bluuebunny/crossref_metadata_2025 huggingface dataset:
‘n Kontekstuele teorie van entrepreneurskap
Authors: Crous F. , Roodt G.
Published: August 2012

A contextual theory of entrepreneurship. Industrial psychologists studying the domain of entrepreneurship tend to focus on the independent variables that predispose entrepreneurial behaviour. The challenge, therefore, was to give expression to the nature of entrepreneurship (as dependant variable) from an industrial psychological perspective. This was done by means of the development of a contextual theory of entrepreneurship. Firstly, the fundamental actions were identified that would give expression to the contextual process of entrepreneurship, after which form was given to its structure. This structure was utilised putting in place a typology of entrepreneurship. The geometric characteristics of the structure were explained. Possibilities for application as well as directions for entrepreneurship development, suggested by the theory were discussed. Opsomming Bedryfsielkundiges wat die domein van entrepreneurskap bestudeer, is geneig om te fokus op die onafhanklike veranderlikes wat entrepreneuriese gedrag predisponeer. Die uitdaging, derhalwe, was om uitdrukking te gee aan die aard van entrepreneurskap (as afhanklike veranderlike) vanuit ’n bedryfsielkundige perspektief. Hieraan is uitdrukking gegee met die ontwikkeling van ’n kontekstuele teorie van entrepreneurskap. Eerstens is die fundamentele aksies geïdentifiseer waaraan uitvoering gegee moet word ten einde gestalte te gee aan die kontekstuele proses van entrepreneurskap, waarna vorm aan die struktuur daarvan gegee is. Daarna is die struktuur aangewend om verskillende soorte entrepreneurs te klassifiseer wat ’n tipologie van entrepreneurskap moontlik maak. Die geometriese eienskappe van die struktuur is uiteengesit. Toepassingsmoontlikhede asook aanwysers vir entrepreneurskapontwikkeling is bespreek.
"Organisational transformation": Wavering on the edge of ambiguity
Authors: Van Tonder C. L.
Published: August 2012

Organisational transformation has become one of the most used change concepts of our time, but researchers and practitioners seldom pause to consider the meaning of this concept more explicitly. The meaning parameters of organisational transformation are explored from within the prevailing literature and considered in terms of the results of a qualitative study of limited scope conducted among managers of a local government institution. Both the literature and the findings of the study reveal substantial variation in the meaning of transformation, which is considered undesirable for change management practices. The implications of the study are briefly indicated. Opsomming Organisasie transformasie het een van die mees gebruikte veranderingskonsepte van ons tyd geword, maar navorsers en praktisyns verpoos selde om die betekenis van die konsep meer eksplisiet te oorweeg. Die betekenisparameters van organisasie transformasie word vanuit die bestaande literatuur ondersoek en vergelyk met die resultate van ’n kwalitatiewe studie van beperkte omvang wat met bestuurders van ’n plaaslike regseringsinstansie onderneem is. Beide die literatuur en die bevindinge van die studie toon omvangryke variasie in die betekenis van transformasie, wat as ongewens vir veranderingsbestuurspraktyke beskou word. Die implikasies van die studie word kortliks aangedui.
The comparability of the construct validity of Schepers’ locus of control inventory for first and second language respondents
Authors: Berg Amanda , Buys Michiel , Shaap Pieter , Olckers Chantal
Published: August 2012

The study investigated the construct validity of the Locus of Control Inventory (LCI) for first and second language respondents. The results of confirmatory factor analysis revealed differences in the construct validity of the LCI for the first language (n=357) and second language (n=387) respondents. Item discrimination values, scale reliabilities and factor structures revealed that the three hypothesized domains, (namely external locus of control, internal locus of control and autonomy) underlying the LCI could be confirmed for the first language group, but not for the second language group. Opsomming Die studie het die konstrukgeldigheid van die Lokus van Beheer Vraelys (LBV) vir eerste en tweede taal respondente ondersoek. Die resultate van ‘n bevestigende faktorontleding het verskille in die konstrukgeldigheid van die LBV vir eerste (N=357) en tweede taal (N=387) respondente blootgelê. Itemdiskriminasie waardes, skaalbetroubaarhede en faktorstrukture het onthul dat die drie hipotetiese gebiede, (naamlik eksterne lokus van beheer, interne lokus van beheer en outonomie) wat onderliggend is aan die LBV, bevestig word vir die eerste taal groep maar nie vir die tweede taal groep nie.
The validation of the Maslach Burnout Inventory – Human services survey for emergency medical technicians in Gauteng
Authors: Naudé J. L. P. , Rothmann S.
Published: August 2012

