bluuebunny/crossref_metadata_2025 huggingface dataset:
An exploration of individual experiences of constant organisational change
Authors: Williams K. , Crafford A. , Fourie L.
Published: August 2012

Ongoing change is an inevitable part of the current organisational context. Change management practices are oftencited as a reason for resistance to change, and as a cause of stress for individuals during change interventions. A qualitative study was undertaken in a technical division of a large South African organisation to explore the individual experiences of employees in the face of constant organisational change. Grounded theory analysis confirmed that constant organisational change and the related change management practices were indeed a source of unpleasant individual experience for employees at the time. Yet, no serious long-term effects of stress were evident. It is suggested that Strümpfer’s (1983–2000) work on salutogenesis and fortigenesis may be useful in explaining the outcome. Further research incorporating larger sample sizes and multiple triangulation methods in the data gathering process is recommended.Opsomming Kontinue verandering is ’n onvermydelike deel van die huidige organisasiekonteks. Veranderingsbestuurspraktyke word gereeld geopper as ’n rede vir die weerstand teen verandering asook die oorsaak van spanning by individue tydens veranderingsintervensies. ‘n Kwalitatiewe studie in die tegniese divisie van ’n groot Suid-Afrikaanse maatskappy is onderneem om die individuele ervaring van werknemers tydens konstante organisasieverandering te ondersoek. ’n Begronde teorie- ontleding het aangetoon dat konstante organisasieverandering en die gepaardgaande veranderingsbestuurspraktyke inderdaad ’n bron van onaangename ervaring vir werknemers is. Desnieteenstaande was ernstige langtermyn gevolge van spanning nie waarneembaar nie . Dit word aangevoer dat Strümpfer (1983–2000) se werk oor salutogenese en fortigenese nuttig mag wees in die verklaring van die bevindings. Verdere navorsing wat groter steekproefgroottes en intermetodiese kruisvalidering tydens die data-insamelingsproses insluit, word voorgestel.
Book review: Psychology in a work context (2nd Ed.)
Authors: Tredoux Nanette
Published: August 2012

Bergh, Z. & Theron, A.L. (Eds) (2003) Psychology in a work

context (2nd Ed.). Cape Town: Oxford University Press.

This book is an overview and introduction to Industrial and Organisational Psychology. It is a work of ambitious scope, and it is clear that the contributors have invested a great deal of thought and effort in the planning and execution of the book. The current version is the second edition, and it looks set to become one of those standard textbooks that are revised every few years to keep up with changing times. It is a handsome volume, produced to a high standard of editorial care, pleasingly laid out and organised well enough to be useful as an occasional reference source. An English-Afrikaans glossary, tables of contents for every chapter as well as for the entire book, a comprehensive index and extensive bibliography make it easy to retrieve the information relating to a particular topic. Every chapter ends with a conclusion summarising the gist of the material covered. Quality illustrations lighten the tone and help to bring some of the concepts to life. Learning outcomes and self-assessment exercises and questions for every chapter will be useful to the lecturer using the book as a source for a tutored course, and for the student studying by distance learning. If sold at the suggested retail price, the book represents good value compared to imported textbooks that cover similar ground.
Cognitive potential and job complexity as predictors of flow
Authors: Percival G. , Crous F. , Schepers J. M.
Published: August 2012

The purpose of this study was to establish the extent to which flow can be predicted by the cognitive potential of the incumbent and the complexity of the work he/she performs. The sample consisted of 161 participants from a telecommunications company. The Flow Experience Survey (FES) was adapted and administered to the respondents. The Initial Recruitment Interview Schedule (IRIS) was used to measure capability and the Matrix of Working Relationships was used to measure job complexity. The FES and IRIS scales were subjected to factor analysis. An item analysis was also performed on the FES to determine the reliability of the instrument. There was a statistically significant relationship between capability and job complexity, but these variables did not relate to the flow experience. The implications of these findings are discussed.OpsommingDie doel van die studie was om te bepaal in watter mate psigiese “vloei�? voorspel kan word deur die kognitiewe potensiaal van die posbekleër en die kompleksiteit van die werk wat hy/sy verrig. Die steekproef het uit 161 deelnemers van ‘n telekommunikasie organisasie bestaan. Die "Flow Experience Survey" (FES) is aangepas en daarna toegepas op die deelnemers. Die "Initial Recruitment Interview Schedule�? (IRIS) is gebruik om kognitiewe potensiaal te meet, terwyl die "Matrix of Working Relationships" gebruik is om die kompleksiteit van werk te bepaal. Sowel die FES as IRIS skale is onderwerp aan ’n faktorontleding. Verder is ’n itemontleding uitgevoer op die FES om die betroubaarheid daarvan te bepaal. ’n Statisties beduidende verband tussen kognitiewe potensiaal en die kompleksiteit van werk, is gevind, alhoewel hierdie veranderlikes nie met "vloei" verband gehou het nie. Die implikasies van die studie word bespreek.
Die effek van ’n opbaanbeplanningsprogram op skoolverlaters in ’n voorheen gedepriveerde gemeenskap
Authors: Jonker C. S. , Scholtz P. E.
Published: August 2012

