewestudie is om duidelikheid te verkry oor die verwarring rakende die interverwantskap, ooreenkomste en verskille tussen die velde van Menslike Hulpbronbestuur (MHB) en Bedryfs- en Organisasie Sielkunde vir die doeleindes van kurrikulumontwikkeling. Die Delphi tegniek is gebruik om data van 13 deelnemers (vyf internasionaal en agt nasionaal) te versamel. Ontleding is op ’n interpreterende wyse gedoen deur gebruik te maak van Atlas.ti. Die resultate toon dat MHB en Bedryfs- en Organisasie Sielkunde onderskeibare, maar verbandhoudende studievelde is en daarom aangebied kan word in afsonderlike, maar interverwante voorgraadse kurrikula.
Western humanism, African humanism and work organisations
Authors: Pietersen H J
Published: August 2012

Comparison of Western (WH) and African humanism (AH) shows overlapping and complementary approaches to human nature in work organisations. The extant literature is conceptually, empirically and methodologically inadequate, and fails to consider 21st century employment realities. Shortcomings of WH and AH are presented. A dynamic and mutualistic approach to human nature, that includes both self-assertive (individualist) and self transcending (collectivist) tendencies, is briefly outlined. It provides a more comprehensive approach to humanism, for better understanding of human behaviour at work. There is currently too much rhetoric in the field. More research, especially the use of qualitative and narrative interpretive methodologies is required.

Opsomming

Vergelyking van Westerse (WH) met Afrika (AH) opvattings oor humanisme in werkorganisasies toon, verskille ten spyt, dat oorvleueling en aanvullende benaderingsmoontlikhede bestaan. Die betrokke literatuur is tans konseptueel, empiries en metodologies onvoldoende. Moderne indiensnemingsrealiteite word ook nie verreken nie. Tekortkominge in beide Westerse en Afrika humanisme word aangetoon. Navolging van ’n dinamiese en resiprokale benadering wat beide self-gelding (individualisties) en self-transendering (kollektiwisties) in menslike natuur insluit, word voorgehou as ’n meer omvattende beskouing wat ’n beter begrip van gedrag in werkorganisasies bied. Daar is heelwat retoriek in aansprake betreffende Afrika humanisme. Verdere navorsing, veral begronde en interpreterende studies, is noodsaaklik.
Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences
Authors: De Witte Hans
Published: August 2012

This article reviews the literature on job insecurity. After defining the concept and its components, the prevalence of job insecurity among workers is discussed. Next, various antecedents are charted, and the consequences of job insecurity for the health and well-being of individuals and for their attitudes and behaviours towards organizations are discussed. Finally, some practical suggestions are made in order to reduce the harmful effects of insecurity, and some suggestions for future research are formulated. The focus of this review article is on studies from Europe and the U.S. As such, it aims to introduce the field of job insecurity to South African researchers.

Opsomming

Die artikel gee ’n oorsig van die literatuur oor werksonsekerheid. Na die defineering van die konsep en die komponente, word die voorkoms van werksonsekerheid onder werknemers bespreek. Volgende word verskeie antesedente bespreek, en die gevolge van werksonsekerheid op die gesondheid en welstand van individue, hul gesindhede en hul gedrag teenoor die organisasie bespreek. Laastens word daar ’n paar praktiese voorstelle gemaak om die skadelike gevolge van onsekerheid te verminder, asook voorstelle vir toekomstige navorsing. Die fokus van hierdie oorsig artikel is op studies in Europa and die VSA gemaak, en as sulks beoog dit om die veld van werksonsekerheid aan Suid-Afrikaanse navorsers voor te stel.
Job insecurity, burnout and organisational commitment among employees of a financial institution in Gauteng
Authors: Bosman J , Buitendach J H , Laba K
Published: August 2012

The objective of this study was to investigate the relationship between job insecurity, burnout and organisational commitment of human resource workers (N = 146) in a financial institution. A cross-sectional survey design was used. The Job Insecurity Questionnaire, Maslach Burnout Inventory-General Survey, Organisational Commitment Questionnaire and a biographical questionnaire were administered. Job insecurity demonstrated a relationship with increased levels of burnout and decreased levels of organisational commitment. Job insecurity was found to hold predictive value with regard to exhaustion, cynicism, and reduced professional efficacy, as well as reduced affective and normative commitment (while controlling for the influence of background variables).