The objectives of this study were to validate the Maslach Burnout Inventory – Human Services Survey (MBI-HSS) for emergency medical technicians in the Gauteng Province of South Africa and to determine its construct equivalence and bias for different race groups. A cross-sectional survey design with an accidental sample (N = 318) was used. The MBIHSS and a biographical questionnaire were administered. Evidence of uniform bias was found for one item of the MBIHSS. Exploratory factor analyses resulted in a 3-factor model of burnout, consisting of Emotional Exhaustion, Depersonalisation and Personal Accomplishment. The scales showed acceptable internal consistencies. Exploratory factor analysis with target rotations confirmed construct equivalence of scales for the White and Black groups. Opsomming Die doelstellings van hierdie studie was om die Maslach Uitbrandingsvraelys – Menslike Dienste-Opname (MBI-HSS) te valideer vir die Nood Mediese Tegnici in die Gauteng Provinsie van Suid-Afrika en om die konstrukekwivalensie en sydigheid daarvan vir die verskillende rassegroepe te bepaal. ’n Dwarssnee opname-ontwerp met ’n beskikbaarheidsteekproef (N = 318) is gebruik. Die MBI-HSS en ’n biografiese vraelys is afgeneem. Uniforme sydigheid is gevind vir een item van die MBI-HSS. Verkennende faktorontleding met teikenrotasies het geresulteer in ’n 3-faktormodel van uitbranding bestaande uit Emosionele Uitputting, Depersonalisasie en Persoonlike Bereiking. Die skale het aanvaarbare interne konsekwentheid getoon. Verkennende faktorontleding met teikenrotasies het die konstrukekwivalensie vir die drie faktore bevestig vir die Wit en Swart groepe.
Overcoming the effects of differential skewness of test items in scale construction
Authors: Schepers Johann M.
Published: August 2012

The principal objective of the study was to develop a procedure for overcoming the effects of differential skewness of test items in scale construction. It was shown that the degree of skewness of test items places an upper limit on the correlations between the items, regardless of the contents of the items. If the items are ordered in terms of skewness the resulting inter correlation matrix forms a simplex or a pseudo simplex. Factoring such a matrix results in a multiplicity of factors, most of which are artifacts. A procedure for overcoming this problem was demonstrated with items from the Locus of Control Inventory (Schepers, 1995). The analysis was based on a sample of 1662 first year university students. Opsomming Die hoofdoel van die studie was om ’n prosedure te ontwikkel om die gevolge van differensiële skeefheid van toetsitems, in skaalkonstruksie, teen te werk. Daar is getoon dat die graad van skeefheid van toetsitems ’n boonste grens plaas op die korrelasies tussen die items ongeag die inhoud daarvan. Indien die items gerangskik word volgens graad van skeefheid, sal die interkorrelasiematriks van die items ’n simpleks of pseudosimpleks vorm. Indien so ’n matriks aan faktorontleding onderwerp word, lei dit tot ’n veelheid van faktore waarvan die meerderheid artefakte is. ’n Prosedure om hierdie probleem te bowe te kom, is gedemonstreer met behulp van die items van die Lokus van Beheer-vraelys (Schepers, 1995). Die ontledings is op ’n steekproef van 1662 eerstejaaruniversiteitstudente gebaseer.
Planning a psychological test in the multicultural South African context
Authors: Foxcroft Cheryl D.
Published: August 2012

Given the dearth of psychological tests developed from a multicultural perspective in South Africa, this article contemplates how to set about developing a test plan for a test to be used in a multicultural context. Conventional components of a test plan are outlined and elaborated on in terms of the issues that need to be considered when planning a test from a multicultural perspective. Cross-cultural test design issues are illustrated by providing examples or by referring to research findings. Finally, some thoughts are provided related to who should develop the test plan when a multicultural test is to be developed. Opsomming In die lig van die feit dat baie min toetse in Suid-Afrika ontwikkel is vanuit ‘n multikulturele perspektief, poog hierdie artikel om die stappe uiteen te sit vir die ontwikkeling van ‘n toetsplan vir ‘n toets wat in ‘n multikulturele konteks gebruik sal word. Die gebruiklike komponente van ‘n toetsplan word uiteengesit en uitgebrei in terme van aspekte wat in ag geneem moet word wanner ‘n toets vanuit ‘n multikulturele perspektief beplan word. Kruiskulturele ontwerp aspekte word geïllustreer deur gebruik te maak van voorbeelde of om na navorsing te verwys. Ten slotte word gedagtes gewissel aangaande wie die toetsplan moet ontwerp as ‘n multikulturele toets ontwikkel word.
Problems with the factor analysis of items: Solutions based on item response theory and item parcelling
Authors: De Bruin Gideon P.
Published: August 2012

The factor analysis of items often produces spurious results in the sense that unidimensional scales appear multidimensional. This may be ascribed to failure in meeting the assumptions of linearity and normality on which factor analysis is based. Item response theory is explicitly designed for the modelling of the non-linear relations between ordinal variables and provides a strong alternative to the factor analysis of items. Items may also be combined in parcels that are more likely to satisfy the assumptions of factor analysis than do the items. The use of the Rasch rating scale model and the factor analysis of parcels is illustrated with data obtained with the Locus of Control Inventory. The results of these analyses are compared with the results obtained through the factor analysis of items. It is shown that the Rasch rating scale model and the factoring of parcels produce superior results to the factor analysis of items. Recommendations for the analysis of scales are made. Opsomming Die faktorontleding van items lewer dikwels misleidende resultate op, veral in die opsig dat eendimensionele skale as meerdimensioneel voorkom. Hierdie resultate kan dikwels daaraan toegeskryf word dat daar nie aan die aannames van lineariteit en normaliteit waarop faktorontleding berus, voldoen word nie. Itemresponsteorie, wat eksplisiet vir die modellering van die nie-liniêre verbande tussen ordinale items ontwerp is, bied ’n aantreklike alternatief vir die faktorontleding van items. Items kan ook in pakkies gegroepeer word wat meer waarskynlik aan die aannames van faktorontleding voldoen as individuele items. Die gebruik van die Rasch beoordelingskaalmodel en die faktorontleding van pakkies word aan die hand van data wat met die Lokus van Beheervraelys verkry is, gedemonstreer. Die resultate van hierdie ontledings word vergelyk met die resultate wat deur ‘n faktorontleding van die individuele items verkry is. Die resultate dui daarop dat die Rasch ontleding en die faktorontleding van pakkies meer bevredigende resultate lewer as die faktorontleding van items. Aanbevelings vir die ontleding van skale word gemaak.
Use of differential item functioning (DIF) analysis for bias analysis in test construction
Authors: De Beer Marié
Published: August 2012

