bluuebunny/crossref_metadata_2025_split huggingface dataset:
Participation in decision making
Authors: Valoyi EG , Lessing B C , Schepers J M 
Published: August 2012

The aim of the present study was to determine the extent to which employees would like to participate in decision making concerning various organisational issues, especially those concerning: the work itself, working conditions, human resources issues, and corporate policy and planning. The sample consisted of 146 participants, including managers, middle managers, and junior officials from a South African development corporation. A questionnaire to measure employees' desire to participate in decision making was specially constructed for this investigation. It has found that employees with higher academic qualifications were more desirous to participate in decision-making at all levels than employees with lower academic qualifications. This was also true for employees in higher job grades than in lower job grades. Men were more desirous to participate in decision making than women. The implications of the findings are discussed.

Opsomming
Die doel van die huidige studie was om vas te stel in watter mate werknemers sal wil deelneem aan die besluit- nameproses van organisasies, veral rakende die volgende sake: die werk self, werksomstandighede, menslike hulpbronaangeleenthede en korporatiewe beleid en beplanning. Die steekproef het uit 146 deelnemers, insluitende bestuurders, middelvlakbestuurders en junior amptenare van'n Suid Afrikaanse ontwikkelingskorporasie, bestaan. nVraelys wat die begeerte van werknemers meet om aan die besluitnameproses deel te neem, is spesiaal vir die doel van hierdie ondersoek, ontwerp. Dit is bevind dat werknemers met hoer akademiese kwalifikasies meer begerig is om aan die besluitnameproses op alle vlakke deel te neem as werknemers met laer akademiese kwalifikasies. Dit was ook waar vir werknemers in hoervlakposte vergeleke met werknemers in laervlakposte. Mans was ook meer begerig om aan die besluitnameproses deel te neem as vroue. Die implikasies van die studie word bespreek.
Confirmatory factor analysis of the career decision-making self-efficacy scale among South African university students
Authors: Watson MB , Brand HJ , Stead GB , Ellis R R 
Published: August 2012

There is a need for South African researchers to explore the potential utility of career decision-making self-efficacy in understanding the career behaviour of tertiary students. Given the lack of standardised measures for this construct, the responses of 364 South African university students to the Career Decision-Making Self-Efficacy Scale : Short Form (CDMSE-SF) were analysed using item statistics, Cronbachs alpha and confirmatory factor analysis to determine whether items supported the theorized subscales.

Opsomming
Dit is noodsaaklik vir Suid-Afrikaanse navorsers om die potensiele bruikbaarheid van loopbaanbesluitnemmgself-doeltreffendheid ("career decision-making self-efficacy") te ondersoek in n poging om die tersiere studente beter te begryp. Gegewe die gebrek aan gestandaardiseerde meetinstrumente vir hierdie konstruk, is response van 364 Suid-Afrikaanse universiteitstudente op die Career Decision-Making Self-Efficacy Scale: Short Form (CDMSE-SF) met behulp van itemontleding, Cronbach se alpha en bevestigende faktorontleding ontleed, om te bepaal of die vraelys-items die teoretiese subskale ondersteun.
Trust as a factor in determining how to attract, motivate and retain talentT
Authors: Martins Nico , Von der Ohe Hartmut 
Published: August 2012

The aim of this study was to validate a questionnaire that can be used to determine how employees select the best company to work for. The second focus was to determine the role of trust in a relationship where employers must attract, motivate and retain employees. The confirmatory factor analysis resulted in 10 dimensions that supported most of the theoretically constructed dimensions. A second-order factor analysis was done and it became clear that there are two second-order factors underlying factor 1, namely leadership and trust. A strong correlation was found between trust and the dimensions of job satisfaction, relationships and leadership.

Opsomming
Die doel van die studie was om ‘n vraelys te valideer wat gebruik kon word om te bepaal hoe werknemers die beste organisasie om voor te werk kies. Die tweede fokus was om die rol van vertroue te bepaal in ‘n vertrouensverhouding waar werkgewers werknemers moet lok, motiveer en behou. ‘n Bevestigende faktorontleding het tien faktore tot gevolg gehad wat die meeste van die teoreties opgestelde dimensies ondersteun. ‘n Tweede-orde-faktorontleding van faktor een het aangetoon dat die faktor uit twee tweede-orde-faktore, leierskap en vertroue bestaan. ‘n Sterk korrelasie het voorgekom tussen vertroue en die dimensies van postevredenheid, verhoudinge en leierskap.
Apparel shopping behaviour – Part 1: Towards the development of a conceptual theoretical model
Authors: Du Preez R 
Published: August 2012