Opsomming

Die doelstelling van hierdie navorsing was om die verhouding tussen werksonsekerheid, uitbranding en organisasie verbondenheid van menslike hulpbronwerknemers (N = 146) in ’n finansiële instelling te ondersoek. ’n Dwarsneeopname-ontwerp is gebruik. Die Werksonsekerheidvraelys, Maslach Uitbrandingvraelys, Organisasieverbondenheidvraelys en ’n biografiese vraelys is afgeneem. Werksonsekerheid het ’n verband met verhoogde vlakke van uitbranding en verlaagde vlakke van organisasie verbondenheid getoon. Daar is bevind dat werksonsekerheid voorspellingswaarde inhou vir uitputting, sinisme en verminderde professionele doeltreffendheid, sowel as verminderde affektiewe en normatiewe organisasieverbondenheid (terwyl daar gekontroleer is vir die invloed van demografiese verskille).
Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes?
Authors: De Cuyper Nele , De Witte Hans
Published: August 2012

Research on the consequences of job insecurity among temporary workers has been largely exploratory. This study investigates whether job insecurity either mediates or moderates the relationship between type of contract (temporary versus permanent) and its outcomes. It extends previous research by including a wide range of outcomes (job satisfaction, engagement, organisational commitment, trust, general health, irritation, turnover intention, performance, and positive work life interference), most of which have not yet been considered in this context. Results (N = 656) point to the moderating role of job insecurity, however only for outcomes reflecting immediate reactions. Implications for future research are discussed.
Long-term job insecurity, job satisfaction and organisational attitudes: Test of Warr’s Curvilinear Hypothesis
Authors: De Witte Hans
Published: August 2012

Research suggests that job insecurity is an important work stressor, negatively affecting well-being and organisational attitudes and behaviours. This article concentrates on two often ignored issues in this field. First, the consequences of long-term job insecurity regarding job satisfaction, the evaluation of management and organisational attitudes are analysed. Secondly, Warr’s assumption of curvilinear associations between job insecurity and well-being is tested, and extended to the evaluation of management and organisational attitudes. The hypotheses are tested with data of 769 employees from various branches of a large European multinational company. In total, 15 reliable scales were used to test the hypotheses. The results show that 48,2% of the interviewees had worries about their long-term job security. Separate analyses of variance showed that long-term job insecurity was associated with two thirds of the scales. Long-term job insecurity was associated with lower job satisfaction, lower organisational attitudes and a lower evaluation of supervisors and management. Warr’s assumption of curvilinear associations with job insecurity was not corroborated, however. Suggestions for practice and for future research are discussed.

Opsomming

Navorsing stel voor dat werksonsekerheid ’n belangrike werk stressor is en dat dit welstand, organisasie gesindhede en gedrag negetief affekteer. Die artikel konsentreer op twee onderwerpe in hierdie veld wat gereeld geignoreer word. Eerstens word die gevolge van langtermyn werksonsekerheid met betrekking tot werkstevredenheid, die evaluering van bestuur en organisasiegesindhede geanaliseer. Tweedens, is Warr se aanames van kromlynige verhoudings tussen werksonsekerheid en welstand getoets, en uitgebrei tot die evaluasie van bestuur en organisasiegesindhede. Die hipotese is getoets met data van 769 werknemers van verskeie takke van ’n groot Europese multinasionale maatskappy. Daar is in totaal 15 betroubare skale gebruik om die hipotese te toets. Die resultate dui aan dat 48,2% van die persone angstig was oor hulle lang-termyn werksekuriteit. Afsonderlike analise van variansies toon dat langtermyn werkonsekerheid geassosiëer was met twee derdes van die skale. Lang-termyn werkonsekerheid was geassosiëer met laer van werkstevredenheid, laer organisasie gesindhede en ’n laer evaluasie van toesighouers en bestuur. Warr se aannames van kromlynige verhoudings met werksonsekerheid was nie bevestig nie. Voorstelle vir toekomstige navorsing word ook bespreek.
The moderating effects of work-based and non-work based support on the relation between job insecurity and subsequent strain
Authors: Näswall K , Sverke M , Hellgren J
Published: August 2012

Job insecurity is a stressor empirically linked to various negative outcomes, such as impaired work attitudes and adverse health symptoms. Less is known about how these negative consequences can be buffered. The present study investigates whether work-based and non-work based social support moderate the relation between job insecurity and subsequent strain. The results, based on Swedish longitudinal questionnaire data, show that job insecurity predicted strain, even after controlling for demographic variables and baseline levels. Non-work based support moderated the negative effect of job insecurity on mental health complaints and somatic complaints after controlling for baseline levels. The results suggest that employees can benefit from their support network during times of turbulence.