When differential item functioning (DIF) item analysis procedures based on item response theory (IRT) are used during test construction, it is possible to draw item characteristic curves for the same item for different subgroups. These curves indicate how each item functions at various ability levels for different subgroups. DIF is indicated by the area between the curves. In the construction of the Learning Potential Computerised Adaptive Test (LPCAT), this method was used to identify items that indicated bias in terms of gender, culture, language or level of education. Items that exceeded a predetermined amount of DIF were discarded from the final item bank, irrespective of which subgroup was being advantaged or disadvantaged. The process and results of the DIF analysis are discussed.Opsomming Waar differensiële itemfunksioneringsprosedures (DIF-prosedures) vir itemontleding gebaseer op itemresponsteorie (IRT) tydens toetskonstruksie gebruik word, is dit moontlik om itemkarakteristiekekrommes vir dieselfde item vir verskillende subgroepe voor te stel. Hierdie krommes dui aan hoe elke item vir die verskillende subgroepe op verskillende vermoënsvlakke te funksioneer. DIF word aangetoon deur die area tussen die krommes. DIF is in die konstruksie van die 'Learning Potential Computerised Adaptive test (LPCAT)' gebruik om die items te identifiseer wat sydigheid ten opsigte van geslag, kultuur, taal of opleidingspeil geopenbaar het. Items wat ’n voorafbepaalde vlak van DIF oorskry het, is uit die finale itembank weggelaat, ongeag die subgroep wat bevoordeel of benadeel is. Die proses en resultate van die DIF-ontleding word bespreek.
Assessing behavioural intention of small and medium enterprises in implementing an HIV/AIDS policy and programme
Authors: Parsadh A. , Van Dyk G. A. J.
Published: August 2012

Small and Medium Enterprises (SMEs) are likely to feel the impact of an HIV/AIDS epidemic through reduced productivity and an increased percentage of absenteeism; staff turnover; recruitment and training costs; cost of employee benefits; and poor staff morale. One of the interventions is to implement an HIV/AIDS policy and programme, yet a literature search showed that psychological studies of SMEs in implementing an HIV/AIDS policy and programme are limited. The present study utilised the model of the theory of planned behaviour (Ajzen, 1988, 1991), which is an extension of the theory of reasoned action (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). The intention to implement an HIV/AIDS policy and programme was predicted by the theory of planned behaviour constructs such as attitude, subjective norm and perceived behavioural control. The theory of planned behaviour was found to have limited use in assessing behavioural intention of SMEs in implementing an HIV/AIDS policy and programme. Opsomming Die uitwerking van die MIV/VIGS pandemie op Klein en Medium Sake-ondernemings sal tot gevolg hê ’n afname in produktiwiteit; ’n toename in personeelafwesigheid, personeelomset, personeelwerwing en –opleidingskoste, personeelvoordele; en swak personeel moraal tot gevolg hê. Een manier om die probleem aan te spreek is om ’n MIV/VIGS beleid en program te implimenteer. Navorsing toon dat psigologiese studies van klein en medium sakeondernemings om ’n HIV/VIGS beleid en program te implimenteer, beperk is. Hierdie navorsing steun op die teorie van planmatige gedrag (Ajzen, 1988; 1991), wat ’n verlenging is van die teorie van beredeneerde optrede (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Die oogmerk met die implimentering van ’n MIV/VIGS beleid en program is bepaal deur die teorie van planmagtige gedrag soos waargeneem in houding, subjektiewe norme en waargenome gedragskontrole. Die resultate toon dat die teorie van planmagtige gedrag nuttig is om die gesindhede van werknemers in klein en medium sake-ondernemings te bepaal met die implimentering van ’n MIV/VIGS beleid en program.
Psychological attributes of successful trainee accountants
Authors: Štrbac Esmari , Roodt Gert
Published: August 2012

It is suggested that certain psychological attributes of accounting graduates are significant predictors of the later success of trainee accountants in the work environment. Since selection is a key human resources function in public accounting firms the present study investigated the relationship between academic performance, specific personality traits, examination pass rate and the work performance of a sample (N = 77) of trainee accountants from an international, mid-sized firm. The results indicate that the majority of cases could be correctly predicted as successful or not by a verbal ability variable and that the criterion measure developed for this study (Cronbach alpha = 0,95) can be used successfully to measure the work performance of trainee accountants. The importance of academic performance as well as the pass rate in the qualifying examinations are also discussed. Opsomming Daar word gesuggereer dat sekere sielkundige eienskappe van rekeningkunde gegradueerdes as voorspellers van hul latere sukses in die werkomgewing kan dien. Aangesien keuring ’n kernfunksie van die menslikehulpbronaktiwiteite binne openbare ouditeursfirmas is, het hierdie studie die verhouding tussen akademiese prestasie, spesifieke persoonlikheidstrekke, die eksamenslaagsyfer en die werkprestasie van ’n steekproef (N = 77) kwekelinggeoktrooieerde-rekenmeesters binne ’n internasionale, gemiddelde grootte firma ondersoek. Die resultate dui daarop dat die meerderheid gevalle korrek as suksesvol aldan nie voorspel kan word deur ’n verbale vermoëveranderlike en dat die kriteriuminstrument wat vir hierdie studie ontwikkel is (Cronbach alfa = 0,95), gebruik kan word om die werkprestasie van hierdie kwekelinge te meet. Die belangrikheid van akademiese prestasie en die slaagsyfer in die kwalifiserende eksamens word ook bespreek.
The (non)-effect of the knowledge era on undergraduate research methodology curricula in the social sciences
Authors: Wagner Claire , Maree David J. F.
Published: August 2012

