A conceptual framework to explore the roles and contributions of Industrial Psychologists in South Africa (Part 1).
- Authors: Barnard, G. , Fourie, L.
- Date: 2007
- Subjects: Industrial Psychologists
- Type: Article
- Identifier: uj:6492 , http://hdl.handle.net/10210/1602
- Description: This study was aimed at developing a conceptual framework against which the roles and contributions of industrial psychologists in South Africa could be explored. Three widely-used business frameworks – Balanced Score Card, South African Excellence Model and King II Report on Corporate Governance for South Africa – were theoretically integrated to produce a multi-dimensional framework to clarify roles and contributions in a discourse familiar to the business community. The framework was subsequently utilised in a follow-up study involving 23 registered industrial psychologists who were asked to clarify specific roles and contributions within each of the dimensions of the framework.
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- Authors: Barnard, G. , Fourie, L.
- Date: 2007
- Subjects: Industrial Psychologists
- Type: Article
- Identifier: uj:6492 , http://hdl.handle.net/10210/1602
- Description: This study was aimed at developing a conceptual framework against which the roles and contributions of industrial psychologists in South Africa could be explored. Three widely-used business frameworks – Balanced Score Card, South African Excellence Model and King II Report on Corporate Governance for South Africa – were theoretically integrated to produce a multi-dimensional framework to clarify roles and contributions in a discourse familiar to the business community. The framework was subsequently utilised in a follow-up study involving 23 registered industrial psychologists who were asked to clarify specific roles and contributions within each of the dimensions of the framework.
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An exploration of individual experiences of constant organisational change.
- Williams, K., Crafford, A., Fourie, L.
- Authors: Williams, K. , Crafford, A. , Fourie, L.
- Date: 2002
- Subjects: Change management practices , Change interventions
- Type: Article
- Identifier: uj:6474 , http://hdl.handle.net/10210/1486
- Description: Ongoing change is an inevitable part of the current organisational context. Change management practices are oftencited as a reason for resistance to change, and as a cause of stress for individuals during change interventions. A qualitative study was undertaken in a technical division of a large South African organisation to explore the individual experiences of employees in the face of constant organisational change. Grounded theory analysis confirmed that constant organisational change and the related change management practices were indeed a source of unpleasant individual experience for employees at the time. Yet, no serious long-term effects of stress were evident. It is suggested that Strümpfer’s (1983–2000) work on salutogenesis and fortigenesis may be useful in explaining the outcome. Further research incorporating larger sample sizes and multiple triangulation methods in the data gathering process is recommended.
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- Authors: Williams, K. , Crafford, A. , Fourie, L.
- Date: 2002
- Subjects: Change management practices , Change interventions
- Type: Article
- Identifier: uj:6474 , http://hdl.handle.net/10210/1486
- Description: Ongoing change is an inevitable part of the current organisational context. Change management practices are oftencited as a reason for resistance to change, and as a cause of stress for individuals during change interventions. A qualitative study was undertaken in a technical division of a large South African organisation to explore the individual experiences of employees in the face of constant organisational change. Grounded theory analysis confirmed that constant organisational change and the related change management practices were indeed a source of unpleasant individual experience for employees at the time. Yet, no serious long-term effects of stress were evident. It is suggested that Strümpfer’s (1983–2000) work on salutogenesis and fortigenesis may be useful in explaining the outcome. Further research incorporating larger sample sizes and multiple triangulation methods in the data gathering process is recommended.
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Construct validity of competency dimensions in a team leaders assessment centre.
- Greyling, L.A., Visser, D., Fourie, L.
- Authors: Greyling, L.A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Assessment centre , Team leaders
- Type: Article
- Identifier: uj:6411 , http://hdl.handle.net/10210/1208
- Description: The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed.
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- Authors: Greyling, L.A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Assessment centre , Team leaders
- Type: Article
- Identifier: uj:6411 , http://hdl.handle.net/10210/1208
- Description: The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed.
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Die omvang en aard van afwesigheid: 'n Suid Afrikaanse gevalstudie.
- Du Plessis, A., Visser, D., Fourie, L.