If human resources in the future South-African society are to be developed and utilised to the maximum it is crucial for such services to address the career counselling needs not only of the privileged, but also the disadvantaged sections of the population. The objective of this study was to develop a career planning programme and to determine the effect on school leavers from a previous deprived community. A Solomon four-group research design was selected for this investigation. A total of 48 school leavers participated in the study. The results indicated that the school leavers who participated in the programme had significantly better scores compared to the school leavers who did not participate. The programme thus resulted in better self-knowledge, career knowledge and commitment to the career planning process. Opsomming Ten einde menslike hulpbronne tot die maksimum te ontwikkel en te benut is dit vir opvoedkundige dienste nodig om nie net aan die bevoorregtes nie maar ook aan die behoeftes van die gedepriveerde populasies van die land te voldoen. Die doel van hierdie ondersoek was om ’n loopbaanbeplanningsprogram te ontwikkel en die effek daarvan op skoolverlaters in ’n gedepriveerde gemeenskap te bepaal. Die Solomon-viergroep ontwerp is in die ondersoek gebruik en 48 skoolverlaters het aan die studie deelgeneem. Uit die resultate van die loopbaanbeplanningsprogram blyk dit dat die skoolverlaters wat aan die program deelgeneem het, beduidend beter resultate getoon het as die wat nie daaraan deelgeneem het nie. Die program het dus beter selfkennis, beroepskennis, en verbondenheid tot die loopbaanbeplanningsproses tot gevolg gehad.
The construction and evaluation of a scale of consumer shopping experience
Authors: Gillham B. A. , Crous F. , Schepers J. M.
Published: August 2012

Generally speaking consumer psychology have focused primarily on the problem solving and decision making processes underlying buying behaviour. As a result, the experience of consumers engaging in the activity of shopping has been neglected. The purpose of this study was to construct and evaluate a scale of consumer shopping experience. The instrument indicated that shopping experience is not merely a means to an end, but in many cases an end in itself. The Shopping Experience Survey consisting of 54 items was developed and administered to 426 respondents consisting of students at a large tertiary institution. The study indicated that the Shopping Experience Survey is highly reliable (rxx=0,965) and sensitive to group differences. Opsomming Benaderings tot verbruikersielkunde fokus in die algemeen hoofsaaklik op die probleemoplossings- en besluitnemingsprosesse onderliggend aan aankoopgedrag. Gevolglik het die ervarings wat verbruikers tydens die aankoopproses beleef, nie veel aandag geniet nie. Die doel van die onderhawige studie was om ’n skaal van verbruikeraankoopbelewenisse te konstrueer en te evalueer. Die instrument het aangedui dat die aankoopbelewenis nie ’n middel tot ’n doel is nie, maar ‘n doel insigself is. Die Shopping Experience Survey, bestaande uit 54 items, is ontwikkel en geadministreer aan 426 respondente van ’n groot residensiële tersiêre instelling. Met die studie is bevind dat die Shopping Experience Survey hoogs betroubaar is (rxx=0,965) en sensitief is vir groepverskille.
Possible cognitive processes underlying competency assessment
Authors: Boshoff A. B. , Van Wyk R. , Bester C. L.
Published: August 2012

Indications are that research on competency assessment lacks a theoretical frame of reference. An attempt is made to explore cognitive processes taking place during assessment explaining the large percentage of rater variance. The principles of five different cognitive theories are discussed in the search for possible explanations namely: cognitive choice-, cognitive evaluation-, social cognitive theories, metacognitive- and the new paradigm approaches.
The effect of telfast® 180 on driver behaviour, decision-making and reaction time
Authors: Schepers Johann M. , Potter Paul , Van Niekerk Christo
Published: August 2012

The principal objective of the study was to examine the effect of Telfast® 180, an antihistamine, on driver behaviour, decision-making, and reaction time. A sample of 255 volunteers participated in the study. The sample was randomly divided into two groups, viz. a placebo and a Telfast group. One of the groups received Telfast and the other a placebo. Initially all the participants were given a standardised driving test, as well as a psychomotor test. Immediately thereafter the placebo group received their placebo tablets and the Telfast group their Telfast tablets. Exactly 2,6 hours later every participant was tested again, using the same tests as before. No statistically significant differences were found between the Placebo group and the Telfast group. No sedative effects due to Telfast® 180 were thus evident. Opsomming Die hoofdoelstelling van die studie was om die effek van Telfast® 180, ’n antihistamien, op bestuursgedrag, besluitneming en reaksietyd, te ondersoek. ’n Steekproef van 255 vrywilligers het aan die studie deelgeneem. Die steekproef is lukraak in twee groepe verdeel, te wete ‘n plasebogroep en ’n Telfastgroep. Om mee te begin is al die deelnemers aan ’n gestandaardiseerde bestuurstoets, asook ’n psigomotoriese toets, onderwerp. Onmiddellik daarna het die plasebogroep hul plasebotablette en die Telfastgroep hul Telfasttablette ontvang. Presies 2,6 uur later is al die deelnemers weer getoets met dieselfde toetse as voorheen. Geen statisties beduidende verskille is tussen die plasebogroep en die Telfastgroep gevind nie. Daar was dus geen sedatiewe effek as gevolg van Telfast® 180 nie.
The internal career orientation of permanent and contracting information technology staff
Authors: Havran Hilda , Visser Deléne , Crous Freddie
Published: August 2012

