Personality and Cognitive Ability as Predictors of the Job Performance of Insurance Sale People
- Authors: La Grange, L , Roodt, Gert
- Date: 2001
- Subjects: Job performance , Cognitive ability , Customer contact styles quesstionaire , Personality , Customer Contact Competency Inventory , Verbal evaluation test
- Type: Article
- Identifier: uj:6416 , http://hdl.handle.net/10210/122
- Description: The purpose of this study was to determine whether personality and a measure of cognitive ability (’verbal reasoning ability’) would significantly predict the job performance (’managerial ratings’) of sales people in a large South African insurance company. The Customer Contact Styles Questionnaire (CCSQ 5.2) and the Verbal Evaluation Test (VCC 3) were administered to 170 broker consultants, and their managers rated their job performance on the Customer Contact Competency Inventory (CCCI). By making use of multiple regression analysis it was found that certain personality dimensions significantly predict job performance, and that ’verbal reasoning ability’ did not have any significant predictive power. These findings, the implications thereof and suggestions for possible further research are discussed.
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- Authors: La Grange, L , Roodt, Gert
- Date: 2001
- Subjects: Job performance , Cognitive ability , Customer contact styles quesstionaire , Personality , Customer Contact Competency Inventory , Verbal evaluation test
- Type: Article
- Identifier: uj:6416 , http://hdl.handle.net/10210/122
- Description: The purpose of this study was to determine whether personality and a measure of cognitive ability (’verbal reasoning ability’) would significantly predict the job performance (’managerial ratings’) of sales people in a large South African insurance company. The Customer Contact Styles Questionnaire (CCSQ 5.2) and the Verbal Evaluation Test (VCC 3) were administered to 170 broker consultants, and their managers rated their job performance on the Customer Contact Competency Inventory (CCCI). By making use of multiple regression analysis it was found that certain personality dimensions significantly predict job performance, and that ’verbal reasoning ability’ did not have any significant predictive power. These findings, the implications thereof and suggestions for possible further research are discussed.
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Psychological Attributes of Successful Trainee Accountants
- Authors: Strbac, Esmari , Roodt, Gert
- Date: 2005
- Subjects: Work environment , Academic performance , Personality traits , Examination pass rate , Work performance , Verbal evaluation questionnaire
- Type: Article
- Identifier: uj:6413 , http://hdl.handle.net/10210/120
- Description: It is suggested that certain psychological attributes of accounting graduates are significant predictors of the later success of trainee accountants in the work environment. Since selection is a key human resources function in public accounting firms the present study investigated the relationship between academic performance, specific personality traits, examination pass rate and the work performance of a sample (N = 77) of trainee accountants from an international, mid-sized firm. The results indicate that the majority of cases could be correctly predicted as successful or not by a verbal ability variable and that the criterion measure developed for this study (Cronbach alpha = 0,95) can be used successfully to measure the work performance of trainee accountants. The importance of academic performance as well as the pass rate in the qualifying examinations are also discussed.
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- Authors: Strbac, Esmari , Roodt, Gert
- Date: 2005
- Subjects: Work environment , Academic performance , Personality traits , Examination pass rate , Work performance , Verbal evaluation questionnaire
- Type: Article
- Identifier: uj:6413 , http://hdl.handle.net/10210/120
- Description: It is suggested that certain psychological attributes of accounting graduates are significant predictors of the later success of trainee accountants in the work environment. Since selection is a key human resources function in public accounting firms the present study investigated the relationship between academic performance, specific personality traits, examination pass rate and the work performance of a sample (N = 77) of trainee accountants from an international, mid-sized firm. The results indicate that the majority of cases could be correctly predicted as successful or not by a verbal ability variable and that the criterion measure developed for this study (Cronbach alpha = 0,95) can be used successfully to measure the work performance of trainee accountants. The importance of academic performance as well as the pass rate in the qualifying examinations are also discussed.
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Personal Change as a Key Determinant of the Outcomes of Organisational Transformation Interventions
- Chawane, Thabile, Van Vuuren, Leon J, Roodt, Gert
- Authors: Chawane, Thabile , Van Vuuren, Leon J , Roodt, Gert
- Date: 2003
- Subjects: Personal change , Organisational transformation , Organisational change , Organisational behaviour , Organisational performance , Organisational justice , Interventions
- Type: Article
- Identifier: uj:6415 , http://hdl.handle.net/10210/121
- Description: The purpose of this study was to investigate the critical role of personal change, and its inherent elements, in determining the outcomes of organisational transformation interventions. The purposeful sampling method was used to involve expert organisational transformation consultants as participants (N=10). A qualitative content analysis technique was applied to infer meaningful explanations to the research problem. It was found that although personal change formed an integral part of transformation interventions, it was not adequately explored and utilised as a crucial and consequential dimension in influencing the results of organisational transformation interventions. The implications of the findings are discussed.