Educational policy reform in South Africa seeks to address the real-life relevance of curricula, and specifically, reformists have turned to proponents of Mode 2 knowledge to inform initiatives for change. This study aimed to explore the extent to which trends in the knowledge production requirements for higher education are reflected in the beliefs held by academics about the way in which they construct under-graduate research courses. It is proposed that the way forward for curriculum construction lies in establishing academic communities of practice where academics share power and are open to the challenges that they face such as negotiating what is accepted as knowledge. Opsomming Opvoedkundige beleidshervorming in Suid-Afrika poog om die praktiese toepaslikheid van kurrikula aan te spreek en hervormers beroep hul spesifiek op Modus 2-kennis om verandering te bewerkstellig. Hierdie studie ondersoek die mate waarin tendense in die vereistes vir kennisproduksie vir hoër onderwys gereflekteer word in die oortuigings van akademici oor die manier wat hulle voorgraadse navorsingskursusse saamstel. Dit word voorgestel dat kurrikulumontwikkeling binne akademiese gemeenskappe wat praktykgerig is, gesetel word. Hier kan akademici mag deel en uitdagings, soos wat as kennis gereken kan word, aanspreek.
The perceptions of employment equity and black economic empowerment as predictors of union commitment
Authors: Janse Van Rensburg Karen , Roodt Gert
Published: August 2012

The purpose of the study was to test whether the perceptions of employment equity (EE) and black economic empowerment (BEE) are related to union commitment and whether the perceptions about the mentor’s role significantly mediate this said relationship. The sampling frame for the study constituted 1200 employees of a division of a large public transport organisation and a convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). The results of the study indicate that the perceptions of EE and BEE are significantly related to union commitment, but that perceptions of the mentor’s role do not mediate this relationship. More detailed findings on the study are reported. Opsomming Die doel van die studie was om vas te stel of die persepsies van werkgelykheid (EE) en Swart ekonomiese bemagtiging (BEE) verband hou met vakunieverbondenheid en of die persepsies omtrent die mentorrol hierdie verhouding beduidend medieer. Die steekproefraamwerk van die studie het bestaan uit 1200 werknemers uit ’n divisie van ’n groot vervoeronderneming en ’n gerieflikheidsteekproef wat al 1200 werknemers ingesluit het, het 637 volledige rekords opgelewer (’n 53% responskoers). Die resultate van die studie dui daarop dat die persepsies van EE en BEE beduidend verwant is aan vakunieverbondenheid, maar dat persepsies van die mentorrol nie hierdie verhouding medieer nie. Meer gedetaileerde bevindinge van die studie word gerapporteer.
Work as a central life interest for legal professionals
Authors: Genis Jacques , Wallis Taryn
Published: August 2012

Dubin’s theory of Central Life Interests (CLIs) was used to investigate whether work is a CLI for legal professionals in South Africa. The research also served as a comparative exploration between the public and private sectors based on their work centrality and work orientation. 59 employees from three public sector organisations and 27 employees from various private sector law firms completed questionnaires. Contrary to Dubin’s theory, results indicated that two-thirds of respondents did not have work as a CLI. Also, contrary to previous work on private and public sector employees, some interesting similarities emerged between the two sectors. Opsomming Dubin (1992) se teorie van Sentrale Lewensbelangstellings was gebruik om te ondersoek of werk ’n sentrale lewensbelangstelling is vir individue in die Suid-Afrikaanse regsprofessie. Die navorsing was ook ’n vergelykende ondersoek tussen die publieke en privaat sektore met betrekking tot hul werk sentraliteit en werk orientasie. 59 werknemers van drie publieke organisasies en 27 werknemers van verskeie privaat firmas het vraelyse beantwoord. Teenstellig met Dubin se teorie het resultate gewys dat vir twee-derdes van die deelnemers werk nie ’n sentrale lewensbelangstelling was nie. Daar was ook interessante resultate wat te voorskyn gekom het, wat teenstrydig was met vorige navorsing op werknemers in die privaat en publieke sektore.
A theoretical model for developing core capabilities from an intellectual capital perspective (Part 1)
Authors: Ungerer Marius , Uys Koos
Published: August 2012

One of the basic assumptions associated with the theoretical model as described in this article is that an organisation (a system) can acquire capabilities through intentional strategic and operational initiatives. This intentional capability-building process also implies that the organisation intends to use these capabilities in a constructive way to increase competitive advantage for the firm. Opsomming Een van die basiese aannames wat geassosieer word met die teoretiese model wat in hierdie artikel beskryf word, is dat ’n organisasie (’n stelsel) vermoëns deur doelgerigte strategiese en operasionele inisiatiewe kan bekom. Hierdie voorgenome vermoë-skeppingsproses, veronderstel ook dat die onderneming daarop ingestel is om hierdie vermoëns op ’n konstruktiewe wyse te benut om die mededingende voordeel van die organisasie te verhoog.
A theoretical model for developing core capabilities from an intellectual capital perspective (Part 2)
Authors: Ungerer Marius , Uys Koos
Published: August 2012

One of the basic assumptions associated with the theoretical model as described in this article is that an organization (a system) can acquire capabilities through intentional strategic and operational initiatives. This intentional capability-building process also implies that the organisation intends to use these capabilities in a constructive way to increase competitive advantage for the firm.