The primary aim of the study was to investigate the relationship between types of employment (permanent or contracting) for two variables: flow and career success orientation in an information technology environment. The study was performed in a sub-division of a large telecommunications company that focuses on software development and implementation. Two questionnaires measuring flow and career success orientation, were administered to groups of 150 permanent and 150 contracting staff respectively. Factor analyses indicated that the career success orientation questionnaire measured two dimensions labeled as ‘work focus’ and ‘self focus’, and the flow questionnaire measured ‘enjoyment’ and ‘control of consciousness’. Contracting and permanent employees were compared with regard to the four dimensions and it was found that contract workers experienced their work more optimally than the permanent workers did, because they obtained higher scores on the ‘control of consciousness scale’. Opsomming Die primêre doel van die ondersoek was om die verwantskap tussen tipes indiensneming (permanent en kontraktering) te ondersoek vir twee veranderlikes: vloei en beroepsuksesoriëntasie in ’n inligtingstegnologieomgewing. Die ondersoek is uitgevoer in ’n onderafdeling van ’n groot telekommunikasiemaatskappy wat fokus op programmatuurontwikkeling en -implementering. Twee vraelyste wat vloei en beroepsuksesoriëntasie meet, is toegepas op 150 permanente werknemers en 150 kontrakteurs. Faktorontledings het aangedui dat die beroepsuksesoriënteringsvraelys twee dimensies gemeet het, naamlik ‘werkfokus’ en ‘selffokus’. Die vloei-vraelys het ‘werksgenot’ en ‘bewustsheidbeheer’ gemeet. Kontrakteurs en permanente werknemers is met mekaar vergelyk in terme van die vier dimensies en die uitslae van die bewustheids beheerskaal het aangedui dat kontrakteurs hul werk meer optimaal ervaar in teenstelling met permanente werkers.
A systems psycho-dynamic perspective on burnout
Authors: Cilliers F.
Published: August 2012

The aim of this research was to explore burnout from a systems psycho-dynamic perspective. A qualitative design, using focus groups, was used. Burnout can be seen as a phenomenon resulting from the psycho-dynamic relatedness between subsystems in the organisation. The macro system disowns and projects its unacceptable behaviour onto and into an individual with a specific valence, who identifies with the behaviour. Through counter transference, the individual experiences and contains the behaviour on behalf of the system. Coping with burnout implies that the total system will try to become aware of its projections and own its good and bad parts alike. Opsomming Die doel van hierdie navorsing was om uitbranding vanuit ’n sisteem-psigodinamiese perspektief te eksploreer. ’n Kwalitatiewe ontwerp met fokusgroepe is gebruik. Uitbranding kan gesien word as ’n fenomeen wat ontstaan uit die psigodinamiese verbintenis tussen subsisteme in die organisasie. Die makrosisteem onteien en projekteer sy onaanvaarbare gedrag op en in ’n individu met ’n spesifieke valensie, wat met hierdie gedrag identifiseer. Deur middel van teen-oordrag, ervaar en behou die individu die gedrag namens die sisteem. Coping met uitbranding impliseer dat die totale sisteem sal probeer bewus word van sy projeksies en om sy goeie en bose dele tegelyk te eien.
Burnout and engagement: A South African perspective
Authors: Rothmann S.
Published: August 2012

Work wellness, and more specifically burnout and engagement are important focus areas of research and intervention in South Africa. However, few studies have been conducted regarding the factorial validity, construct equivalence and item bias of measuring instruments of burnout and work engagement. Furthermore, few studies have been conducted regarding causal models of burnout as well as interventions to prevent and/or manage burnout in a multicultural context. Little is known about the causes of work engagement and interventions to increase it. Research should be conducted to validate measuring instruments of burnout, work engagement and predictors thereof in multicultural contexts. Research is also needed regarding the effectiveness of interventions to manage work engagement and to prevent and/or manage burnout. Opsomming Werkwelstand, en meer spesifiek psigiese uitbranding en begeestering is belangrike fokusareas vir navorsing en intervensie in Suid-Afrika. Tog is min studies onderneem rakende die faktorgeldigheid, konstrukekwivalensie en itemsydigheid van meetinstrumente van psigiese uitbranding en werksbegeestering. Verder is min studies onderneem ten opsigte van oorsaaklike modelle van psigiese uitbranding sowel as intervensies om uitbranding in ‘n multikulturele konteks te voorkom en/of te bestuur. Min is bekend oor die oorsake van werksbegeestering en intervensies om dit te verhoog. Navorsing moet onderneem word ten einde meetinstrumente van psigiese uitbranding, werksbegeestering en voorspellers daarvan in ‘n multikulturele konteks te valideer. Navorsing rakende die effektiwiteit van intervensies om werksbegeestering te bestuur en psigiese uitbranding te voorkom en/of te hanteer, is ook noodsaaklik.
Coping strategies in the South African police service
Authors: Pienaar J. , Rothmann S.
Published: August 2012

The objective of this study was to determine the internal consistency, construct validity, structural equivalence and item bias of the COPE, and to determine the differences between coping strategies of various demographic groups in the South African Police Service. A cross-sectional survey design was used. A random, stratified sample (N = 1431) was taken of police members in eight South African provinces. The COPE and a biographical questionnaire were administered. Four internally consistent factors were extracted, namely Approach Coping, Avoidance, Seeking Emotional Support and Turning to Religion. These factors showed structural equivalence for police members of all race groups and no items were biased. Differences in coping strategies were found for different ranks and races.Opsomming Die doelstelling van hierdie studie was om die interne konsekwentheid, konstrukgeldigheid, strukturele ekwivalensie en itemsydigheid van die COPE-vraelys te bepaal en om verskille tussen die coping-strategieë van verskillende demografiese groepe in die Suid-Afrikaanse Polisiediens te bepaal. ’n Dwarssnee opname-ontwerp is gebruik. ’n Ewekansige gestratifiseerde steekproef (N = 1431) is van polisielede in agt provinsies van Suid-Afrika geneem. Die COPE en ’n biografiese vraelys is afgeneem. Vier intern konsekwente faktore, naamlik Benaderings-coping, Vermyding, Soeke na Emosionele Ondersteuning en Keer-na-Religie is onttrek. Hierdie faktore het strukturele ekwivalensie vir alle rassegroepe getoon en geen items was sydig nie. Verskille rakende coping-strategieë is vir verskillende rang en rasse gevind.
Koherensiesin, selfdoeltreffendheid, lokus van beheer en uitbranding by maatskaplike werkers
Authors: Rothmann S. , Malan H.
Published: August 2012

