Die graad van werkbetrokkenheid: 'n bipolêre kontinuum?
- Roodt, G., Bester, C.L., Boshoff, A.B.
- Authors: Roodt, G. , Bester, C.L. , Boshoff, A.B.
- Date: 1994
- Subjects: Bipolar continuum , Work involvement
- Type: Article
- Identifier: uj:6393 , http://hdl.handle.net/10210/1135
- Description: The degree of work involvement: a bipolar continuum? In a motivational approach towards the degree of work involvement work alienation and work involvement were conceptualized as extreme poles of a continuum. Some theorists even suggested that the continuum should be extended towards extreme work involvement. This study empirically investigated the possibility to conceptualize the degree of work involvement as a bipolar continuum. Results of this study show that low work involvement is an indicator of work alienation and that high work involvement is an indicator of workaholism and type A behaviour. Further proof of a bipolar continuum resulted from a confirmatory factor analysis on the work involvement questionnaire, because some items loaded negatively and others positively on the same factor.
- Full Text:
- Authors: Roodt, G. , Bester, C.L. , Boshoff, A.B.
- Date: 1994
- Subjects: Bipolar continuum , Work involvement
- Type: Article
- Identifier: uj:6393 , http://hdl.handle.net/10210/1135
- Description: The degree of work involvement: a bipolar continuum? In a motivational approach towards the degree of work involvement work alienation and work involvement were conceptualized as extreme poles of a continuum. Some theorists even suggested that the continuum should be extended towards extreme work involvement. This study empirically investigated the possibility to conceptualize the degree of work involvement as a bipolar continuum. Results of this study show that low work involvement is an indicator of work alienation and that high work involvement is an indicator of workaholism and type A behaviour. Further proof of a bipolar continuum resulted from a confirmatory factor analysis on the work involvement questionnaire, because some items loaded negatively and others positively on the same factor.
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Die effek van intelligensie op die verhouding tussen lokus van kontrole en taakkompleksiteit.
- Authors: De Kock, F.G. , Roodt, G.
- Date: 1995
- Subjects: intelligence , Locus of control , Duttweiler's Internal Control Index , Raven's Advanced Progressive Matrices
- Type: Article
- Identifier: uj:6394 , http://hdl.handle.net/10210/1136
- Description: The effect of intelligence on the relationship between locus of control and task complexity. The aim of the study was to establish the effects of intelligence on the relationship between locus of control and task complexity. These constructs were selected by virtue of their importance in the literature, as well as the lack of empirical research regarding the assumed relationship which exists between them. The Human Sciences Research Council's (HSRC) General Scholastic Aptitude Test (ASAT) was used for measuring intelligence, Duttweiler's Internal Control Index (ICI) was used for determining locus of control and the Raven's Advanced Progressive Matrices (APM) was used as a criterion for coping with task complexity. These instruments were administered to 292 subjects to determine whether the relationship between locus of control and task complexity was effected when the effect of intelligence was controlled. The results indicated a significant relationship between locus of control and task complexity, however the relationship was no longer significant after the effect of intelligence was controlled.
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- Authors: De Kock, F.G. , Roodt, G.
- Date: 1995
- Subjects: intelligence , Locus of control , Duttweiler's Internal Control Index , Raven's Advanced Progressive Matrices
- Type: Article
- Identifier: uj:6394 , http://hdl.handle.net/10210/1136
- Description: The effect of intelligence on the relationship between locus of control and task complexity. The aim of the study was to establish the effects of intelligence on the relationship between locus of control and task complexity. These constructs were selected by virtue of their importance in the literature, as well as the lack of empirical research regarding the assumed relationship which exists between them. The Human Sciences Research Council's (HSRC) General Scholastic Aptitude Test (ASAT) was used for measuring intelligence, Duttweiler's Internal Control Index (ICI) was used for determining locus of control and the Raven's Advanced Progressive Matrices (APM) was used as a criterion for coping with task complexity. These instruments were administered to 292 subjects to determine whether the relationship between locus of control and task complexity was effected when the effect of intelligence was controlled. The results indicated a significant relationship between locus of control and task complexity, however the relationship was no longer significant after the effect of intelligence was controlled.
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Aanpassing en evaluering van die Litwin en Stringerklimaatmetingsvraelys.
- Authors: Dippenaar, H. , Roodt, G.
