A cross-cultural analysis of work values and moral reasoning.
- Authors: Hugo, A. , Van Vuuren, L.J.
- Date: 1996
- Subjects: Diversity management , Culture differences , Cultural groups
- Type: Article
- Identifier: uj:6464 , http://hdl.handle.net/10210/1476
- Description: The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral reasoning, differ with regard to the work values espoused. The sample group (N=182) consisted of black and white students at under-graduate and post-graduate levels. Statistical analyses revealed significant differences between cultural groups with regard to work values and moral reasoning, but indicated no difference in stages of moral reasoning with regard to work values. The implications of the findings for work organisations and tertiary institutions are discussed.
- Full Text:
- Authors: Hugo, A. , Van Vuuren, L.J.
- Date: 1996
- Subjects: Diversity management , Culture differences , Cultural groups
- Type: Article
- Identifier: uj:6464 , http://hdl.handle.net/10210/1476
- Description: The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral reasoning, differ with regard to the work values espoused. The sample group (N=182) consisted of black and white students at under-graduate and post-graduate levels. Statistical analyses revealed significant differences between cultural groups with regard to work values and moral reasoning, but indicated no difference in stages of moral reasoning with regard to work values. The implications of the findings for work organisations and tertiary institutions are discussed.
- Full Text:
A role for HR in corporate ethics? South African Practitioners' perspectives.
- Van Vuuren, L.J., Eiselin, R.J.
- Authors: Van Vuuren, L.J. , Eiselin, R.J.
- Date: 2006
- Subjects: Corporate ethics , Ethics management , HR's ethics management competence , HR's responsibility
- Type: Article
- Identifier: uj:6473 , http://hdl.handle.net/10210/1485
- Description: Since few South African organisations have as yet appointed ethics officers, there is often a lack of clarity on who should take responsibility for coordinating organisations’ ethics management efforts. The purpose of this paper was to assess HR (the Human Resource function and its practitioners) as a possible contender to assume responsibility for ethics management in SA organisations. To this end a mail survey was conducted among registered HR practitioners (N=410). Two factors related to 1) the extent of HR’s ethics management competence and 2) HR’s responsibility for ethics management, were identified. The results showed that HR practitioners on average believe that they indeed have an ethics management competence and that they should be involved in ethics management. However, practitioners with a great deal of exposure to organisations that manage ethics believe to a lesser extent that they should be involved in ethics management. The implications of the findings are discussed.
- Full Text:
- Authors: Van Vuuren, L.J. , Eiselin, R.J.
- Date: 2006
- Subjects: Corporate ethics , Ethics management , HR's ethics management competence , HR's responsibility
- Type: Article
- Identifier: uj:6473 , http://hdl.handle.net/10210/1485
- Description: Since few South African organisations have as yet appointed ethics officers, there is often a lack of clarity on who should take responsibility for coordinating organisations’ ethics management efforts. The purpose of this paper was to assess HR (the Human Resource function and its practitioners) as a possible contender to assume responsibility for ethics management in SA organisations. To this end a mail survey was conducted among registered HR practitioners (N=410). Two factors related to 1) the extent of HR’s ethics management competence and 2) HR’s responsibility for ethics management, were identified. The results showed that HR practitioners on average believe that they indeed have an ethics management competence and that they should be involved in ethics management. However, practitioners with a great deal of exposure to organisations that manage ethics believe to a lesser extent that they should be involved in ethics management. The implications of the findings are discussed.
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Appreciating Johann Schepers.
- Crous, F., De Bruin, G.P., Roodt, G., Van Vuuren, L.J., Schoeman, W.J., Stuart, A.D.
- Authors: Crous, F. , De Bruin, G.P. , Roodt, G. , Van Vuuren, L.J. , Schoeman, W.J. , Stuart, A.D.
- Date: 2006
- Subjects: Appreciative inquiry , Expert leader , Pscyhometrics , Johann Schepers
- Type: Article
- Identifier: uj:6395 , http://hdl.handle.net/10210/1137
- Description: As an expert leader in psychometrics, eminent scholar, gatekeeper, study leader and mentor, Johann M. Schepers has had a profound effect on the development of Psychology and Industrial Psychology in South Africa. By means of an appreciative inquiry the outstanding ability of this man has been highlighted in stories which resulted in a rich profile and a legacy that needs to be protected and nurtured.
- Full Text:
- Authors: Crous, F. , De Bruin, G.P. , Roodt, G. , Van Vuuren, L.J. , Schoeman, W.J. , Stuart, A.D.