The objective of this article is to report on the relationships between social workers’ sense of coherence, self-efficacy and locus of control on the one hand and burnout on the other hand, and the extent to which these variables can predict their burnout. A survey design was used. The study population consisted of 107 social workers. Four questionnaires were used in the research, namely the Orientation to Life Questionnaire, the General Perceived Self-Efficacy Scale, the Work of Locus of Control Scale and the Maslach Burnout Inventory. The results showed that practically significant relationships exist between social workers’ sense of coherence, self-efficacy and locus of control on the one hand and burnout on the other hand. Opsomming Die doelstelling van hierdie artikel is om te rapporteer oor verbande tussen maatskaplike werkers se koherensiesin, selfdoeltreffendheid en lokus van beheer enersyds en uitbranding andersyds, en die mate waarin hierdie veranderlikes hul uitbranding kan voorspel. ’n Opnameontwerp is gebruik. Die ondersoekgroep het bestaan uit 107 maatskaplike werkers. Vier vraelyste is gebruik, naamlik die Lewensoriëntasievraelys, die Algemene Selfdoeltreffendheidsvraelys, die Werk-Lokus-van-Beheer-vraelys en die Maslach-Uitbrandingsvraelys. Die resultate van die empiriese ondersoek dui daarop dat daar prakties betekenisvolle verbande bestaan tussen maatskaplike werkers se koherensiesin, selfdoeltreffendheid en lokus van beheer enersyds en hul vlak van uitbranding andersyds.
Past performance and future perspectives of burnout research
Authors: Schaufeli W. B.
Published: August 2012

After a brief introduction on the history of burnout, this article reviews the past performance of burnout research by answering ten key-questions: (1) How can burnout be assessed?; (2) Is burnout limited to the human services?; (3) Is burnout a mental disorder; (4) What is the prevalence of burnout?; (5) Is burnout a global phenomenon?; (6) Is burnout relevant for organisations; (7) What are the causes of burnout?; (8) What are the consequences of burnout?; (9) How can burnout be explained?; (10) Are burnout interventions effective? In the concluding section a future research agenda is drafted on the bases of the answers given to the previous questions. This agenda includes such issues as the measurement and conceptualisation of burnout, mild and severe forms of burnout, epidemiological and cross-cultural perspectives, organisational outcomes, longitudinal investigations, theoretical explanations, and interventions. Opsomming Na ’n kort inleiding oor die geskiedenis van uitbranding gee hierdie artikel ’n oorsig van vorige prestasie van navorsing ten opsigte van uitbranding deur tien sleutelvrae te beantwoord: (1) Hoe kan uitbranding bepaal word?; (2) Is uitbranding beperk tot die mens-dienste?; (3) Is uitbranding ’n geestesafwyking?; (4) Wat is die voorkoms van uitbranding?; (5) Is uitbranding ’n wêreldwye verskynsel?; (6) Is uitbranding relevant vir organisasies?; (7) Wat is die oorsake van uitbranding?; (8) Wat is die gevolge van uitbranding?; (9) Hoe kan uitbranding verklaar word?; (10) Is uitbrandingsingrepe effektief? In die gevolgtrekking word ’n toekomstige navorsingsagenda op grond van die antwoorde op die voorafgaande vrae opgestel. Hierdie agenda sluit aangeleenthede soos die meting en konseptualisering van uitbranding, matige en ernstige vorme van uitbranding, epidemiologiese en kruiskulturele perspektiewe, organisasie- uitkomste, longitudinale ondersoeke, teoretiese verklarings en intervensies in.
A psychometric analysis of the Utrecht Work Engagement Scale in the South African police service
Authors: Storm K. , Rothmann S.
Published: August 2012

The objectives of this research were to validate the Utrecht Work Engagement Scale (UWES) for the South African Police Service (SAPS) and to determine its construct equivalence and bias in different race groups. A cross-sectional survey design was used. Stratified random samples (N = 2396) were taken of police members of nine provinces in South Africa. The UWES and a biographical questionnaire were administered. Structural equation modelling confirmed a 3-factor model of work engagement, consisting of Vigour, Dedication and Absorption. These three factors have acceptable internal consistencies. Exploratory factor analysis with target rotations showed equivalence of the three factors for different race groups in the SAPS. No evidence was found for uniform or non-uniform bias of the items of the UWES for different race groups. Opsomming Die doelstellings van hierdie navorsing was om die Utrecht- werksbegeesteringskaal (UWES) te valideer vir die Suid- Afrikaanse Polisiediens (SAPD) en die konstrukekwivalensie daarvan vir verskillende rassegroepe te bepaal. ’n Dwarssnee opname-ontwerp is gebruik. Gestratifiseerde ewekansige steekproewe (N = 2396) is van polisielede uit nege provinsies geneem. Die UWES en ’n biografiese vraelys is afgeneem. Strukturele vergelykingsmodellering het ’n 3-faktormodel, bestaande uit Energie, Toewyding en Absorpsie, aangetoon. Hierdie drie faktore het aanvaarbare interne konsekwentheid getoon. Eksploratiewe faktoranalise met teikenrotasies het konstrukekwivalensie vir die drie faktore vir verskillende rassegroepe in die SAPD getoon. Bewyse is nie gevind vir uniforme of nie-uniforme sydigheid van die items van die UWES vir verskillende rassegroepe nie.
What employers may learn from English higher education institutions: A fortigenic approach to occupational stress
Authors: Tytherleigh M. Y.
Published: August 2012