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- Authors: Chawane, Thabile , Van Vuuren, Leon J , Roodt, Gert
- Date: 2003
- Subjects: Personal change , Organisational transformation , Organisational change , Organisational behaviour , Organisational performance , Organisational justice , Interventions
- Type: Article
- Identifier: uj:6415 , http://hdl.handle.net/10210/121
- Description: The purpose of this study was to investigate the critical role of personal change, and its inherent elements, in determining the outcomes of organisational transformation interventions. The purposeful sampling method was used to involve expert organisational transformation consultants as participants (N=10). A qualitative content analysis technique was applied to infer meaningful explanations to the research problem. It was found that although personal change formed an integral part of transformation interventions, it was not adequately explored and utilised as a crucial and consequential dimension in influencing the results of organisational transformation interventions. The implications of the findings are discussed.
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The Development and Validation of the Communicating for Change Questionnaire
- Coetzee, CJH, Fourie, Linda, Roodt, Gert
- Authors: Coetzee, CJH , Fourie, Linda , Roodt, Gert
- Date: 2002
- Subjects: Communicating for change , Organisational change , Change management , Change interventions , Likert-type response , Cronbach Alpha
- Type: Article
- Identifier: uj:6418 , http://hdl.handle.net/10210/124
- Description: The aim of this study was to develop and validate a questionnaire that measures the effectiveness of communication during organisational change interventions. A draft questionnaire was completed by a sample of convenience comprising 521 participants. The questionnaire contained 109 items in question format with a Likert-type response scale anchored at the extreme ends. The data was factor analysed and an iterative item analysis was executed. The results yielded a single scale with a Cronbach Alpha coefficient of 0,99. It is concluded, therefore, that the conceptualised domain of “communicating-for-change” could be measured successfully through the use of the instrument developed in this study.
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- Authors: Coetzee, CJH , Fourie, Linda , Roodt, Gert
- Date: 2002
- Subjects: Communicating for change , Organisational change , Change management , Change interventions , Likert-type response , Cronbach Alpha
- Type: Article
- Identifier: uj:6418 , http://hdl.handle.net/10210/124
- Description: The aim of this study was to develop and validate a questionnaire that measures the effectiveness of communication during organisational change interventions. A draft questionnaire was completed by a sample of convenience comprising 521 participants. The questionnaire contained 109 items in question format with a Likert-type response scale anchored at the extreme ends. The data was factor analysed and an iterative item analysis was executed. The results yielded a single scale with a Cronbach Alpha coefficient of 0,99. It is concluded, therefore, that the conceptualised domain of “communicating-for-change” could be measured successfully through the use of the instrument developed in this study.
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The Alignment between effective People Management, Business Strategy and Organisational Performance in the Banking and Insurance Sector
- Kock, Ruwayne, Roodt, Gert, Veldsman, Theo H
- Authors: Kock, Ruwayne , Roodt, Gert , Veldsman, Theo H
- Date: 2002
- Subjects: People management , Business strategy , Organisational performance , War of talent , Banking sector , Insurance sector , Effective people management
- Type: Article
- Identifier: uj:6417 , http://hdl.handle.net/10210/123
- Description: The aim of the study was to determine the nature of the alignment between people management effectiveness, business strategy and organisational performance within the banking and insurance sector in South Africa. From the field study, it was evident that the majorities of the participating companies fell short of people management best practices and were therefore unable to support their business strategies, which were in line with best practices. The organisational performance data was insufficient to determine the nature of the alignment between organizational performance, people management, and business strategy. The South African banking and insurance industry needs to realign their people management component to support the appropriate business strategy and to produce a desired level of organisational performance. A limitation of this study was the small sample size, which may have had some effect on the interpretation of the results. However, the sample represents a significant proportion of the South African banking and insurance sector. Although the magnitude and the direction of the relationships are still unclear, the opportunity exists for further longitudinal research.