- Authors: Du Plessis, A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Absenteeism , Workplace , Absenteeism paterns
- Type: Article
- Identifier: uj:6410 , http://hdl.handle.net/10210/1207
- Description: The scope and nature of absenteeism in the workplace: A South African case study. The objective of the study was to develop quantitative measures for monitoring trends of absenteeism in a company within the meat industry and to assess qualitatively the possible existence of a collective culture of absenteeism within the organisation. The scope and frequency of absenteeism, costs incurred due to absenteeism, and individual absenteeism patterns of 145 employees, were studied over a period of one year. It was found that 2900 planned and 912 unplanned leave workdays that were lost, resulted in direct costs of R895,054.55. Five employees who were absent most often accounted for 18.60% of the unplanned leave taken. The extraordinary levels of absenteeism found in this case study were ascribed to specific employees.
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- Authors: Du Plessis, A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Absenteeism , Workplace , Absenteeism paterns
- Type: Article
- Identifier: uj:6410 , http://hdl.handle.net/10210/1207
- Description: The scope and nature of absenteeism in the workplace: A South African case study. The objective of the study was to develop quantitative measures for monitoring trends of absenteeism in a company within the meat industry and to assess qualitatively the possible existence of a collective culture of absenteeism within the organisation. The scope and frequency of absenteeism, costs incurred due to absenteeism, and individual absenteeism patterns of 145 employees, were studied over a period of one year. It was found that 2900 planned and 912 unplanned leave workdays that were lost, resulted in direct costs of R895,054.55. Five employees who were absent most often accounted for 18.60% of the unplanned leave taken. The extraordinary levels of absenteeism found in this case study were ascribed to specific employees.
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Exploring the role of the Human Resouce function in the South African information technology industry.
- Authors: Hall, C.L. , Fourie, L.
- Date: 2007
- Subjects: Changed rol of HR , HR in IT industry , Challenges of the HR practitioners
- Type: Article
- Identifier: uj:6493 , http://hdl.handle.net/10210/1603
- Description: The Information Technology (IT) industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR) function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.
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- Authors: Hall, C.L. , Fourie, L.
- Date: 2007
- Subjects: Changed rol of HR , HR in IT industry , Challenges of the HR practitioners
- Type: Article
- Identifier: uj:6493 , http://hdl.handle.net/10210/1603
- Description: The Information Technology (IT) industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR) function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.
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Exploring the roles and contributions of Industrial Pscyhologists in South Arrica against a multi-dimensional conceptual framework (Part 2).
- Authors: Barnard, G. , Fourie, L.
- Date: 2007
- Subjects: Industrial Psychologists , Organisational success
- Type: Article
- Identifier: uj:6496 , http://hdl.handle.net/10210/1606
- Description: The study was undertaken to explore the professional roles and contributions of industrial psychologists in South Africa. Semi-structured interviews were conducted among 23 registered psychologists to gain their views on the roles and contributions within each of the dimensions of a conceptual framework of organisational success developed earlier. A process of analytical induction, supported by thematic content analysis, revealed a range of generic roles yet specific industrial psychological contributions. The implications of the findings for the development of academic curricula, the establishment of clarity among industrial psychologists and the fostering of awareness in organisations regarding the value of these professionals are discussed.
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- Authors: Barnard, G. , Fourie, L.
- Date: 2007
- Subjects: Industrial Psychologists , Organisational success
- Type: Article
- Identifier: uj:6496 , http://hdl.handle.net/10210/1606
- Description: The study was undertaken to explore the professional roles and contributions of industrial psychologists in South Africa. Semi-structured interviews were conducted among 23 registered psychologists to gain their views on the roles and contributions within each of the dimensions of a conceptual framework of organisational success developed earlier. A process of analytical induction, supported by thematic content analysis, revealed a range of generic roles yet specific industrial psychological contributions. The implications of the findings for the development of academic curricula, the establishment of clarity among industrial psychologists and the fostering of awareness in organisations regarding the value of these professionals are discussed.
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Exploring the social construction of life roles of career-oriented women.
- Franks, K.M., Schurink, W.J., Fourie, L.
- Authors: Franks, K.M. , Schurink, W.J. , Fourie, L.