Whilst there is no denying that levels of occupational stress in staff working in universities and colleges are increasing, academic staff, in particular, continue to maintain a level of satisfaction from their jobs. A stratified random sample of staff working in 14 higher education institutions in England was used. The results showed that, whilst commitment was lower and levels of occupational stress were significantly higher with regard to work relationships, control and resources and communication, compared to the normative data, staff reported significantly lower levels of stress relating to work-life balance, overload, and job dissatisfaction. Compared to normative data, participants reported significantly lower levels of physical ill-health and psychological outcomes of stress. The results support previous findings identifying a protective effect of job satisfaction against the negative consequences of workplace stress. Opsomming Terwyl dit nie ontken word dat die vlak van werkstres van personeel wat in universiteite en kolleges werk, verhoog nie, ervaar akademiese personeel steeds tevredenheid met hul werk. ’n Gestratifiseerde ewekansige steekproef van personeel wat by 14 hoër opvoedkundige instellings in Engeland werk, is geneem. Die resultate het aangetoon dat hoewel verbondenheid laer en werkstres beduidend hoër was ten opsigte van werksverhoudinge, kontrole en bronne en kommunikasie vergeleke met normatiewe data, personeel beduidend laer vlakke van stres ten opsigte van werklewe balans, oorlading en werkstevredenheid getoon het. Deelnemers het ook beduidend laer vlakke van fisieke ongesondheid en psigologiese uitkomstes van stres gerapporteer. Die resultate ondersteun vorige bevindings wat ’n beskermende effek van werkstevredenheid teen die negatiewe uitkomstes van stres identifiseer.
At the confluence of organisation development (OD) and organisation identity theory (OIT): Enter identity interventions
Authors: Van Tonder C L
Published: August 2012

The identity concept has been around in the form of “corporate identity" for some time, but its appearance as “organisation identity" is more recent. Emerging theory and initial empirical research suggest that an identity approach and “identity interventions" in particular, offer promising avenues to the organisation development practitioner for enhancing organisational focus, building resilience in the face of major change, and improving performance. Identity interventions in and of themselves, but also employed as pre-change interventions, build organisational capacity that would stave off premature organisational “death" and extend the organisation’s life expectancy.

Opsomming

Die identiteitskonsep is in die vorm van korporatiewe identiteit reeds ’n geruime tyd in omgang, maar die verskyning daarvan as “organisasie-identiteit? is meer onlangs. Ontluikende teorie en aanvanklike empiriese navorsing suggereer dat ’n identiteitsbenadering en "identiteitsintervensies" in die besonder, belowende geleenthede aan die organisasie- ontwikkelingspraktisyn bied om organisasiefokus te verbeter, die organisasie se veerkragtigheid ten aanskoue van omvangryke verandering te bou, en prestasie te verbeter. Identiteitsintervensies op sigself bou organisasiekapasiteit, maar kan ook as voorveranderingsintervensies aangewend word wat premature organisasie "sterftes" sal vermy en die organisasie se lewensverwagting sal verleng.
Coping-strategieë, stres en selfmoord-denkbeeldvorming in die Suid-Afrikaanse polisiediens in die Vrystaat
Authors: Van Der Merwe A. S. , Rothmann S. , Pienaar J.
Published: August 2012

The general objective of this study was to investigate the relationship between coping, stress and suicide ideation within the South African Police Service. A cross-sectional survey design was used. A random, stratified sample was taken of police officials in the Free State (N = 333). The Suicide Ideation Questionnaire, Police Stress Inventory and COPE Questionnaire were administered. The results of this study indicated that the following factors were related to suicide ideation: passive coping, problem-focused coping, former suicide attempts, medical condition, alcohol consumption and police stressors. The discriminant analysis furthermore indicated that these variables correctly classified 77,55% of the respondents with a high score in respect of suicide ideation. Opsomming Die algemene doelstelling van hierdie navorsing was om die verband tussen coping-strategieë, stres en selfmoord- denkbeeldvorming binne die Suid-Afrikaanse Polisiediens in die Vrystaat te ondersoek. ’n Dwarsdeursneeopnameontwerp is gebruik. ’n Ewekansige, gestratifiseerde steekproef (N = 333) is van polisiebeamptes in die Vrystaat geneem. Die Selfmoord denkbeeldvormingsvraelys, Polisiestres-inventaris en COPE-vraelys is aangewend. Die resultate van die studie het aangetoon dat die volgende faktore met selfmoord denkbeeldvorming verband hou: passiewe coping, probleemgerigte coping, vorige selfmoordpogings, mediese toestand, gebruik van alkohol en polisiespesifieke stressors. Die diskriminantontleding het verder aangedui dat bogenoemde veranderlikes 77,55% van die deelnemers met ’n hoë telling ten opsigte van selfmoord denkbeeldvorming korrek geklassifiseer het.
Expectations of and satisfaction with the South African police service in the Rustenburg area
Authors: Kleyn E. , Rothmann S. , Jackson L. T. B.
Published: August 2012