Opsomming

Een van die basiese aannames wat geassosieer word met die teoretiese model wat in hierdie artikel beskryf word, is dat ’n organisasie (’n stelsel) vermoëns deur doelgerigte strategiese en operasionele inisiatiewe kan bekom. Hierdie voorgenome vermoë-skeppingsproses, veronderstel ook dat die onderneming daarop ingestel is om hierdie vermoëns op ’n konstruktiewe wyse te benut om die mededingende voordeel van die organisasie te verhoog.
An Alderfer perspective of the higher education restructuring in South Africa
Authors: Arnolds C. A.
Published: August 2012

The consequences of the restructuring of higher education in South Africa have not yet been thoroughly investigated. This study investigates the impact of the abovementioned restructuring on employee motivation (as measured by Alderfer’s ERG theory), organisational commitment and job performance. The results show that the respondents exhibit low levels of organisational commitment and low satisfaction with monetary remuneration and fringe benefits. The results, however, show high levels of satisfaction with growth factors, peer relations and performance intentions. These results are interpreted in the light of the multiple regression analyses conducted of the interrelationships among the variables. Opsomming Die nagevolge van die herkonstruksie van hër-onderwys in Suid-Afrika is nog nie deeglik ondersoek nie. Hierdie studie ondersoek die invloed wat bogenoemde rekonstruksie op die motivering (soos gemeet deur Alderfer se teorie), organisatories toegewydheid en werksprestasie van werknemers het. Die resultate toon dat die respondente lae vlakke van organisatoriese toegewydheid en lae tevredenheid ten opsigte van monetêre beloning en byvoordele tentoonstel. Die resultate toon egter hoë vlakke van tevredenheid in soverre groeifaktore, kollegiale verhoudinge en werkprestasievoornemens betref. Hierdie resultate word vertolk teen die agtergrond van veelvoudige regressie-analises wat op die inderlinge verwantskappe tussen die veranderlikes uitgevoer is.
Book review: Unemployment in Africa: A psychological perspective
Authors: Joannides Annemarie
Published: August 2012

Title: Unemployment In an African country: a psychological perspective By: Webster Gonzo and Ilse Elisabeth Plattner Publishers: University of Namibia Press, 2003 Unemployment in an African country is a concisely written and well-structured book, which investigates the psychological impact of unemployment on Namibia’s ‘street unemployed’. This term refers to the large population of men who wait alongside the roads and at traffic intersections, in the hope of being offered causal employment. Essentially the books seeks to understand and evaluate the psychological experience of these men, in relation to several theoretical perspectives and with regards to the investigative research that was carried out by the authors.
Knowledge development in industrial/organisational psychology (South Africa)
Authors: Pietersen H. J.
Published: August 2012

Utilising a meta-theoretical approach, the nature of knowledge development in I/O psychology (SA) is assessed. Analysis of the contents of the South African Journal of Industrial Psychology, shows that: empirical research has very substantially increased and is methodologically sophisticated; knowledge development is still almost exclusively tied to the positivist-empiricist paradigm and relies mostly on adaptations of non-local material. More indigenous research is required. A wider perspective, incorporating culture-sensitive research paradigms, strategies and methods is suggested in order to expand the research (knowledge) base and renew the discipline locally. Opsomming Die stand van kennisontwikkeling in die Bedryfsielkunde (Suid-Afrika) is in oorweging geneem vanuit ’n oorkoepelende, meta-teoretiese benadering tot kennis. Ontleding van die inhoud van die Suid-Afrikaanse Tydskrif vir Bedryfsielkunde oor die afgelope dekade toon dat: empiriese navorsing substantief toegeneem het en metodologies gesofistikeerd is; dat kennisontwikkeling steeds bykans uitsluitlik plaasvind binne die positiwisties-empiriese paradigma en grootliks aanpassings van nie-plaaslike materiaal verteenwoordig. Meer inheemse navorsing word vereis. ’n Breer beskouing, waarin daar van kultuur-sensitiewe navorsings-paradigmas, -strategiee en -metodes gebruik gemaak word, word voorgehou om die Bedryfsielkunde as vakgebied te verruim en kennisvernuwing plaaslik te bevorder.
Perceptions of procedural justice in the retrenchment of managers
Authors: Vermeulen L. P.
Published: August 2012