- Date: 2006
- Subjects: Women in organisations , Women employees , Career orientated women
- Type: Article
- Identifier: uj:6489 , http://hdl.handle.net/10210/1599
- Description: 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.
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- Authors: Franks, K.M. , Schurink, W.J. , Fourie, L.
- Date: 2006
- Subjects: Women in organisations , Women employees , Career orientated women
- Type: Article
- Identifier: uj:6489 , http://hdl.handle.net/10210/1599
- Description: 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.
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Management perceptions of competencies essential for middle managers.
- Mbokasi, B., Visser, D., Fourie, L.
- Authors: Mbokasi, B. , Visser, D. , Fourie, L.
- Date: 2004
- Subjects: Organisational hierarchy , Managers , First line managers , Managerial competencies
- Type: Article
- Identifier: uj:6421 , http://hdl.handle.net/10210/1279
- Description: The aim of the study was to establish whether managers at different levels of the organisational hierarchy perceive different managerial competencies as important for middle managers, and whether there were differences between the perceptions of males and females. The participants consisted of 444 senior, middle and first-line managers from a parastatal organisation in Botswana. They completed a questionnaire that assessed their opinions on the importance of six broad competencies for middle managers. It was found that senior managers rated interpersonal competence as more important than middle managers, whereas first-line managers rated operational competence as more important than middle managers. Females perceived analytical and operational competencies as more important than males, whereas males perceived interpersonal competencies as more important than females.
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- Authors: Mbokasi, B. , Visser, D. , Fourie, L.
- Date: 2004
- Subjects: Organisational hierarchy , Managers , First line managers , Managerial competencies
- Type: Article
- Identifier: uj:6421 , http://hdl.handle.net/10210/1279
- Description: The aim of the study was to establish whether managers at different levels of the organisational hierarchy perceive different managerial competencies as important for middle managers, and whether there were differences between the perceptions of males and females. The participants consisted of 444 senior, middle and first-line managers from a parastatal organisation in Botswana. They completed a questionnaire that assessed their opinions on the importance of six broad competencies for middle managers. It was found that senior managers rated interpersonal competence as more important than middle managers, whereas first-line managers rated operational competence as more important than middle managers. Females perceived analytical and operational competencies as more important than males, whereas males perceived interpersonal competencies as more important than females.
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Reliability of competency-based, multi-dimensional, multi-rater performance ratings.
- De Lange, M., Fourie, L., Van Vuuren, L.J.
- Authors: De Lange, M. , Fourie, L. , Van Vuuren, L.J.
- Date: 2003
- Subjects: Multi-dimensional ratings , Multi-rater ratings
- Type: Article
- Identifier: uj:6470 , http://hdl.handle.net/10210/1482
- Description: The purpose of this study was to test the assumption that the utilisation of competency-based, multi-dimensional, multiple-rater performance ratings would result in reliable and useful measurements of the performance of managers (N=200) in a specific South African organisation. Reliability coefficients were computed and factor analysis were undertaken to determine the reliability of the ratings. The results indicated high inter-method reliability and low inter-rater reliability. Although the competency- based, multi-dimensional, multiple-rater approach appeared to have facilitated valuable input towards the assessment process a greater degree of reliability, validity and usefulness was not necessarily achieved. Implications of these findings are discussed.
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- Authors: De Lange, M. , Fourie, L. , Van Vuuren, L.J.
- Date: 2003
- Subjects: Multi-dimensional ratings , Multi-rater ratings
- Type: Article
- Identifier: uj:6470 , http://hdl.handle.net/10210/1482
- Description: The purpose of this study was to test the assumption that the utilisation of competency-based, multi-dimensional, multiple-rater performance ratings would result in reliable and useful measurements of the performance of managers (N=200) in a specific South African organisation. Reliability coefficients were computed and factor analysis were undertaken to determine the reliability of the ratings. The results indicated high inter-method reliability and low inter-rater reliability. Although the competency- based, multi-dimensional, multiple-rater approach appeared to have facilitated valuable input towards the assessment process a greater degree of reliability, validity and usefulness was not necessarily achieved. Implications of these findings are discussed.
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