Little quantitative research has been published on expectations of and satisfaction with the South African Police Service (SAPS) from the perspective of the community and the police members themselves. The objective of this study was to determine the expectations and satisfaction of both the community and the police regarding policing in the Rustenburg area. A cross-sectional survey design was used. Stratified random samples of both police members (N = 101) and community members (N = 418) were taken in the Rustenburg area. The results showed that members of the community and the police differ regarding policing priorities. Most police members reported that their performance in serving the community was good. A tot al of 47% of communit y members who had contact with the police showed little confidence in the police. Opsomming Min kwantitatiewe navorsing ten opsigte van verwagtinge en tevredenheid met die Suid-Afrikaanse Polisiediens (SAPD) vanuit die perspektief van die publiek en die polisiebeamptes is tot op hede gepubliseer. Die doel van hierdie studie was om te bepaal wat die verwagtinge en tevredenheid van die publiek sowel as die polisie ten opsigte van polisiëring in die Rustenburg-gebied is. ’n Dwarsdeursnee-opnameontwerp is gebruik. ’n Gestratifiseerde ewekansige steekproef is geneem van polisiebeamptes (N = 101) sowel as van lede van die gemeenskap (N = 418) in die Rustenburg-gebied. Die resultate het aangetoon dat lede van die gemeenskap en polisiebeamptes ten opsigte van die prioriteite van polisiëring verskil. Die meeste polisielede het gerapporteer dat hul prestasie in diens van die publiek goed is. ’n Totaal van 47% van lede van die publiek wat kontak met die polisie gehad het, het aangedui dat hulle min vertroue in die polisie het.
Exploring inertia in a typical state organisation
Authors: Louw G. J. , Martins N.
Published: August 2012

Those organisations which do not change according to environmental pressures, suffer from organisational inertia. The purpose of this study is to explore the manifestation of organisational inertia in the target organisation. The target population for this study was a group of trainees, representing the geographic and demographic levels of a particular state department. In South Africa, surveys of this nature were only executed in the corporate sector. The results indicate that organisational inertia is a phenomenon that affects both corporate and governmental organisations. Opsomming Organisasies wat nie ooreenkomstig omgewingsdruk verander nie, ly aan organisasietraagheid. Die doel van die studie is om organisasietraagheid te konseptualiseer en die manifestasie daarvan in die teikenorganisasie te ondersoek. Die teikenpopulasie bestaan uit ’n groep kursusgangers wat die demografiese en geografiese samestelling van ‘n tipiese staatsdepartement verteenwoordig. In Suid -Afrika is navorsing van hierdie aard nog net in die korporatiewe sektor uitgevoer. Die resultate toon aan dat organisasietraagheid ‘n faktor is wat beide die korporatiewe omgewing en staatsorganisasies beïnvloed.
The discriminant validity of the culture assessment instrument: A comparison of company sub-cultures
Authors: Petkoon Leo , Roodt Gert
Published: August 2012

The primary purpose of this study was to assess the discriminant validity of the Culture Assessment Instrument (CAI); that is to distinguish between company mean sub-culture scores and between mean scores of a target company and that of a norm group. The primary data was obtained by a sample of convenience (N = 593) from a transport organisation. The secondary data of the norm group was constituted by convenience samples (N = 4066) from various companies originating from different industries. The 56 item scores of the CAI were factor analysed on two levels followed by iterative item analyses. Although significant differences were detected between mean culture scores, only a small proportion of the variance in these scores could be attributed to culture differences. On these grounds, the CAI does not possess discriminant validity. Suggestions for improving the CAI were made. Opsomming Die primêre doel van die studie was om die diskriminante geldigheid van die ‘Culture Assessment Instrument’ (CAI) te beoordeel; dit is om tussen ondernemings se gemiddelde kultuur-subtelling te onderskei en tussen die gemiddelde tellings van ‘n teiken onderneming en ’n normgroep. Die primêre data is verkry van ’n geleentheidsteekproef (N = 593) uit ’n transport-onderneming. Die sekondêre data van die normgroep is saamgestel uit geleentheidsteekproewe (N = 4066) van verskillende ondernemings afkomstig uit verskeie industrieë. Die 56 itemtellings van die CAI is op twee vlakke gefaktoranaliseer, gevolg deur iteratiewe itemontledings. Ofskoon beduidende verskille tussen gemiddelde kultuurtellings gevind is, kon slegs ’n klein proporsie van die variansie in die tellings aan kultuurverskille toegeskryf word. Op hierdie gronde beskik die CAI nie oor diskriminante geldigheid nie. Voorstelle ter verbetering van die CAI is gemaak.
The influence of transformational and transactional leadership on dyadic trust relationships through perceptions of fairness
Authors: Krafft P. , Engelbrecht A. S. , Theron C. C.
Published: August 2012

Leadership and interpersonal trust are critical issues for the survival of organisations. Both aspects have been researched thoroughly, but the role organisational justice might play in this relationship has been largely ignored. The purpose of this study was to investigate the relationship between transformational and transactional leadership and interpersonal trust, and whether organisational justice plays a mediating role. Through LISREL analysis, it was found that interactional justice played a greater role in the relationship between transformational leadership and trust than procedural justice. Distributive justice mediated the relationship between transactional leadership and trust. Opsomming Leierskap en interpersoonlike vertroue is kritieke vraagstukke vir die oorlewing van organisasies. Beide aspekte is reeds deeglik nagevors, maar die rol wat organisatoriese geregtigheid in hierdie verband kan speel, is grootliks nagelaat. Die doel van hierdie studie was om die verband tussen transformasionele en transaksionele leierskap en interpersoonlike vertroue te ondersoek, en of organisatoriese geregtigheid ’n tussenkomende rol speel. Deur middel van LISREL-ontleding is gevind dat interaktiewe geregtigheid ’n groter rol in die verband tussen transformasionele leierskap en vertroue speel as prosedurele geregtigheid. Verdelende geregtigheid dien as tussenkomende veranderlike in die verband tussen transaksionele leierskap en vertroue.
Book Review: South African Employment Relations – Theory and Practice
Authors: Hinrichs Karen
Published: August 2012