- Date: 1996
- Subjects: Litwin , Stringer , Organisational climate , Job ownership considerations
- Type: Article
- Identifier: uj:6294 , http://hdl.handle.net/10210/1043
- Description: Adapting and evaluating the Litwin and Stringer organisational climate questionnaire. In an attempt to satisfy the need which exists for scientifically justified climate questionnaires, the climate questionnaire of Litwin and Stringer (1968) was adapted and evaluated in this study. The questionnaire was administered to 122 managers in a financial institution. First and second order factor analyses were performed on the items of the questionnaire. Two factors of organisation climate were identified, viz. motivational -relationship considerations and uncertainty - job ownership considerations. The implications of the findings are discussed.
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- Authors: Dippenaar, H. , Roodt, G.
- Date: 1996
- Subjects: Litwin , Stringer , Organisational climate , Job ownership considerations
- Type: Article
- Identifier: uj:6294 , http://hdl.handle.net/10210/1043
- Description: Adapting and evaluating the Litwin and Stringer organisational climate questionnaire. In an attempt to satisfy the need which exists for scientifically justified climate questionnaires, the climate questionnaire of Litwin and Stringer (1968) was adapted and evaluated in this study. The questionnaire was administered to 122 managers in a financial institution. First and second order factor analyses were performed on the items of the questionnaire. Two factors of organisation climate were identified, viz. motivational -relationship considerations and uncertainty - job ownership considerations. The implications of the findings are discussed.
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Die verband tussen angs en prestasie in takseersentrumdimensies.
- Authors: Ehlers, E.J. , Roodt, G.
- Date: 1996
- Subjects: Anxiety , Performance , Assessment centre dimensions
- Type: Article
- Identifier: uj:6295 , http://hdl.handle.net/10210/1044
- Description: The relationship between anxiety and performance in assessment centre dimensions. This study is aimed at determining whether there is a relationship between Anxiety (Tension and Anxiety), as measured by the Sixteen Personality Factor Questionnaire, and performance in assessment centre dimensions. The data set was collected from 145 white male candidates on entry and middle management level in an auditing firm in Gauteng. Ages of candidates varied from 24 to 35 years (x = 27,52; sd = 6,33). By using regression analyses it was found that Tension and Anxiety mainly show a negative relationship with the so-called interpersonal behaviour dimensions, such as Perseverance, Eogical and persuasive reasoning ability, and Perceived leadership image. The multiple analyses of variance (MANOVAS) for the low, middle and high tension groups and low, middle and high anxiety groups revealed no statistically significant differences in respect of the assessment centre dimensions as a whole. Implications of the findings are discussed in the article.
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- Authors: Ehlers, E.J. , Roodt, G.
- Date: 1996
- Subjects: Anxiety , Performance , Assessment centre dimensions
- Type: Article
- Identifier: uj:6295 , http://hdl.handle.net/10210/1044
- Description: The relationship between anxiety and performance in assessment centre dimensions. This study is aimed at determining whether there is a relationship between Anxiety (Tension and Anxiety), as measured by the Sixteen Personality Factor Questionnaire, and performance in assessment centre dimensions. The data set was collected from 145 white male candidates on entry and middle management level in an auditing firm in Gauteng. Ages of candidates varied from 24 to 35 years (x = 27,52; sd = 6,33). By using regression analyses it was found that Tension and Anxiety mainly show a negative relationship with the so-called interpersonal behaviour dimensions, such as Perseverance, Eogical and persuasive reasoning ability, and Perceived leadership image. The multiple analyses of variance (MANOVAS) for the low, middle and high tension groups and low, middle and high anxiety groups revealed no statistically significant differences in respect of the assessment centre dimensions as a whole. Implications of the findings are discussed in the article.
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Deelnemende bestuur as 'n funksie van bestuurders se selfkonsep en mensbeskouing.
- Visser, W.P., Roodt, G., Schepers, J.M.
- Authors: Visser, W.P. , Roodt, G. , Schepers, J.M.
- Date: 1997
- Subjects: Participative management , Person's perception , Work attitude
- Type: Article
- Identifier: uj:6297 , http://hdl.handle.net/10210/1046
- Description: Participative management as a function of managers’ self concept and perception of others. The literature indicates a lack of research concerning individual attributes which may predispose an individual towards participative management. In this study the relationship between two such attributes was investigated, namely self concept and perception of others, on the one hand, and propensity for participative management, on the other hand. An instrument, based on McGregor’s theory, was developed to measure perception of others in the work context. Through factor analysis two factors were extracted which respectively measure intrinsic and extrinsic aspects of a person’s perception of others’ attitudes towards work. A random sample taken from 233 supervisors of a public utility yielded 196 usable questionnaires. A significant relationship was found between self concept and perception of others on the one hand, and propensity for participate management on the other hand, using canonical correlation (r=0,601: p<0,01). The finding provides support for McGregor’s theory that a positive view of others leads towards a participative management style.