In this study, the researcher attempted to establish whether demographic variables, the context of lay-offs and layoff support factors affect retrenched managers’ perceptions of procedural justice with regard to their retrenchment. The results confirm that several factors affect managers’ perceptions of procedural justice. Five independent variables (voluntary vs. involuntary severance, lay-off magnitude, severance compensation, outplacement support and job search stress) accounted for 47,9 per cent of the variance in retrenched managers’ perceptions of procedural justice. It is doubtful that managers will perceive their retrenchment as fair if organisations fail to provide considerable concrete support, including severance pay, outplacement support and job search facilities. Opsomming In hierdie studie het die navorser gepoog om vas te stel of demografiese veranderlikes, die konteks van aflegging en afleggingondersteunings-faktore afgelegde bestuurders se persepsies van prosedurele geregtigheid met betrekking tot hul ontslag beïnvloed. Die resultate toon dat verskeie faktore bestuurders se persepsies van prosedurele geregtigheid affekteer. Vyf onafhanklike veranderlikes (vrywillige vs. nie-vrywillige skeiding, omvang van aflegging, skeidingsvergoeding, uitplasingsteun en werksoekstres) het 47,9 persent van die variansie in afgelegde bestuurders se persepsies van prosedurele geregtigheid verklaar. Dit is onwaarskynlik dat bestuurders hul aflegging as regverdig sal beskou, tensy organisasies aansienlike konkrete ondersteuning soos skeidingspakkette, uitplasingsteun en werksoekfasiliteite daarstel.
The concurrent validity of the technical test battery as an indicator of work performance in a telecommunications company
Authors: Barnard Marelize , Schaap Pieter
Published: August 2012

The purpose of this study was to assess the concurrent validity of the Technical Test Battery (TTB) in a South African telecommunications institution. The Technical Test Battery (TTB) was administered to a sample of 107 technical officers. Their test scores were compared to the scores obtained from a job performance rating scale specifically designed for this position on the basis of a thorough job analysis. The TTB demonstrated high concurrent validity as an indicator of work performance for technical posts in the telecommunications environment. These results suggest that the TTB may have a high predictive validity for performance in technical positions. The findings and implications of the study are discussed. Opsomming Die doel van hierdie studie was om die samevallende geldigheid van die “Technical Test Battery (TTB)�? in ’n Suid-Afrikaanse telekommunikasie instansie te bepaal. Die TTB is op ’n steekproef van 107 tegniese personeel toegepas. Die toetstellings is in verband gebring met die tellings van ’n werksprestasiemaatstaf wat spesifiek vir die pos ontwikkel is op grond van ’n deeglike posanalise. Daar is bevind dat die TTB ’n hoë samevallende geldigheid as aanduider van werksprestasie vir tegniese poste in the telekommunikasiebedryf toon. Dié resultate dui op ’n sterk moontlikheid dat die TTB ’n goeie voorspeller van werksprestasie vir tegniese beroepe kan wees. Die bevindinge en implikasies van die studie word bespreek.
The construction of a normative scale of locus of control
Authors: Schepers Johann M.
Published: August 2012

The primary objective of the study was to construct a normative scale of locus of control for use with students and adults. A corollary of the study was to establish the personality, interest and cognitive correlates of locus of control. Conceptually the instrument is based on attribution theory and on social learning theory. The first edition of the Locus of Control Inventory (LCI) was applied to 356 first-year university students during 1994. A factor analysis of the 65 items of the inventory yielded three factors. The factors were interpreted as Autonomy, Internal Control and External Control. Three scales, corresponding to the three factors, were constructed, and yielded reliability coefficients of 0,80; 0,77 and 0,81 respectively. Following this the cognitive, interest and personality correlates of the LCI were determined. The implications of the findings are discussed. Opsomming Die hoofdoel van die studie was die konstruksie van ’n normatiewe skaal van lokus van beheer vir gebruik met studente en volwassenes. ’n Newe-doelwit van die studie was om die persoonlikheids-, belangstellings- en kognitiewe korrelate van lokus van beheer te bepaal. Konseptueel is die instrument op attribusieteorie en sosiale-leerteorie gebaseer. Die eerste-uitgawe van die Lokus van Beheervraelys (LvB) is op 356 eerstejaaruniversiteitstudente toegepas gedurende 1994. ’n Faktorontleding van die 65 items van die vraelys is gedoen en het drie faktore opgelewer. Die faktore is as Outonomie, Interne Beheer en Eksterne Beheer geïnterpreteer. Voorts is drie skale wat ooreenstem met die drie faktore, gekonstrueer en het betroubaarhede van 0,80; 0,77 en 0,81, onderskeidelik, opgelewer. Vervolgens is die kognitiewe, belangstellings- en persoonlikheidskorrelate van die LvB bepaal. Die implikasies van die bevindinge word bespreek.
A theoretical interpersonal style repertoire for middle-level managers
Authors: Koortzen P. , Mauer K. F.
Published: August 2012