- Date: 2006
- Subjects: Appreciative inquiry , Expert leader , Pscyhometrics , Johann Schepers
- Type: Article
- Identifier: uj:6395 , http://hdl.handle.net/10210/1137
- Description: As an expert leader in psychometrics, eminent scholar, gatekeeper, study leader and mentor, Johann M. Schepers has had a profound effect on the development of Psychology and Industrial Psychology in South Africa. By means of an appreciative inquiry the outstanding ability of this man has been highlighted in stories which resulted in a rich profile and a legacy that needs to be protected and nurtured.
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Career anchors and career resilience: supplementary constructs?
- Van Vuuren, L.J., Fourie, C.
- Authors: Van Vuuren, L.J. , Fourie, C.
- Date: 2000
- Subjects: Career resilience , Career anchors , Career anchor model , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6468 , http://hdl.handle.net/10210/1480
- Description: Previously the authors reported on a study in which an attempt was made at defining and measuring the construct career resilience (Fourie & Van Vuuren, 1998). The present article continues this investigation by reporting on the relationship between career resilience and career anchors, as defined in Scheins (1975; 1978; 1990; 1992) career anchor model. The aim of the study was to determine whether career anchor patterning could potentially inhibit or facilitate individuals' levels of career resilience. The "Career Resilience Questionnaire" (CRQ) (Fourie & Van Vuuren, 1998) together with Scheins (1990) "Career Orientations Inventory" (COI) were administered to 352 skilled employees. The findings regarding the statistical relationship between the two constructs are discussed.
- Full Text:
- Authors: Van Vuuren, L.J. , Fourie, C.
- Date: 2000
- Subjects: Career resilience , Career anchors , Career anchor model , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6468 , http://hdl.handle.net/10210/1480
- Description: Previously the authors reported on a study in which an attempt was made at defining and measuring the construct career resilience (Fourie & Van Vuuren, 1998). The present article continues this investigation by reporting on the relationship between career resilience and career anchors, as defined in Scheins (1975; 1978; 1990; 1992) career anchor model. The aim of the study was to determine whether career anchor patterning could potentially inhibit or facilitate individuals' levels of career resilience. The "Career Resilience Questionnaire" (CRQ) (Fourie & Van Vuuren, 1998) together with Scheins (1990) "Career Orientations Inventory" (COI) were administered to 352 skilled employees. The findings regarding the statistical relationship between the two constructs are discussed.
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Client-consultant ethical relationship considerations within management consulting.
- Smith, A., Van Vuuren, L.J., Visser, D.
- Authors: Smith, A. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Ethical conduct , Consultant relationship , Financial concerns , Contractual concerns , Consultant behaviour
- Type: Article
- Identifier: uj:6412 , http://hdl.handle.net/10210/1209
- Description: Ethical conduct within consulting has become increasingly important since management consulting has developed into an independent profession. The objective of this research was to determine if differences exist in client consultant relationship ethics within a defined group of management consultancies in South Africa. A questionnaire was developed to assess ethical behaviour across five dimensions, namely the client consultant relationship, financial and contractual concerns, delivery of expectations, orientation and competence of consultants, and ethics in consultant behaviour. Thirty-nine respondents completed the questionnaire. Significant differences on ethical dimensions in relation to job level, between consulting firms, the level of senior management commitment to ethics and the existence of a code of ethics were obtained.
- Full Text:
- Authors: Smith, A. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Ethical conduct , Consultant relationship , Financial concerns , Contractual concerns , Consultant behaviour
- Type: Article
- Identifier: uj:6412 , http://hdl.handle.net/10210/1209
- Description: Ethical conduct within consulting has become increasingly important since management consulting has developed into an independent profession. The objective of this research was to determine if differences exist in client consultant relationship ethics within a defined group of management consultancies in South Africa. A questionnaire was developed to assess ethical behaviour across five dimensions, namely the client consultant relationship, financial and contractual concerns, delivery of expectations, orientation and competence of consultants, and ethics in consultant behaviour. Thirty-nine respondents completed the questionnaire. Significant differences on ethical dimensions in relation to job level, between consulting firms, the level of senior management commitment to ethics and the existence of a code of ethics were obtained.
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Cognitive style and the interpretation of organisational change.