Opsomming

Werksonsekerheid is ’n stressor wat emperies verband hou met verskeie negatiewe uitkomste soos verlaagde werksgesindhede en nadelige gesondheidssimptome. Minder is bekend oor hoe hierdie negatiewe gevolge gebuffer kan word. Die huidige studie ondersoek of werks gebaseerde en nie-werks gebaseerde sosiale ondersteuning die verhouding tussen werksonsekerheid en daaropvolgende spanning modereer. Die resultate, gebaseer op Sweedse longitudinale vraelysdata, toon dat werksonsekerheid spanning voorpsel het, selfs na die kontrolering vir demografiese veranderlikes en basislyn veranderlikes. Nie-werks gebaseerde ondersteuning het die negatiewe effek van werksonsekerheid op psigiese ongesteldhede en somatiese simptome gemodereer nadat gekontroleer vir basislyn veranderlikes is. Die resultate stel voor dat werknemers voordeel kan trek uit hulle ondersteunings netwerk gedurende tye van turbulensie.
The role of union support in coping with job insecurity: A study among union members from three European countries
Authors: Goslinga Sjoerd , Hellgren Johnny , Chirumbolo Antonio , De Witte Hans , Näswall Katharina , Sverke Magnus
Published: August 2012

The present study examines the potential moderating role of union support in the relationship between job insecurity and work-related attitudes and well-being of unionised employees. Survey data collected among union members from three European countries (The Netherlands, Italy and Sweden) indicate that job insecurity is associated with reduced levels of job satisfaction, well-being and organisational commitment. Contrary to expectations, union support moderated neither the effect of job insecurity on job satisfaction nor its effect on wellbeing. However, in two countries a moderating effect of union support on relation between the job insecurity and organisational commitment was found.

Opsomming

Die huidige studie ondersoek die potensiële modererende rol van vakbond ondersteuning in die verhouding tussen werksonsekerheid en werksverwante houdings en welstand van werknemers wat aan ’n, vakbond behoort. Opname data wat ingesamel is tussen vakbond lede van drie Europese lande (Nederland, Italië en Swede) toon dat werksonsekerheid geassosieer word met verlaagde vlakke van werkstevredenheid, welstand en organisasieverbondenheid. Teen verwagting, het vakbond ondersteuning nie die effek van werksonsekerheid op wekstevredenheid of welstand gemodereer nie. Daar is egter in twee lande ’n, moderende effek van vakbond ondersteuning op die verwantskap tussen werksonsekerheid en organisasie gebondenheid gevind.
There's more to the picture than meets the eye: A comparison of downsizing survivors with changed and unchanged job content
Authors: Hellgren J , Näswall K , Sverke M
Published: August 2012

Organisational downsizing has become a frequently used strategy to improve organisational effectiveness and competitive ability. The aim of this study was to examine the effects of downsizing on employee work stress, attitudes and well-being by comparing survivors who had their work situation changed as a function of the downsizing process with survivors whose situation remained unaffected. Longitudinal questionnaire data were obtained during the course of downsizing. Survivors with a changed work situation reported higher levels of work stress, less favourable work attitudes and more health complaints as compared to survivors who did not have their work situation changed.

Opsomming

Organisasie hersturkturering het ’n voortdurende strategie geword om organisasie effektiwiteit en kompeterende vermoëns te verbeter. Die doel van die studie was om die effek wat herstrukturering op werknemers se werkstres, gesindhede en welstand het, te ondersoek, deur oorblywende personeel wie se werksomgewing verander is deur hersturkturereing te vergelyk met oorblywende personeel wie se werksomgewings onveranderd gebly het. Longitudinale vraelysdata is ingesamel gedurende herstrukturering. Oorblywendes wie se werksomgewing verander het, het hoër vlakke van werkstres, minder gewensde gesindhede en meer gesondheidsprobleme getoon as die individue wie se situasie onveranderd gebly het.
Work locus of control and dispositional optimism as antecedents to job insecurity
Authors: Bosman J , Buitendach J H , Rothman S
Published: August 2012

The primary objective of this research was to investigate the relationship between job insecurity, work locus of control and dispositional optimism of employees working in two financial institutions (N = 605). Results showed a practically significant relationship between job insecurity and work locus of control, implying that external locus of control was associated with higher levels of job insecurity. It was furthermore found that increased levels of dispositional optimism were associated with decreased levels of job insecurity. Both work locus of control and dispositional optimism held predictive value with regard to job insecurity whilst controlling for the impact of demographic variables.