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- Authors: Visser, W.P. , Roodt, G. , Schepers, J.M.
- Date: 1997
- Subjects: Participative management , Person's perception , Work attitude
- Type: Article
- Identifier: uj:6297 , http://hdl.handle.net/10210/1046
- Description: Participative management as a function of managers’ self concept and perception of others. The literature indicates a lack of research concerning individual attributes which may predispose an individual towards participative management. In this study the relationship between two such attributes was investigated, namely self concept and perception of others, on the one hand, and propensity for participative management, on the other hand. An instrument, based on McGregor’s theory, was developed to measure perception of others in the work context. Through factor analysis two factors were extracted which respectively measure intrinsic and extrinsic aspects of a person’s perception of others’ attitudes towards work. A random sample taken from 233 supervisors of a public utility yielded 196 usable questionnaires. A significant relationship was found between self concept and perception of others on the one hand, and propensity for participate management on the other hand, using canonical correlation (r=0,601: p<0,01). The finding provides support for McGregor’s theory that a positive view of others leads towards a participative management style.
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Die koste van vrywillige, beheerbare arbeidsomset
- Authors: Roodt, G. , Bothma, F.C.
- Date: 1997
- Subjects: Labour turnover , Controllable , Non-controllable , Labour turnover costs
- Type: Article
- Identifier: uj:6503 , http://hdl.handle.net/10210/2702
- Description: The cost of voluntary, controllable labour turnover. Labour turnover for individuals can be classified as voluntary or non-voluntary, whereas labour turnover in organisations can be categorised as controllable or non-controllable. Data on total labour turnover in a particular service organisation indicated the existence of a possible problem. Voluntary, controllable labour turnover between 1 January 1988 and 31 March 1991 for technicians only within this particular organisation was closely scrutinised by calculating the direct recruitment, training, and separation costs for this period. The replacement costs of the technical population alone (N = 1594) for the last-mentioned period were approximately R94 million and could possibly increase to as high as R470 million if the hidden costs are also considered. If these costs are projected to the period 1980-1991 in which there were 60284 voluntary leavers, the total labour turnover costs for this organisation could be astronomical. It is clear from the above that preventative strategies by management could reduce the negative consequences of labour turnover and improve the prospects of a positive outcome.
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- Authors: Roodt, G. , Bothma, F.C.
- Date: 1997
- Subjects: Labour turnover , Controllable , Non-controllable , Labour turnover costs
- Type: Article
- Identifier: uj:6503 , http://hdl.handle.net/10210/2702
- Description: The cost of voluntary, controllable labour turnover. Labour turnover for individuals can be classified as voluntary or non-voluntary, whereas labour turnover in organisations can be categorised as controllable or non-controllable. Data on total labour turnover in a particular service organisation indicated the existence of a possible problem. Voluntary, controllable labour turnover between 1 January 1988 and 31 March 1991 for technicians only within this particular organisation was closely scrutinised by calculating the direct recruitment, training, and separation costs for this period. The replacement costs of the technical population alone (N = 1594) for the last-mentioned period were approximately R94 million and could possibly increase to as high as R470 million if the hidden costs are also considered. If these costs are projected to the period 1980-1991 in which there were 60284 voluntary leavers, the total labour turnover costs for this organisation could be astronomical. It is clear from the above that preventative strategies by management could reduce the negative consequences of labour turnover and improve the prospects of a positive outcome.
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Theoretical and empirical linkages between work-related commitment foci.
- Authors: Roodt, G.
- Date: 1997
- Subjects: Work-related foci , Work-related alienation , Commitment , Workaholsim , Organisational related involvement , Union commitment
- Type: Article
- Identifier: uj:6296 , http://hdl.handle.net/10210/1045
- Description: No study has been reported thus far in the commitment literature which clarifies the relationship between six workrelated foci on a comparable theoretical basis. Such a comparison was made possible by the development of six instruments to operationalise involvement, commitment towards work, job, occupation, career, union and school as cognitive predispositions. A random, proportionally stratified sample of 510 teachers was drawn from 184 schools and a population of 4166 teachers from a previous provincial department of education. Only 279 of the 385 usuable questionnaires were fully completed and used for final analysis. A second-order factor analysis yielded four factors which explain about 66 of the total variance. These factors named "workaholism", "organisational-related involvement, commitment", "union commitment", and "work-related alienation" seem to be relative independent factors. No support for the existence of six separate foci could be found.