- Authors: Swart, J. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Cognitive style , Organisational change , Organisational Change Interpretation Scale
- Type: Article
- Identifier: uj:6466 , http://hdl.handle.net/10210/1478
- Description: The ability of individuals to interpret change is considered to be a criterion for successful organisational change. Accordingly the influence of a specific infra-individual variable, i.e. cognitive style (field dependence and independence) on the sensitivity to identify change needs, was assessed. For this purpose the Organisational Change Interpretation Scale (OCIS) was constructed. The OCIS in conjunction with the Hidden Figures Test, a measure of field independence, and the Field Dependence Questionnaire, a measure of field dependence, were administered to 307 managers within 14 industries. It was found that the cognitive restructuring process as measured by the Hidden Figures Test, explains 72% of the variance of the interpretation of change, as measured by the OCIS. It was concluded that the OCIS could be utilised as a selection instrument for the identification of change agents.
- Full Text:
- Authors: Swart, J. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Cognitive style , Organisational change , Organisational Change Interpretation Scale
- Type: Article
- Identifier: uj:6466 , http://hdl.handle.net/10210/1478
- Description: The ability of individuals to interpret change is considered to be a criterion for successful organisational change. Accordingly the influence of a specific infra-individual variable, i.e. cognitive style (field dependence and independence) on the sensitivity to identify change needs, was assessed. For this purpose the Organisational Change Interpretation Scale (OCIS) was constructed. The OCIS in conjunction with the Hidden Figures Test, a measure of field independence, and the Field Dependence Questionnaire, a measure of field dependence, were administered to 307 managers within 14 industries. It was found that the cognitive restructuring process as measured by the Hidden Figures Test, explains 72% of the variance of the interpretation of change, as measured by the OCIS. It was concluded that the OCIS could be utilised as a selection instrument for the identification of change agents.
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Communication of job-related information and work-family conflict in dual-career couples.
- Theunissen, B., Van Vuuren, L.J., Visser, D.
- Authors: Theunissen, B. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Work-family conflict , Dual-career spouses , Work Perception Questionnaire
- Type: Article
- Identifier: uj:6414 , http://hdl.handle.net/10210/1210
- Description: It is known that work-family conflict is a determinant of marital dissatisfaction. The goal of this study was to determine whether inadequate communication regarding the sharing of job-related information between dual-career spouses contributes to marital dissatisfaction. The Work Perception Questionnaire (WPQ) was designed and administered to obtain information on dimensions that 80 dual-career couples (married or in co-habitation) perceived to contribute to marital conflict and that have an impact on the quality of their relationships. The main findings indicated that male partners experienced more marital conflict than their female partners if they did not have adequate job-related information about their partner’s work. However, the findings for the female partners were nonsignificant. The implications of the findings are discussed.
- Full Text:
- Authors: Theunissen, B. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Work-family conflict , Dual-career spouses , Work Perception Questionnaire
- Type: Article
- Identifier: uj:6414 , http://hdl.handle.net/10210/1210
- Description: It is known that work-family conflict is a determinant of marital dissatisfaction. The goal of this study was to determine whether inadequate communication regarding the sharing of job-related information between dual-career spouses contributes to marital dissatisfaction. The Work Perception Questionnaire (WPQ) was designed and administered to obtain information on dimensions that 80 dual-career couples (married or in co-habitation) perceived to contribute to marital conflict and that have an impact on the quality of their relationships. The main findings indicated that male partners experienced more marital conflict than their female partners if they did not have adequate job-related information about their partner’s work. However, the findings for the female partners were nonsignificant. The implications of the findings are discussed.
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Defining and measuring career resilience.
- Fourie, C., Van Vuuren, L.J.
- Authors: Fourie, C. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Career resilience , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6467 , http://hdl.handle.net/10210/1479
- Description: Various authors have argued that career resilience should be cultivated by individuals pursuing modern day careers as a critical career competency. No study has been reported thus far in the career management literature which offers a comprehensive measuring instrument for the construct. The focal point of this study was therefore the development of an instrument to operationalise the career resilience construct. Based on a review of the literature, the "Career Resilience Questionnaire" (CRQ) consisting of 60 items was developed and administered to respondents (N=352) in white-collar employment settings. A second-order factor analysis yielded four factors which seemed to be relatively independent. The factors were named "belief in oneself"/ "disregard for traditional sources of career success", "selfreliance" and "receptivity to change". The implications of the findings are discussed.