Opsomming

Die hoofdoelwit met hierdie studie was om die verhouding tussen werksonsekerheid, werk lokus van beheer en disposisionele optimisme te ondersoek van werknemers werksaam binne twee finansiële instellings (N = 605). ’n Dwarssneeopname-ontwerp is gebruik. Die resultate het aangetoon dat daar ’n prakties betekenisvolle verband bestaan tussen werk lokus van beheer en werksonsekerheid, wat beteken dat eksterne lokus van beheer geassosieer was met verhoogde vlakke van werksonsekerheid. Dit was verdermeer bevind dat verhoogde vlakke van disposisionele optimisme geassosieer was met laer vlakke van werksonsekerheid. Beide werk lokus van beheer and disposisionele optimisme het voorspellingswaarde met betrekking tot werksonsekerheid gehad terwyl die impak van demografiese veranderlikes gekontroleer is.
The association of selected SPEEX-battery indices with the constructs of the multifactor leadership questionnaire
Authors: Sugreen G , Schepers J M
Published: August 2012

The principal objective of the study was to determine the relationship between certain indices of the SPEEX-battery and the leadership dimensions of the MLQ. The SPEEX-battery was subjected to factor analysis and yielded six factors. The reliabilities of the composite scores calculated to represent each of the factors ranged from 0,712 to 0,925. The MLQ was also subjected to factor analysis and yielded three factors. A canonical correlation of 0,666 (p < 0, 000001) was obtained between the indices of the SPEEX-battery (IV’s) and the leadership dimensions of the MLQ (DV’s). The implications of the findings are discussed.

Opsomming

Die hoofdoelwit van die studie was om die verband tussen sekere indekse van die SPEEX-battery en die leierskapsdimensies van die MLQ te bepaal. Die SPEEX-battery is aan ’n faktorontleding onderwerp en ses faktore is verkry. Saamgesteldetellings is bereken om elk van die faktore te verteenwoordig. Die verkreë betroubaarhede het gewissel van 0,712 tot 0,925. Die MLQ is ook aan ’n faktorontleding onderwerp en drie faktore is verkry. ’n Kanoniese korrelasie van 0,666 (p< 0,000001) is verkry tussen die dimensies van die SPEEX-battery (OV’s) en die leierskapsdimensies van die MLQ (AV’s). Die implikasies van die studie word bespreek.
The influence of a ropes course development programme on the self-concept and self-efficacy of young career officers
Authors: Stadler K , Kotze M E
Published: August 2012

The aim of this study was to determine whether adventure training could be utilised to enhance the self-concepts and self-efficacy of young career officers in the South African National Defence Force. A quasi-experimental design with a pre-test, post-test and post-post-test was used. Two measuring instruments were administered, namely the Self-description Questionnaire III and the General Self-efficacy Scale. No statistically significant improvement was measured in the various dimensions of the self-concepts and self-efficacy of members of the experimental group, but some encouraging indications of change in the experimental group were observed after the intervention. The implications of the findings are discussed further. Opsomming Die doel van hierdie studie was om te bepaal of avontuurgerigte opleiding gebruik kan word om die selfkonsep en selfdoeltreffendheid van jong beroepsoffisiere in die Suid-Afrikaanse Nasionale Weermag te bevorder. ’n Kwasieksperimentele ontwerp met ’n voortoets, na-toets en na-na-toets is gebruik. Twee meetinstrumente is aangewend, naamlik die 'Self-description Questionnaire III' en die 'General Self-efficacy Scale'. Hoewel geen statisties beduidende verbetering in die verskillende dimensies van die selfkonsep en selfdoeltreffendheid van lede van die eksperimentele groep gemeet is nie, is bemoedigende aanduidings van verandering in die eksperimentele groep na die intervensie waargeneem. Die implikasies van die bevindinge word verder bespreek.
Do job autonomy and negotiation self-efficacy improve employment relationships?
Authors: Oeij Peter R A
Published: August 2012