South African Employment Relations – Theory and Practice

Nel, P.S. (editor) (2002), Van Schaik Publishers

This is the new edition of the previously published South African Industrial Relations and it specifically sets out to revisit this body of knowledge and update "theorists and practitioners" on developments in the field of labour or employment relations since 1999.
'n Ondersoek na die persoonlikheidseienskappe van inbelsentrumkonsultante
Authors: Moller Y. , Crous F. , Schepers J. M.
Published: August 2012

An investigation into the personality traits of call centre consultants. Despite the fact that nearly all service organisations in South Africa use call centres to interact with clients, there is limited research detailing the factors that influence staff turnover. It was therefore decided to investigate the personality traits of call centre consultants who experience work satisfaction. This information could help organisations to maintain an effective approach in managing staff turnover. The Minnesota Satisfaction Questionnaire (MSQ) and Jackson Personality Research Form (PRF-E) were applied to a sample of 103 persons. The results showed that there was not a unique personality profile in respect of work satisfaction. However, a self-assertive personality type was identified that is dissatisfied with the extent of work variety in call centres. Opsomming Nieteenstaande die feit dat byna elke diensleweringsinstansie in Suid-Afrika van inbelsentrums gebruik maak om met kliënte sake te doen, bestaan daar min navorsing oor die aspekte wat ’n rol speel in personeelomset. Daar is derhalwe besluit om die persoonlikheidseienskappe van inbelsentrumkonsultante wat werksbevrediging ervaar te ondersoek. Dié inligting sal organisasies in staat stel om ’n effektiewe benadering ten opsigte van personeelomset te volg. Die Minnesota Satisfaction Questionnaire (MSQ) en die Jackson Personality Research Form (PRF-E) is op ’n steekproef van 103 persone toegepas. Die resultate toon dat daar nie ’n unieke persoonlikheidsprofiel geïdentifiseer kon word wat bepalend is van werksbevrediging nie. ’n Selfgeldende persoonlikheidstipe is wel geïdentifiseer wat ontevrede is met die mate van werksverskeidenheid in inbelsentrums.
Newspaper reporters' role effectiveness: A comparative study of two levels of hierarchy
Authors: Singh Sanjay K. , Dhillon Paramjeet K.
Published: August 2012

Hardly any behavioural scientist ever thought of empirically studying newspaper reporters from a psychological perspective. Realising the dearth of study from psychological viewpoints this investigation was designed to examine the relationships as well as relative impact of the antecedent variables of Background information, organisational climate, organisational role stress, and journalistic writing attitude on to the role effectiveness of the lower level reporters and the higher level reporters. The results obtained were discussed in the light of the past researches in the area of effectiveness in-a-role in-an-organisation. Opsomming Bykans geen gedragswetenskaplike het al aan die idee gedink om koerant-verslaggewers vanuit ’n sielkundige perspektief te bestudeer nie. Gegewe die skaarste aan navorsing vanuit ’n sielkundige gesigshoek, is hierdie ondersoek ontwerp om die verhouding sowel as die relatiewe impak van oorsaaklike veranderlikes van agtergrondinligting, organisasieklimaat, organisatoriese rolstres en die joernalistieke skryfhouding op die roldoeltreffendheid van die laevlak verslaggewers en die hoëvlak verslaggewers te ondersoek. Die verkreë resultate word bespreek in die lig van die vorige navorsing ten opsigte van roldoeltreffenheid in ’n organisasie.
Rejoinder to article by Harold M Shroder: The fallacy of using in-basket based measures for the validation of leadership dimensions
Authors: Spangenberg H. H. , Theron C. C.
Published: August 2012

A response is given to the critical questions and concerns raised by Schroder (2004) on the validation study by Spangenberg and Theron (2003). The importance of open debate as an expression of scientific rationally in service of the epistemic ideal of science is acknowledged. Schroder’s (2004) concern essentially centers on the use of the inbasket as a stand-alone measure and the appropriateness of the design of the Spangenberg and Theron (2003) study for the investigation of the validity of the HPLC’s. The objectives of the Spangenberg and Theron (2003) study are re-examined. The prudence of using and validating the in-basket as a stand-alone measure is discussed. Opsomming Repliek word gelewer op die kritise vrae en besorgdhede wat deur Schroder (2004) geopper word oor die validasiestudie van Spangenberg en Theron (2003). Die belang van ’n oop gesprek as manifestasie van die rasionaliteit van wetenskap in diens van die epistemiese ideal word erken. Schroder (2004) se kommer sentreer wesenlik rondom die gebruik van die posmandjie as ‘n meetinstrument in eie reg en die toepaslikheid van die ontwerp van die Spangenberg en Theron (2003) studie vir die validasie van die HPLC’s. Die doelstellings van die Spangenberg en Theron (2003) studie word weer in oënskou geneem. Die wysheid om die posmandjie as ’n meetinstrument in eie reg te gebruik en te valideer word bespreek.
The construction of a normative instrument for measuring organisational citizenship
Authors: Joubert E. , Crafford A. , Schepers J. M.
Published: August 2012