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- Authors: Kock, Ruwayne , Roodt, Gert , Veldsman, Theo H
- Date: 2002
- Subjects: People management , Business strategy , Organisational performance , War of talent , Banking sector , Insurance sector , Effective people management
- Type: Article
- Identifier: uj:6417 , http://hdl.handle.net/10210/123
- Description: The aim of the study was to determine the nature of the alignment between people management effectiveness, business strategy and organisational performance within the banking and insurance sector in South Africa. From the field study, it was evident that the majorities of the participating companies fell short of people management best practices and were therefore unable to support their business strategies, which were in line with best practices. The organisational performance data was insufficient to determine the nature of the alignment between organizational performance, people management, and business strategy. The South African banking and insurance industry needs to realign their people management component to support the appropriate business strategy and to produce a desired level of organisational performance. A limitation of this study was the small sample size, which may have had some effect on the interpretation of the results. However, the sample represents a significant proportion of the South African banking and insurance sector. Although the magnitude and the direction of the relationships are still unclear, the opportunity exists for further longitudinal research.
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Measuring a customer intimacy culture in a value discipline context.
- Authors: Potgieter, A , Roodt, Gert
- Date: 2004
- Subjects: Customer intimacy , Value discipline , Culture , Measuring customer intimacy
- Type: Article
- Identifier: uj:6406 , http://hdl.handle.net/10210/118
- Description: The purpose of the study was to evaluate a questionnaire for the assessment of a customer intimacy culture in the value discipline context. The main survey was completed by using a convenience sample of permanent employees (N = 200) at line, middle and top management levels of an organisation in the entertainment industry. This sample was taken from staff on structured developmental paths, while attending scheduled training events. The 169 completed questionnaires that were returned were used for the final data analyses. Owing to the small sample size, an adapted procedure for first- and second-level factor analyses was used, followed by an iterative item analysis. The preliminary findings suggest that the questionnaire can be applied for assessing customer intimacy cultures.
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- Authors: Potgieter, A , Roodt, Gert
- Date: 2004
- Subjects: Customer intimacy , Value discipline , Culture , Measuring customer intimacy
- Type: Article
- Identifier: uj:6406 , http://hdl.handle.net/10210/118
- Description: The purpose of the study was to evaluate a questionnaire for the assessment of a customer intimacy culture in the value discipline context. The main survey was completed by using a convenience sample of permanent employees (N = 200) at line, middle and top management levels of an organisation in the entertainment industry. This sample was taken from staff on structured developmental paths, while attending scheduled training events. The 169 completed questionnaires that were returned were used for the final data analyses. Owing to the small sample size, an adapted procedure for first- and second-level factor analyses was used, followed by an iterative item analysis. The preliminary findings suggest that the questionnaire can be applied for assessing customer intimacy cultures.
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Organisational Inertia: Contrasting Results in Australia and South Africa
- Roodt, Gert, Kinnear, Carli, Erwee, Ronel
- Authors: Roodt, Gert , Kinnear, Carli , Erwee, Ronel
- Date: 2003
- Subjects: Organisational inertia , Cross-cultural equivalence , Organisational change , Organisational culture , Cross cultural research
- Type: Article
- Identifier: uj:6407 , http://hdl.handle.net/10210/119
- Description: This study investigates the similarities of scores on the Organisational Inertia Survey in executive samples in Australia and South Africa. The study builds on previous research on the metric qualities of the Organisational Inertia Survey and problems associated with assuming cross-cultural equivalence of measuring instruments. The sample for this study included a SA sample of 617 executives from different companies and 340 Australian executives from the Australian Institute of Management who participated in an Australian survey. The results show that a twofactor structure with a high internal consistency was extracted in the combined sample. The conclusion from further analyses is that significant differences exist in the obtained Organisational Inertia scores between Australian and South African examples and between male and female respondents.
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- Authors: Roodt, Gert , Kinnear, Carli , Erwee, Ronel
- Date: 2003
- Subjects: Organisational inertia , Cross-cultural equivalence , Organisational change , Organisational culture , Cross cultural research
- Type: Article
- Identifier: uj:6407 , http://hdl.handle.net/10210/119
- Description: This study investigates the similarities of scores on the Organisational Inertia Survey in executive samples in Australia and South Africa. The study builds on previous research on the metric qualities of the Organisational Inertia Survey and problems associated with assuming cross-cultural equivalence of measuring instruments. The sample for this study included a SA sample of 617 executives from different companies and 340 Australian executives from the Australian Institute of Management who participated in an Australian survey. The results show that a twofactor structure with a high internal consistency was extracted in the combined sample. The conclusion from further analyses is that significant differences exist in the obtained Organisational Inertia scores between Australian and South African examples and between male and female respondents.
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