This study investigated whether improving the employment relationship does more depend on negotiation selfefficacy or on task outonomy for a sample of employees from a Dutch telecom company. Multiple regression analyses were conducted to examine the effects of negotiation self-efficacy and task autonomy on integrative negotiation and the effect of integrative negotiation on psychological contract breach. Results indicate that employees negotiate more integratively when they have higher negotiation self-efficacy, compared to employees with more task autonomy. Empirical support was found for the prediction that higher negotiation self-efficacy and task autonomy correlates with less psychological contract breach.
The experience of work in a call centre environment
Authors: Hauptfleisch Sanet , Uys J S
Published: August 2012

This qualitative research study explored the work experience in a call centre environment in an information technology call centre based in South Africa, which service foreign customers exclusively. Three data collection methods were used, namely narratives, in-depth interviews with call centre consultants, and observation. Following a grounded theory approach, four themes were elicited, namely the perceptions of team members, uncertainty created by a constantly changing environment, perceived distances due to management practices, and depersonalisation experienced while actually dealing with customers. In addition to this, the reported impact of these themes on work performance was explored and compared to existing research.
The relationship between personality preferences, self-esteem and emotional competence
Authors: Coetzee Melinde , Martins Nico , Basson Johan S , Muller Helene
Published: August 2012

The relationship between leaders’ personality preferences, self-esteem and emotional competence is the focus of this article. A study was conducted to analyse the responses of a sample of 107 South African leaders in the manufacturing industry to measures of the three constructs. The Myers-Briggs Type Indicator (MBTI), the Culturefree Self-esteem Inventories for Adults (CFSEI-AD), and the 360° Emotional Competency Profiler (ECP) were administered. Positive relationships were found between the three constructs. The self-esteem construct appeared to be a more reliable predictor of emotional competence than the MBTI personality preferences. The findings of the study make an important contribution to the expanding body of knowledge concerned with the evaluation of personality variables that influence the effectiveness of leaders.
The unemployed mid-career adult: stressors and support
Authors: Ribton-Turner Lynn , De Bruin Gideon P
Published: August 2012

The high rate of unemployment in South Africa is of national concern yet the experience of being unemployed is little understood; not enough is known about the unemployed condition in South Africa. In this study eight unemployed mid-career adults who had been out of work for longer than six months were interviewed in order to explore their lived experience. A qualitative methodology was used and from the extensive interview data, using qualitative content analysis, themes relating to the unemployed condition emerged. Results support, to a large degree, the existing literature and studies on the stressors impacting on the unemployed. This study offers additional insight into the support structures available for the unemployed adult.
Working mothers: Family-work conflict, job performance and family/work variables
Authors: Patel Cynthia J , Govender Vasanthee , Paruk Zubeda , Ramgoon Sarojini
Published: August 2012

The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half the sample indicated that paid work was more important than their housework and reported that their working had a positive impact on their families. The findings are discussed in relation to the changing work and family identities of non-career women.
Exploring the identity and "sense of identity" of organisations
Authors: Van Tonder C L
Published: August 2012

During the past two decades a steady increase in scholarly contributions in the area of organisation identity have been observed – to the point that the phenomenon is now the subject of a sustainable discourse in several disciplines. Many theoretical and conceptual dilemmas however remain, largely as a result of the low incidence of empirical research in the area. This study reports the results of an exploratory investigation that adapted Schley and Wagenfield’s (1979) concept of identity for use in an organisational setting. Interviews were conducted with 152 top managers representing 10 companies. The results indicate that organisational responses to the question “who am I?�? elicit distinctive organisational self-descriptions and some awareness of identity issues.
Canonical correlation analysis of the career attitudes and strategies inventory and the adult career concerns inventory
Authors: Lew Charlene C , De Bruin Gideon P
Published: August 2012

This study investigated the relationships between the scales of the Adult Career Concerns Inventory (ACCI) and those of the Career Attitudes and Strategies Inventory (CASI). The scores of 202 South African adults for the two inventories were subjected to a canonical correlation analysis. Two canonical variates made statistically significant contributions to the explanation of the relationships between the two sets of variables. Inspection of the correlations of the original variables with the first canonical variate suggested that a high level of career concerns in general, as measured by the ACCI, is associated with high levels of career worries, more geographical barriers, a low risk-taking style and a non-dominant interpersonal style, as measured by the CASI. The second canonical variate suggested that concerns with career exploration and advancement of one’s career is associated with low job satisfaction, low family commitment, high work involvement, and a dominant style at work.
Importance of apparel store image attributes: Perceptions of female consumers
Authors: Visser Elizabeth M , Du Preez Ronel , Janse Van Noordwyk Hester S
Published: August 2012