The aim of the study was to construct a normative instrument for measuring organisational citizenship. Based on studies done on organisational citizenship, a framework for identifying the locus of organisational citizenship was developed, and a questionnaire based on this framework was constructed. A factor analysis of the items of the instrument yielded two factors. These factors were interpreted as situational and dispositional loci of organizational citizenship. The two scales were subjected to item analysis and yielded reliability coefficients of 0,946 and 0,908 respectively. The implications of the findings are discussed. Opsomming Die doel van die studie was om ’n normatiewe meetinstrument te konstrueer om organisasieburgerskap te meet. ’n Raamwerk, gefundeer op navorsing oor organisasieburgerskap, is ontwerp en ’n vraelys gebaseer op dié raamwerk is gekonstrueer. ’n Faktorontleding van die items van die skaal het twee faktore opgelewer. Hierdie faktore is as situasionele en disposisionele lokusse van organisasieburgerskap geïnterpreteer. Die skale is vervolgens aan itemontleding onderwerp en het betroubaarhede van 0,946 en 0,908, onderskeidelik, opgelewer. Die implikasies van die bevindinge word bespreek.
An adapted model of burnout for 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 test an adapted four-factor model of burnout consisting of Exhaustion, Cynicism, Professional Efficacy and Cognitive Weariness for employees of a higher education institution in South Africa and to determine differences in burnout levels between different language groups and employees with different years of experience at the institution. A crossectional survey design (N = 372) was used. The Maslach Burnout Inventory – General Survey, the Cognitive Weariness Scale and a biographical questionnaire were administered. Structural equation modelling confirmed the hypothesised four-factor model of burnout. The scales showed acceptable internal consistencies. Analysis of variance revealed differences in burnout and cognitive weariness for groups with different languages and different years of experience at the institution. Opsomming Die gesinslewensikluskonsep is as ’n hulpmiddel gebruik in marksegmentering om bemarkingstrategieë te ontwikkel. Huishoudings is egter nie altyd gesins-gebaseerd nie en kan bestaan uit enkel-, dieselde geslag-, en saamblyhuishoudings wat elkeen merkbare verskille kan toon ten opsigte van verbruikspatrone. Ondersoek is gedoen oor die huishoudingslewensiklusteorie as basis vir marksegmentering in die Suid-Afrikaanse omgewing. Die resultate dui daarop dat ofskoon die huishoudingslewensiklus bruikbaar is om tussen huishoudings te differensieer in terme van verbruiksgedrag, diè teorie nie uitsluitlik en in isolasie gebruik moet word nie vanweë die hoë vlak van binne-stadium verskillendheid.
An exploratory study of perceptions of goal setting support among students at a tertiary institution
Authors: Chipunza. C. , Masiza N.
Published: August 2012

The present study explored perceptions of goal setting support among students at a tertiary institution. Seventy-four students in the third year Industrial Psychology and Accounting programme participated in the study. The Goal Setting Support Scale was slightly revised to fit an academic setting and was used to measure perceptions of goal setting support among students in both departments. Results indicated that there were no differences between Industrial Psychology and Accounting students regarding their perceptions of goal setting support. Full time employment prior to enrolment in the university had a significant bearing on the perceptions of goal setting support among students. Opsomming Die teenswoordige studie het die doelstellingsondersteuningspersepsies van studente aan ’n tersiêre instelling ondersoek. Vier-en-sewentig studente in hulle derde jaar in die Bedryfsielkunde en Rekeningkunde programme het aan die studie deelgeneem. Die doelstellingsondersteuningskaal is effens aangepas om die akademiese omgewing te pas en is gebruik om doelstellingsondersteuningspersepsies van studente in beide departemente te meet. Resultate dui aan dat daar geen perseptuele verskille tussen Bedryfsielkunde en Rekeningkunde-studente bestaan ten opsigte van doelstellingsondersteuning nie. Voltydse indiensname voor inskrywing by die instelling het ’n betekenisvolle invloed op die doelstellingsondersteuningspersepsies van studente gehad.
Book review: Organisational behaviour: A contemporary South African perspective
Authors: Thatcher Andrew
Published: August 2012

Authors: Helen Schultz (Ed.), Jeffrey Bagraim, Tracy Potgieter, Conrad Viedge, Amanda Werner Publisher: Van Schaik Publishers According to the authors the aim of this book is to present an interdisciplinary approach to the understanding of organisational behaviour within the contemporary South African environment. Within this framework, the book targets (senior) undergraduate and postgraduate students in Industrial/Organisational Psychology and Human Resources Management. The text is written in a simple, conversational style (as was the intention of the authors) that should be suitable for most undergraduate students at English-speaking tertiary institutions. The book is organised into three sections based on a model of four components of organizational behaviour: the individual, the group and the organisation. The fourth component of the model, the environment, refers specifically in the context of this book, to a contemporary South African approach to understanding behaviour in organisations. In the ‘individual’ section, the authors cover topics such as individual differences (e.g. personality, attitudes, perceptions, emotional intelligence, etc.), ethics, work motivation, and performance management. In the ‘group’ section, the authors look at issues of group and team dynamics, power and empowerment, communication, decision-making and leadership. Finally, in the ‘organisation’ section, the authors address issues of contemporary organisational design, organisational change and employee well-being (e.g. stress management, job satisfaction, etc.).