- Full Text:
- Authors: Fourie, C. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Career resilience , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6467 , http://hdl.handle.net/10210/1479
- Description: Various authors have argued that career resilience should be cultivated by individuals pursuing modern day careers as a critical career competency. No study has been reported thus far in the career management literature which offers a comprehensive measuring instrument for the construct. The focal point of this study was therefore the development of an instrument to operationalise the career resilience construct. Based on a review of the literature, the "Career Resilience Questionnaire" (CRQ) consisting of 60 items was developed and administered to respondents (N=352) in white-collar employment settings. A second-order factor analysis yielded four factors which seemed to be relatively independent. The factors were named "belief in oneself"/ "disregard for traditional sources of career success", "selfreliance" and "receptivity to change". The implications of the findings are discussed.
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Die beroepsoriëntasie van professionele rekeningkundiges tydens die vroeë beroepsjare.
- Van Vuuren, L.J., Fouchè, M.M., Verwey, A.M.
- Authors: Van Vuuren, L.J. , Fouchè, M.M. , Verwey, A.M.
- Date: 1989
- Subjects: Career orientation , Professional accountants , Managerial skills , Occupational experience
- Type: Article
- Identifier: uj:14301 , http://hdl.handle.net/10210/1475
- Description: The career orientation of professional accountants during the early career stage. The purpose with this study was to conduct research into the career orientations of aspiring and qualified persons in the accounting profession. Schein's Career Orientation Inventory was administered to 221 respondents in the early career stage and in different phases of Involvement in the profession. Managerial skill featured as the most prominent career orientation. It was also evident that respondents who had had occupational experience measured highest on the same orientation, i.e. managerial skill, irrespective of their phase within the early career stage. Furthermore, there were indications that career orientation differentiation increased in accordance with occupational experience.
- Full Text:
- Authors: Van Vuuren, L.J. , Fouchè, M.M. , Verwey, A.M.
- Date: 1989
- Subjects: Career orientation , Professional accountants , Managerial skills , Occupational experience
- Type: Article
- Identifier: uj:14301 , http://hdl.handle.net/10210/1475
- Description: The career orientation of professional accountants during the early career stage. The purpose with this study was to conduct research into the career orientations of aspiring and qualified persons in the accounting profession. Schein's Career Orientation Inventory was administered to 221 respondents in the early career stage and in different phases of Involvement in the profession. Managerial skill featured as the most prominent career orientation. It was also evident that respondents who had had occupational experience measured highest on the same orientation, i.e. managerial skill, irrespective of their phase within the early career stage. Furthermore, there were indications that career orientation differentiation increased in accordance with occupational experience.
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Human Resource Management as a profession in South Africa: Practitioners' perspectives.
- Van der Westhuizen, C., Van Vuuren, L.J., Visser, D.
- Authors: Van der Westhuizen, C. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Human resource operations , HR practitioners
- Type: Article
- Identifier: uj:6426 , http://hdl.handle.net/10210/1283
- Description: Many organisations are downsizing their Human Resource (HR) operations due to the perceived lack of credibility of the function as a whole. This study investigates possible reasons for this perceived lack of credibility, and suggests ways in which the Human Resource Management (HRM) function can overcome this challenge. One of these suggestions implies the need to advance the professional status of HRM. The current professional status of HRM, as perceived by South African HR practitioners (N = 398) was evaluated by means of the trait approach to assessing the professional status of an occupation. The results reveal that practitioners do consider HRM to be a profession. However, HRM is still very much in the early stages of achieving true professional status. Other findings and their implications are also discussed.
- Full Text:
- Authors: Van der Westhuizen, C. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Human resource operations , HR practitioners
- Type: Article
- Identifier: uj:6426 , http://hdl.handle.net/10210/1283
- Description: Many organisations are downsizing their Human Resource (HR) operations due to the perceived lack of credibility of the function as a whole. This study investigates possible reasons for this perceived lack of credibility, and suggests ways in which the Human Resource Management (HRM) function can overcome this challenge. One of these suggestions implies the need to advance the professional status of HRM. The current professional status of HRM, as perceived by South African HR practitioners (N = 398) was evaluated by means of the trait approach to assessing the professional status of an occupation. The results reveal that practitioners do consider HRM to be a profession. However, HRM is still very much in the early stages of achieving true professional status. Other findings and their implications are also discussed.
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Institutionalising ethics in organisations: the role of mentoring.
- Goosen, X., Van Vuuren, L.J.
- Authors: Goosen, X. , Van Vuuren, L.J.