This qualitative research focused on identifying those store image attributes perceived as important by a selected group of female apparel consumers. In addition, their perception of Lindquist’s proposed dimensions of store image attributes was examined. Data were collected by means of eight focus groups. The non-verbal quali-quantive Schutte Visual Scale was employed to quantify responses. Results indicated that Merchandise and Clientele were perceived as the most important dimensions, followed by Service. The dimension Physical facilities was perceived as the least important. Differences between age and population groups were investigated. The store image attribute dimensions generated by the respondents differed slightly from those proposed by Lindquist. Implications for retailers and for further research were formulated.
Locus of control in relation to flow
Authors: Taylor Celeste M , Schepers J M , Crous F
Published: August 2012

The principal objective of the study was to examine the relationship between locus of control and optimal experience (flow) in carrying out work and/or study activities. Two questionnaires measuring the aforementioned constructs were administered to a group of first and second-year Human Resource Management students (n=168) between the ages of 16 and 30. The results suggest that more frequent experience of flow is positively correlated with Autonomy and Internal Locus of Control. Limitations, lines of future research, implications and further contributions are discussed.
A psychometric investigation into the cross validation of an adaptation of the Ghiselli Predictability Index in personnel selection
Authors: Theron Callie , Meiring Deon
Published: August 2012

Twigge, Theron, Steele and Meiring (2004) concluded that it is possible to develop a predictability index based on a concept originally proposed by Ghiselli (1956, 1960a, 1960b), which correlates with the real residuals derived from the regression of a criterion on one or more predictors. The addition of such a predictability index to the original regression model was found to produce a statistically significant increase in the correlation between the selection battery and the criterion. To be able to convincingly demonstrate the feasibility of enhancing selection utility through the use of predictability indices would, however, require the cross validation of the results obtained on a derivation sample on a holdout sample selected from the same population. The objective of this article consequently is to investigate the extent to which such a predictability index, developed on a validation sample, would successfully cross validate to a holdout sample. Encouragingly positive results were obtained. Recommendations for future research are made.
Coefficient alpha: Unnecessarily ambiguous; unduly ubiquitous
Authors: Huysamen G K
Published: August 2012

By means of simple numerical examples it is demonstrated how the value of coefficient alpha is determined by the size and sign of the item intercorrelations, the dimensionality of the items, and the number of items. Relatively high alphas may be obtained for multidimensional item data (as obtained under a violation of essential tau-equivalence). Dimensionality analyses should therefore precede internal-consistency analyses if unidimensional tests are required. Such analyses also may alert one to the possibility of negative alpha values. Alternative coefficients are mentioned for situations when essential tau-equivalence is in doubt.
Geslagsverskille in die ouditiewe ontlokte potensiaal van die brein
Authors: Stuart Anita D
Published: August 2012

Gender differences in the auditory evoked potential of the brain. Based on literature indications of an association between temperament characteristics and the evoked potential of the brain, and indications of gender differences in certain temperament traits, the purpose of this study was to ascertain whether evoked responses also differentiated between the genders. A sample of 81 male and 210 female students was randomly selected. Two auditory evoked potential procedures were applied. The results indicated statistically significant

differences in evoked potential responses between the genders. The results are interpreted against the background

of sensory and neurological sources of the evoked potential responses and linked to the neurophysiological

foundations of temperament.

Opsomming: Gegrond op aanduidings in die literatuur van ’n assosiasie tussen temperamentskenmerke en die ontlokte potensiaal van die brein, sowel as aanduidings van geslagsverskille in sekere temperamentstrekke, was die doel van die huidige studie om te bepaal of ontloktepotensiaal-response ook tussen die geslagte onderskei. ’n Steekproef van 81 manlike en 210 vroulike studente is ewekansig geselekteer. Twee ouditiewe ontloktepotensiaal- prosedures is toegepas. Die resultate het op statisties beduidende verskille tussen die geslagte gedui. Die bevindinge word teen die agtergrond van die sensoriese en neurologiese oorsprong van ontloktepotensiaal–response geïnterpreteer en verbind aan die neurofisiologiese verankering van temperament.
Job demands, job resources and work engagement of academic staff in South African higher education institutions
Authors: Rothmann S , Jordaan G M E
Published: August 2012