The development of the interpersonal behaviour of managers has received a good deal of attention, especially in terms of the most appropriate interpersonal styles in the work context and the skills involved in developing and maintaining effective interpersonal relationships. The design of effective interpersonal development programs requires a thorough evaluation of an individual’s interpersonal development needs. In order to do this, evaluators should have an understanding of the most appropriate interpersonal styles for managers. Given the aims of the investigation, the approach that was followed was to evaluate the relevant literature in this field. The theoretical goal was to study and describe the most appropriate theoretical interpersonal style repertoire of middle-level managers using the interpersonal approach, and specifically the 1982 Interpersonal Circle. The conclusions support the notion that dominant, assured, exhibitionistic, social, friendly, warm and trusting styles are the most relevant of the 16 interpersonal segments, while the assured-dominant, social-exhibitionistic and warm-friendly octants are viewed as the most appropriate. Opsomming Die ontwikkeling van die interpersoonlike gedrag van bestuurders het reeds heelwat aandag gekry. Dit geld veral vir aangeleenthede wat verband hou met die mees toepaslike interpersoonlike style binne die werkskonteks en die vaardighede wat die ontwikkeling van effektiewe interpersoonlike verhoudings onderlê. Die ontwikkeling van effektiewe interpersoonlike ontwikkelingsprogramme vereis ’n deeglike evaluering van ’n individu se interpersoonlike ontwikkelingsbehoeftes. Om dit te vermag, is dit nodig vir evalueerders om te verstaan wat die mees toepaslike interpersoonlike style vir bestuurders is. Gegee die doelwitte van die ondersoek is die metode wat gevolg is ’n evaluering van die relevante literatuur in hierdie gebied. Die teoretiese doel was om die mees toepaslike teoretiese interpersoonlike stylrepertoire van middelvlak bestuurders te bestudeer en te beskryf deur gebruik te maak van die interpersoonlike benadering en spesifiek van die 1982 Interpersoonlike Sirkel. Die gevolgtrekkings steun die aanname dat dominante, versekerde, sosiale, vriendelike, warm en vertrouende style die mees relevante van die 16 interpersoonlike segmente is. In dié verband kan die versekerde-dominante, sosiale-ekshibisionistiese en warm-vriendelike oktante as die mees toepaslike beskou word.
Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship
Authors: Visser Deléne , Coetzee Sanet
Published: August 2012

Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC) to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS) and the Minnesota Satisfaction Questionnaire (MSQ), administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported.

Opsomming

Vorige navorsing het dikwels getoon dat werktevredenheid en werkprestasie nie korreleer nie. Dié ondersoek was ’n poging om lig te werp op hierdie verwantskap deur die rol van affektiewe-kognitiewe konsekwentheid (AKK) te ondersoek ten einde te toets of houdingkonsekwentheid die sterkte van die verwantskap beïnvloed. ’n Sekondêre doelwit was om te bepaal of gewysigde weergawes van die Overall Job Satisfaction Scale (OJS) en die Minnesota Satisfaction Questionnaire (MSQ), toegepas op 166 voltydse werknemers van ’n verskeidenheid ondernemings, as affektiewe en kognitiewe metings van werktevredenheid respektiewelik, beskou kan word. Hierdie beskouing is ondersteun deur ondersoekende en bevestigende faktoranalitiese resultate. Algemene werktevredenheid is gemeet deur ’n kombinasie van die gewysigde OJS en MSQ en werkprestasie is beoordeel op ’n 10-punt skaal deur die werknemers se toesighouers. Respondente se tellings op die gewysigde OJS en MSQ is hierna gebruik om groepe te vorm wat hoog of laag in terme van AKK was. Vir werknemers met hoë AKK betreffende hul werktevredenheidhoudings is medium tot hoë positiewe korrelasies tussen die werktevredenheidmetings en prestasie behaal. In kontras hiermee is onbetekenisvolle korrelasies vir die lae AKK-groepe aangeteken. Die hipotese dat AKK ’n beduidende moderator van die verwantskap tussen werktevredenheid en werkprestasie is, is dus ondersteun.
Critical issues in psychological test use in the South African workplace
Authors: Paterson Heidi , Uys Koos
Published: August 2012

Various factors in South African workplaces, ranging from unemployment and equity considerations to rapid occupational change driven by technological inputs, have placed greater emphasis on effective selection and development of human resources. This leads to greater demands on psychological assessment in the organizational setting with respect to ensuring responsible, ethical and equitable assessment. The study aims to investigate the extent and purposes of psychological test usage, the influence of the changing world of work on assessment, equity and cross-cultural applicability of tests and competence of test users in South Africa. The results are based on twenty two structured individual interviews, which were conducted with purposively sampled stakeholders from various economic sectors.

Opsomming

Verskeie faktore in Suid-Afrikaanse werkomgewing, wat wissel van werkloosheid en billikheidsoorwegings tot by vinnig veranderende beroepsomstandighede as gevolg van tegnologiese ontwikkeling, plaas toenemende druk op die doeltreffende keuring en ontwikkeling van menslike hulpbronne. Dit lei tot toenemende eise wat in die organisasie konteks aan sielkundige meting gestel word om verantwoordelike, etiese en billike assessering te verseker. Hierdie studie was daarop gerig om die doel met en omvang van die gebruik van sielkundige toetse, die invloed van die veranderende wêreld van werk op die assessering, billike en kruiskulturele toepaslikheid van toetse, asook die bevoegdheid van toetsgebruikers in Suid-Afrika te ondersoek. Die resultate is gebaseer op ’n doelgerigte steekproef van twee-en-twintig gestruktureerde onderhoude wat met belanghebbers uit verskillende ekonomiese sektore, gevoer is.
The relationship between leadership behaviour, outcomes of leadership and emotional intelligence
Authors: Coetzee C , Schaap P
Published: August 2012

The aim of the study was to explore relationship between leadership behaviour, the outcomes of leadership and the emotional intelligence of managers. The “Multifactor Emotional Intelligence Scale�? and the "Multifactor Leadership Questionnaire" were applied to a convenience sample of 100 managers working for various companies in South Africa. The study yielded significant correlations between managers’ level of emotional intelligence, leadership behaviour and the outcomes of leadership.