- Date: 2005
- Subjects: Institutionalisation , Business ethics , Ethical behaviour , Ethics processes
- Type: Article
- Identifier: uj:6472 , http://hdl.handle.net/10210/1484
- Description: The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, to facilitate employees’ ethical behaviour. The possibility that mentoring may be utilised as a vehicle to institutionalise corporate ethical practices is proposed as a possible solution to the aforementioned problem. By means of a qualitative study, interviews were conducted to determine whether mentoring is used to institutionalise business ethics, and if not, how it can be utilised. An integrated model of mentoring in the institutionalisation of business ethics was generated. It highlighted the compatibility of the mentoring- and institutionalisation of ethics processes. The implications are discussed.
- Full Text:
- Authors: Goosen, X. , Van Vuuren, L.J.
- Date: 2005
- Subjects: Institutionalisation , Business ethics , Ethical behaviour , Ethics processes
- Type: Article
- Identifier: uj:6472 , http://hdl.handle.net/10210/1484
- Description: The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, to facilitate employees’ ethical behaviour. The possibility that mentoring may be utilised as a vehicle to institutionalise corporate ethical practices is proposed as a possible solution to the aforementioned problem. By means of a qualitative study, interviews were conducted to determine whether mentoring is used to institutionalise business ethics, and if not, how it can be utilised. An integrated model of mentoring in the institutionalisation of business ethics was generated. It highlighted the compatibility of the mentoring- and institutionalisation of ethics processes. The implications are discussed.
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Rejoinder to article by De Bruin and Lew: construct validity of the Career Resilience Questionnaire (CRQ).
- Van Vuuren, L.J., Fourie, C.
- Authors: Van Vuuren, L.J. , Fourie, C.
- Date: 2002
- Subjects: Career resilience , CRQ , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6469 , http://hdl.handle.net/10210/1481
- Description: This rejoinder is presented in response to an analysis by De Bruin and Lew of the 1998 publication by Fourie and Van Vuuren on the career resilience construct. Comments and recommendations made by De Bruin and Lew in respect of the construct validity of the CRQ are responded to in terms of the theoretical foundation of the CRQ, the methodology used, the CRQ’s content validity, sample-related issues, the instrument’s construct validity, as well as a perspective on the future of the instrument.
- Full Text:
- Authors: Van Vuuren, L.J. , Fourie, C.
- Date: 2002
- Subjects: Career resilience , CRQ , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6469 , http://hdl.handle.net/10210/1481
- Description: This rejoinder is presented in response to an analysis by De Bruin and Lew of the 1998 publication by Fourie and Van Vuuren on the career resilience construct. Comments and recommendations made by De Bruin and Lew in respect of the construct validity of the CRQ are responded to in terms of the theoretical foundation of the CRQ, the methodology used, the CRQ’s content validity, sample-related issues, the instrument’s construct validity, as well as a perspective on the future of the instrument.
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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.
- Full Text:
- 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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Selfbeoordeling as 'n voorspeller van waargenome gesimuleerde bestuursvermoë, soos gemeet in 'n takseer-sentrum.
- De Beer, N., Van Vuuren, L.J.
- Authors: De Beer, N. , Van Vuuren, L.J.
- Date: 1997
- Subjects: Self assessment , Assessment centre , Managerial dimensions
- Type: Article
- Identifier: uj:6465 , http://hdl.handle.net/10210/1477
- Description: Self assessment as a predictor of perceived simulated managerial ability as measured by an assessment centre. The purpose of this study was to establish how accurately a person could assess his own managerial ability. With this in mind, a self-assessment questionnaire was developed. The questionnaire was completed by the participants both before and after participation in an assessment centre. It measured, per managerial dimension, the judgment of the participant that his managerial ability complies with that of a senior departmental manager in the organisation. The before-centre self-assessment scores correlate meaningfully with the after-centre self assessment scores. The selfassessment scores are, however, a poor predictor of the observed simulated managerial ability.
- Full Text:
- Authors: De Beer, N. , Van Vuuren, L.J.
- Date: 1997
- Subjects: Self assessment , Assessment centre , Managerial dimensions
- Type: Article
- Identifier: uj:6465 , http://hdl.handle.net/10210/1477
- Description: Self assessment as a predictor of perceived simulated managerial ability as measured by an assessment centre. The purpose of this study was to establish how accurately a person could assess his own managerial ability. With this in mind, a self-assessment questionnaire was developed. The questionnaire was completed by the participants both before and after participation in an assessment centre. It measured, per managerial dimension, the judgment of the participant that his managerial ability complies with that of a senior departmental manager in the organisation. The before-centre self-assessment scores correlate meaningfully with the after-centre self assessment scores. The selfassessment scores are, however, a poor predictor of the observed simulated managerial ability.
