bluuebunny/crossref_metadata_2025_split huggingface dataset:
The interrelationship between the work experience of distance education students, job satisfaction, andacademic achievement
Authors: Welman J. C. , Basson P. A. 
Published: August 2012

In terms of the cooperative education strategy of technikons, students are expected to do subject-relevant work in the industry/commerce to gain practical experience. The degree of subject-relevant work performed by 166 distance education students, and how this is related to their academic performance, was investigated. It was found that in contrast to older Afrikaans- and English-speaking male students, it was mainly students who speak a black language who do not gain subject-relevant work experience, have minimal job satisfaction and do not earn high marks in the third-year subject (Organizational Behaviour). It is suggested that the State integrate the issues of work provision, education and training for the success of cooperative education in South Africa. Opsomming Volgens die kooperatiewe onderwysstrategie van technikons word daar van studente verwag om vakrelevante werk in die bedryf/handel te doen om praktykervaring op te doen. Die graad van vakrelevante werk wat 166 afstandsonderrigstudente doen en die verband daarvan met hul akademiese prestasie is ondersoek. Daar is gevind dat in teenstelling met ouer, manlike, Afrikaans- en Engelssprekende studente/ dit veral swarttaalsprekende studente is wat nie vakrelevante werkservaring opdoen nie, 'n lae graad van werkstevredenheid beleef/ en nie hoe punte in die derdejaarvak (Organisasiegedrag) verdien nie. Daar word voorgestel dat die Staat die kwessies van werkverskaffing, onderwys en opieiding integreer ten einde kooperatiewe onderwys in Suid-Afrika te laat slaag.
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.
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.
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.
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.
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.
Black middle managers' experience of affirmative action in a media company
Authors: Motileng Barnard B , Wagner Claire , Cassimjee Nafisa 
Published: August 2012

Affirmative action remains one of the most highly sensitive, emotive and hotly debated subjects in South Africa. It is nevertheless an important legislated strategy that needs to be thoroughly researched and constructively debated to bring change to the lives of previously disadvantaged individuals. The present study describes how five black middle managers experience affirmative action at a media company. Emphasis was placed on how these managers define affirmative action, whether they feel that others question their abilities because of this policy, and the extent to which affirmative action affects their job satisfaction and commitment to the organisation. Results of the study revealed that participants experienced affirmative action positively as a mechanism that provides employment opportunities, but encounter many challenges and obstacles. These problems can be addressed by sustained commitment from organisations to make the function of the affirmative action policy explicit and to create a shared culture in the workplace.

Opsomming
Regstellende aksie is tans ’n sensitiewe saak wat vurige debat en emosies in Suid Afrika uitlok. Dit is egter ’n belangrike wetlike strategie wat deeglik nagevors en konstruktief gedebatteer moet word om verandering in die lewens van vorige benadeeldes te bring. Die huidige studie beskryf hoe vyf middelvlak bestuurders regstellende aksie by ’n mediamaatskappy beleef het. Klem word geplaas op hoe hierdie bestuurders regstellende aksie definieer, of hulle voel dat ander hul vaardighede betwyfel as gevolg van hierdie beleid, en die mate waartoe regstellende aksie hul werksbevrediging en verbintenis tot die organisasie beïnvloed. Resultate wys dat die deelnemers regstellende aksie positief beleef het as ’n meganisme wat werksgeleenthede skep maar data heelwat uitdagings en struikelblokke beleef word. Hierdie probleme kan aangespreek word deur volgehoue verbintenis van organisasies om die regstellende aksie beleid meer eksplisiet te maak en ’n gedeelde kultuur in die werkplek te skep.
Entrepreneurial self-efficacy in a multicultural society: Measures and ethnic differences
Authors: Urban Boris 
Published: August 2012

Deficits in self-beliefs lower entrepreneurial activity in the broader South African context. A brief theoretical analysis preceded establishing the psychometric evaluations of the entrepreneurial self-efficacy (ESE) and general selfefficacy (GSE) measures. Participants representing different major ethnic groups in SA were sampled. Results indicate that the GSE scale remains a single factor solution thereby confirming the unidimensionality and reliability of this measure. The different ESE sub-domains provide a far more fine-grained approach to understanding self-efficacy. ANOVA determined significant differences in self-efficacy scores between the different groups. Apart from introducing the ESE construct to the SA literature, it is the first time that a study has united the general and specific measures of self-efficacy as well as measuring both the magnitude and strength dimensions of self-efficacy beliefs.

Opsomming
Tekortkominge in selfgeloofwaardigheid doen afbreuk aan entrepreneuriese aktiwiteite in die breër Suid Afrikaanse konteks. ’n Samevattende teoretiese analise het die vasstelling van strukturele ekwivalensie van die entrepreneuriese ESE en GSE skale voorafgegaan. ’n Steekproef van MBA respondente, verteenwoordigend van die hoof etniese groepe binne SA, is vir die studie gebruik. Bevindinge dui daarop dat die GSE skaal ’n enkel faktor oplossing is bevestigend van die enkel dimensionaliteit en betroubaarheid van hierdie maatstaf. ANOVA dui daarop dat merkbare verskille bestaan tussen die ESE tellings van die verskillende groeperinge. Benewens die bekendstelling van die ESE konsep, aan die SA literatuur, verenig hierdie studie vir die eerste keer die breë en spesifieke maatstawwe van selfgeloofwaardigheid, en meet dit ook die grote en sterkte van hierdie verandelikes.
Exploring the social construction of life roles of career-oriented women
Authors: Franks Kim , Schurink Willem , Fourie Linda 
Published: August 2012

The ever-growing number of women in the contemporary workforce is presenting numerous challenges to organisations, employees and their families. The aim of this study was therefore twofold, namely, to explore how 21st century career-oriented women attach meaning to their different life roles, as well as how they visualise integrating these over the next decade. A modernist qualitative methodology and grounded theory were applied. Rich, interesting data was obtained from which four themes were inferred implying career-oriented women still placing importance on the traditional mother role. The article concludes with indicating key implications of the findings and recommendations.

Opsomming
Die steeds groeiende aantal vroue in die kontemporêre arbeidsmag bring enorme uitdagings vir organisasies, werknemers en hul gesinne mee. Die doel van hierdie studie was derhalwe tweeledig: om te verken hoe 21eeuse beroepsgeoriënteerde vroue betekenis aan hul onderskeie lewensrolle gee, asook hoe hulle visualiseer om hierdie rolle gedurende die komende dekade te integreer. ’n Modernisties kwalitatiewe metodologie en begronde teorie is aangewend. Ryk en interessante data is verkry waaruit vier temas afgelei is wat impliseer dat beroepsgeoriënteerde vroue die tradisionele moederrol steeds belangrik ag. Die sleutelimplikasies van die bevindinge asook aanbevelings sluit die artikel af.