Apparel shopping behaviour in a multicultural society is a complex phenomenon. The objective of this paper is to analyse various theoretical models from two disciplines, namely Consumer Behaviour and Clothing, and to develop a new conceptual theoretical model focussing on variables influencing apparel shopping behaviour in a multicultural consumer society. Variables were presented as market dominated, consumer dominated, and/or market and consumer interaction variables. Retailers, marketers, educators, researchers and students could benefit from the proposed model and recommendations are made in this regard. Part 2 reports on an empirical study based on the proposed conceptual theoretical model and discusses market segments and profiles.

Opsomming
Klere-aankoopgedrag in ’n multi-kulturele verbruikersamelewing is ’n komplekse fenomeen. Die doelwit van die artikel is om verskeie teoretiese modelle vanuit twee dissiplines, naamlik Verbruikersielkunde en Kleding, te analiseer. ’n Nuwe konseptuele teoretiese model is ontwikkel. Die model fokus op veranderlikes wat klereaankoopgedrag in ’n multi-kulturele verbruikersamelewing beïnvloed. Veranderlikes word gegroepeer op grond van die mate waartoe dit oorheers word deur die mark, verbruiker en/of die interaksie tussen die mark en die verbruiker. Kleinhandelaars, bemarkers, opvoeders, navorsers en studente sou kon voordeel trek uit die voorgestelde model. Aanbevelings word in dié verband gemaak. In Deel 2 word ’n empiriese studie gerapporteer. Dié studie is op hierdie voorgestelde konseptuele teoretiese model gegrond en marksegmente sowel as profiele word bespreek.
Book review: Unemployment in Africa: A psychological perspective
Authors: Joannides Annemarie 
Published: August 2012

Authors: Webster Gonzo and Ilse Elisabeth Plattner
Publishers: University of Namibia Press
Year: 2003
Reviewed For: South African Journal of Industrial Psychology

Unemployment in an African country is a concisely written and well-structured book, which investigates the psychological impact of unemployment on Namibia’s ‘street unemployed’. This term refers to the large population of men who wait alongside the roads and at traffic intersections, in the hope of being offered causal employment. Essentially the books seeks to understand and evaluate the psychological experience of these men, in relation to several theoretical perspectives and with regards to the investigative research that was carried out by the authors.
Executive coaching experiences: A systems psychodynamic perspective
Authors: Cilliers Frans 
Published: August 2012

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

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

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

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

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

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

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

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

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

Opsomming
Die doelstelling van hierdie navorsing was om die verhouding tussen werksonsekerheid, uitbranding en organisasie verbondenheid van menslike hulpbronwerknemers (N = 146) in ’n finansiële instelling te ondersoek. ’n Dwarsneeopname-ontwerp is gebruik. Die Werksonsekerheidvraelys, Maslach Uitbrandingvraelys, Organisasieverbondenheidvraelys en ’n biografiese vraelys is afgeneem. Werksonsekerheid het ’n verband met verhoogde vlakke van uitbranding en verlaagde vlakke van organisasie verbondenheid getoon. Daar is bevind dat werksonsekerheid voorspellingswaarde inhou vir uitputting, sinisme en verminderde professionele doeltreffendheid, sowel as verminderde affektiewe en normatiewe organisasieverbondenheid (terwyl daar gekontroleer is vir die invloed van demografiese verskille).
Long-term job insecurity, job satisfaction and organisational attitudes: Test of Warr’s Curvilinear Hypothesis
Authors: De Witte Hans 
Published: August 2012

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

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

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

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

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

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

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

Opsomming
Organisasie hersturkturering het ’n voortdurende strategie geword om organisasie effektiwiteit en kompeterende vermoëns te verbeter. Die doel van die studie was om die effek wat herstrukturering op werknemers se werkstres, gesindhede en welstand het, te ondersoek, deur oorblywende personeel wie se werksomgewing verander is deur hersturkturereing te vergelyk met oorblywende personeel wie se werksomgewings onveranderd gebly het. Longitudinale vraelysdata is ingesamel gedurende herstrukturering. Oorblywendes wie se werksomgewing verander het, het hoër vlakke van werkstres, minder gewensde gesindhede en meer gesondheidsprobleme getoon as die individue wie se situasie onveranderd gebly het.