The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement. Stratified random samples (N = 471) were drawn from academic staff in three higher education institutions in South Africa. The Utrecht Work Engagement Scale (UWES) and the Job Demands-Resources Scale (JDRS) were administered. The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities, social support, overload, advancement and job insecurity. Job resources (including organisational support and growth opportunities) predicted 26% of the variance in vigour and 38% of the variance in dedication. Job demands (overload) impacted on dedication of academics at low and moderate levels of organisational support.
The dimensionality of the general work stress scale: A hierarchical exploratory factor analysis
Authors: De Bruin Gideon P
Published: August 2012

This study examined the dimensionality or factor structure of the General Work Stress Scale (GWSS), which is a brief measure of subjectively experienced or felt work stress. The responses of two independent groups of adult workers were subjected to maximum likelihood factor analysis. In both groups a three factor solution provided the best fit with the data. A higher order factor analysis with an orthogonal Schmid-Leiman transformation showed that in both groups, responses to the items are dominated by a general factor, which might be labelled General Work Stress. Three minor group factors were identified: a motivational factor reflected by a desire to leave the organisation, an affective factor reflected by a tendency to worry, and a cognitive factor reflected by concentration and attentional difficulties. Overall, the results provide support for the construct validity of the GWSS as a measure of subjectively experienced work stress.
Book Review: Mentoring and coaching: Tools and techniques for implementation
Authors: Donald Fiona
Published: August 2012

Mentoring and coaching: Tools and techniques for implementation. Meyer, M., & Fourie, L. (2004). Randburg: Knowres Publishing.

This book is aimed at providing practical guidelines for people involved in mentoring and coaching. Given the need for skills development, employee involvement and change management in South Africa, mentoring and coaching offer a method of transforming the way in which organisations train their employees, manage performance and accelerate employee career development. Further, it can be used to transfer knowledge from people with the most experience to those with less knowledge. As a result it can be a useful tool in achieving employment equity. Written by South African authors, the book is tailored to organisations in this environment where issues such as diversity place additional challenges for mentoring and coaching processes. The book is easy to read and includes a number of issues to consider as well as check lists in each of its ten chapters.
Explaining union participation: The effects of union commitment and demographic factors
Authors: Bolton D , Bagraim J J , Witten L , Mohamed Y , Zvobgo V , Khan M
Published: August 2012

This study examined the relationship between trade union commitment and union participation among blue-collar workers in South Africa. Survey questionnaires were completed by 93 participants (response rate = 62 %). Findings are consistent with previous research and showed that after controlling for demographic factors, 43% of the variance in participation can be explained by union commitment. In this study, Black participants displayed significantly higher levels of commitment and participation than their Coloured counterparts did.
Lest we forget that industrial and organisational psychology is psychology
Authors: Strümpfer DJW
Published: August 2012

The tie between industrial/organisational psychology (IOP) and general psychology should be taken seriously. The origin of the split into separate academic departments is discussed. Four IOP topics are presented which are rooted in psychology or where the psychological quality is strong, making the tie-in clear: motivation, leadership, assessment, and appreciative inquiry; by way of illustration, proponents are referred to. Specialisation and professionalisation often bring undue emphasis on technology. IOP cannot be human resource management. Suggestions are made about bringing IOP and psychology closer within teaching programmes and internships. Appreciative images of what IOP, hand-in-hand with psychology, could be like, are put forward.
Psychological empowerment in the South African military: The generalisability of Menon's Scale
Authors: Menon Sanjay T , Vos Barry
Published: August 2012

The aim of this study was to investigate the factorial validity and internal consistency of the Menon Scale for Psychological Empowerment, developed in the United States and Canada and tested in Australia and Greece, in the South African National Defence Force (SANDF). The 2231 participants in the study represented the gender and racial distribution of the military population. The South African data initially yielded a two-factor structure. A forced three-factor structure rendered acceptable alpha coefficients, but did not resemble the theoretically expected factors. The forced factor analyses were repeated for Africans, Asians and Coloureds, and Whites separately. Results for the first two groups kept the original structure, whereas the factor structure for the white participants resembled the theoretically hypothesised factors. The forced three-factor structures rendered very high internal consistencies for the total scale, but one factor for both the African and the Asian and Coloured groups showed unsatisfactory reliability, suggesting a single underlying empowerment factor. This was confirmed by high correlations between subscales. Menon’s model seemingly fits the South African data slightly better for the white participants than for their non-white counterparts. The scale thus needs to be revised for the different cultural groups.