Opsomming

Die doel van die studie was om die verband tussen die leierskapsgedrag, uitkoms van leierskap en die emosionele intelligensie van bestuurders te ondersoek. Die “Multifactor Emotional Intelligence Scale�? en die “Multifactor Leadership Questionnaire�? is op ’n gerieflikheidsteekproef van 100 bestuurders wat in verskeie organisasies in Suid-Afrika werksaam is, toegepas. Die resultate dui op ’n beduidende korrelasie tussen die vlak van emosionele intelligensie, leierskapsgedrag en die uitkoms van leierskap van bestuurders.
Towards the very nature of career, career guidance and counselling
Authors: Joubert C W T , Crous F
Published: August 2012

The literature on career calls for a transformation and redefinition of career. In this paper we take a step back and ask: ‘what is a career?’. Careers as works are presented; those entities that set up and formed the world in which humans live and have their being. In describing the characteristics of works and the way in which they set up and formed a world, we explicate the very nature of career guidance and counselling. In conclusion, we propose an approach by which practitioners can engage the world that is set up by a work.

Opsomming

Die literatuur betreffende loopbaan vra vir ’n tranformasie en herdefinisie daarvan. In hierdie artikel neem ons ’n stap terug met die vraag: "Wat is ’n loopbaan?" Loopbane as werke word voorgehou; daardie entiteite wat gestalte gee aan en die wêreld konfigureer waarin menswees uitgeleef word. Deur die eienskappe van werke en die manier waarop hulle ’n wêreld konfigureer en vorm, voor te hou, verduidelik ons die werklike aard van loopbaanleiding en -voorligting. Ter sluiting stel ons ’n benadering voor waarvolgens praktisyns hulle kan besig hou met die wêreld wat deur ‘n werk tot stand gebring word.
Job insecurity, burnout and work engagement: The impact of positive and negative affectivity
Authors: Bosman J , Rothmann S , Buitendach J H
Published: August 2012

The objective of this study was to investigate the relationship between job insecurity, affectivity, burnout and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. The Job Insecurity Questionnaire, Affectometer 2, Oldenburg Burnout Inventory, and Utrecht Work Engagement Scale were used as measuring instruments. Job insecurity as well as negative and positive affectivity had main effects on burnout and work engagement. Negative affectivity also interacted with job insecurity to influence the burnout and work engagement of employees. No interaction effects were found between positive affectivity and job insecurity.

Opsomming

Die doelstelling van hierdie studie was om die verband tussen werksonsekerheid, affektiwiteit, uitbranding en werksbegeestering van werknemers (N = 297) in ’n staatsorganisasie te ondersoek. Daar is gebruik gemaak van ’n dwarsdeursnee-opname-ontwerp. Die Werksonsekerheidsvraelys, Affectometer 2, die Oldenburg-Uitbrandingsvraelys en die Utrecht-Werksbegeesteringskaal is as meetinstrumente gebruik. Die resultate het daarop gedui dat werksonsekerheid, sowel as negatiewe en positiewe affektiwiteit hoofeffekte op uitbranding en werksbegeestering gehad het. Uitbranding en begeestering is ook deur die interaksie tussen negatiewe affektiwiteit en werksonsekerheid beïnvloed. Geen interaksie-effekte is tussen positiewe affektiwiteit en werksonsekerheid gevind nie.
The influence of job insecurity on job performance and absenteeism: The moderating effect of work attitudes
Authors: Chirumbolo Antonio , Areni Alessandra
Published: August 2012

Job insecurity was found to have relevant psychosocial consequences for both individuals and organisations. Recently, research is increasingly focusing on those variables that can moderate its negative influences. In this study, the impact of job insecurity on two indicators of organisational behaviour (i.e. job performance and absenteeism) was investigated. It was expected that job insecurity was negatively related to job performance and positively to absenteeism, and that this relationship was moderated by work related attitudes, such as job satisfaction and organisational commitment. Four-hundred and twenty five workers were interviewed with a structured questionnaire. Overall, the hypotheses were supported by the data: job insecurity was in fact negatively correlated with job performance and positively with absenteeism. However, work related attitudes moderated only the effect of job insecurity on job performance but not on absenteeism.

Opsomming

Daar is gevind dat werksonsekerheid relevante psigososiale gevolge vir beide individue en organisasies inhou. Onlangse navorsing fokus al hoe meer op daardie veranderlikes wat die negetiewe effekte hiervan kan modereer. In hierdie studie is die impak van werksonsekerheid op twee indikatore van organisasiegedrag (werksprestasie en afwesigheid) ondersoek. Dit was verwag dat werkonsekerheid ’n negetiewe verhouding tot werksprestasie en ’n positiewe verhouding tot afwesigheid sou gehad het en dat hierdie verhouding gemodereer sou word deur werksverwante gesindhede, soos werkstevredenheid en organisasiegebondenheid. 425 werknemers is met ’n gestruktureerde vraelys ondervra. Die hipotese is oor die algemeen deur die data ondersteun: werksonsekerheid het inderdaad ’n negetiewe korrelasie tot werksprestasie en ’n positiewe korrelasie tot afwesigheid gehad. Werksverwante gesindhede het egter slegs die effek van werksonsekerheid op werksprestasie gemodereer, maar nie op afwesigheid nie.