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The effectiveness of a diveristy awareness training program.
- Cavaleros, C., Van Vuuren, L.J., Visser, D.
- Authors: Cavaleros, C. , Van Vuuren, L.J. , Visser, D.
- Date: 2002
- Subjects: Diversity awareness , Performance management , Career development , Teamwork , Work-family needs , Organisational culture
- Type: Article
- Identifier: uj:6409 , http://hdl.handle.net/10210/1206
- Description: The objective of this study was to assess the effectiveness of a diversity awareness training programme. A sample of 382 employees from four different departments within a large accounting firm was used to form the groups of a simulated Solomon four-group design. The impact of a two-day workshop on diversity awareness was assessed using a 68-item questionnaire designed to measure awareness of self, impact of differences, performance management, career development, teamwork, work-family needs, participation, organisational culture, relationship building, and general satisfaction with the organisation. The Minnesota Job Satisfaction Questionnaire (20 items) was included to measure job satisfaction. The results showed no evidence of a statistically significant effect of the diversity awareness training programme.
- Full Text:
- Authors: Cavaleros, C. , Van Vuuren, L.J. , Visser, D.
- Date: 2002
- Subjects: Diversity awareness , Performance management , Career development , Teamwork , Work-family needs , Organisational culture
- Type: Article
- Identifier: uj:6409 , http://hdl.handle.net/10210/1206
- Description: The objective of this study was to assess the effectiveness of a diversity awareness training programme. A sample of 382 employees from four different departments within a large accounting firm was used to form the groups of a simulated Solomon four-group design. The impact of a two-day workshop on diversity awareness was assessed using a 68-item questionnaire designed to measure awareness of self, impact of differences, performance management, career development, teamwork, work-family needs, participation, organisational culture, relationship building, and general satisfaction with the organisation. The Minnesota Job Satisfaction Questionnaire (20 items) was included to measure job satisfaction. The results showed no evidence of a statistically significant effect of the diversity awareness training programme.
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Towards a typology of gosspip in the workplace.
- De Gouveia, C.M., Van Vuuren, L.J., Crafford, A.
- Authors: De Gouveia, C.M. , Van Vuuren, L.J. , Crafford, A.
- Date: 2005
- Subjects: Informal communication , Workplace gossip , Workplace relationship
- Type: Article
- Identifier: uj:6471 , http://hdl.handle.net/10210/1483
- Description: In today’s communication-driven world, informal communication can at some point be construed as malicious gossip. Literature shows that certain areas of gossip are insufficiently studied, such as how gossip is defined in the workplace, when communication is construed as gossip, and what characteristics highlight the parameters between healthy communication and gossip. This research is of value because workplace gossip could have direct implications on trust in workplace relationships, might undermine principles espoused by corporate governance and could therefore lead to higher staff absenteeism and turnover. A qualitative research study was undertaken to explore individual constructions surrounding this phenomenon. Data was collected from structured individual interviews and the technique of card sorting, and a grounded theory analysis resulted in the formulation of a working definition of the concept, the identification of its parameters as well as the development of a typology of gossip in the workplace. The implications of the findings are discussed.
- Full Text:
- Authors: De Gouveia, C.M. , Van Vuuren, L.J. , Crafford, A.
- Date: 2005
- Subjects: Informal communication , Workplace gossip , Workplace relationship
- Type: Article
- Identifier: uj:6471 , http://hdl.handle.net/10210/1483
- Description: In today’s communication-driven world, informal communication can at some point be construed as malicious gossip. Literature shows that certain areas of gossip are insufficiently studied, such as how gossip is defined in the workplace, when communication is construed as gossip, and what characteristics highlight the parameters between healthy communication and gossip. This research is of value because workplace gossip could have direct implications on trust in workplace relationships, might undermine principles espoused by corporate governance and could therefore lead to higher staff absenteeism and turnover. A qualitative research study was undertaken to explore individual constructions surrounding this phenomenon. Data was collected from structured individual interviews and the technique of card sorting, and a grounded theory analysis resulted in the formulation of a working definition of the concept, the identification of its parameters as well as the development of a typology of gossip in the workplace. The implications of the findings are discussed.
- Full Text:
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