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- Authors: Roodt, G.
- Date: 1997
- Subjects: Work-related foci , Work-related alienation , Commitment , Workaholsim , Organisational related involvement , Union commitment
- Type: Article
- Identifier: uj:6296 , http://hdl.handle.net/10210/1045
- Description: No study has been reported thus far in the commitment literature which clarifies the relationship between six workrelated foci on a comparable theoretical basis. Such a comparison was made possible by the development of six instruments to operationalise involvement, commitment towards work, job, occupation, career, union and school as cognitive predispositions. A random, proportionally stratified sample of 510 teachers was drawn from 184 schools and a population of 4166 teachers from a previous provincial department of education. Only 279 of the 385 usuable questionnaires were fully completed and used for final analysis. A second-order factor analysis yielded four factors which explain about 66 of the total variance. These factors named "workaholism", "organisational-related involvement, commitment", "union commitment", and "work-related alienation" seem to be relative independent factors. No support for the existence of six separate foci could be found.
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Corporate culture and participation: independent constructs?
- Authors: Odendaal, A. , Roodt, G.
- Date: 1998
- Subjects: Participative management , Corporate culture , Organisational climate
- Type: Article
- Identifier: uj:6300 , http://hdl.handle.net/10210/1049
- Description: The objective of this study was to determine whether participative management and corporate culture are mutually exclusive (independent) concepts. The Human Sciences Research Council (HSRC) used an organisational climate and culture questionnaire and applied it to the test sample of 2 357 personnel from a population of 23 564 people working for a paramilitary organisation. The data set of the HSRC was used for the purpose of this study. A panel of experts identified the items in the questionnaire which related to participation according to predetermined criteria and the remaining items were applicable to corporate culture. The results of the factor and item analyses indicate that participative management and corporate culture, as perceived by workers and management, were interrelated and were not independent concepts as conceptualised by the experts.
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- Authors: Odendaal, A. , Roodt, G.
- Date: 1998
- Subjects: Participative management , Corporate culture , Organisational climate
- Type: Article
- Identifier: uj:6300 , http://hdl.handle.net/10210/1049
- Description: The objective of this study was to determine whether participative management and corporate culture are mutually exclusive (independent) concepts. The Human Sciences Research Council (HSRC) used an organisational climate and culture questionnaire and applied it to the test sample of 2 357 personnel from a population of 23 564 people working for a paramilitary organisation. The data set of the HSRC was used for the purpose of this study. A panel of experts identified the items in the questionnaire which related to participation according to predetermined criteria and the remaining items were applicable to corporate culture. The results of the factor and item analyses indicate that participative management and corporate culture, as perceived by workers and management, were interrelated and were not independent concepts as conceptualised by the experts.
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Die verband tussen werknemers se houdings jeens regstellende aksie en hul werksbetrokkenheid: 'n Eksploratiewe studie.
- Authors: Müller, S.M. , Roodt, G.
- Date: 1998
- Subjects: Employees attitude , Affirmative action , Work involvement
- Type: Article
- Identifier: uj:6299 , http://hdl.handle.net/10210/1048
- Description: The relationship between employees' attitudes toward affirmative action and their work involvement: an explorative study. The principal aim of the study was to determine whether or not employee's attitude towards affirmative action bears any relation to their work involvement. A random sample of 600 participants taken from a large insurance company yielded 138 usable questionnaires. Although intercorrelations between attitude towards affirmative action and four work-related involvement foci produced no significant relation, chi square analyses did indicate the possibility of employee's attitude towards affirmative action and their work involvement being moderated by their gender and home language. Subsequently, the implications of these findings are discussed.
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- Authors: Müller, S.M. , Roodt, G.
- Date: 1998
- Subjects: Employees attitude , Affirmative action , Work involvement
- Type: Article
- Identifier: uj:6299 , http://hdl.handle.net/10210/1048
- Description: The relationship between employees' attitudes toward affirmative action and their work involvement: an explorative study. The principal aim of the study was to determine whether or not employee's attitude towards affirmative action bears any relation to their work involvement. A random sample of 600 participants taken from a large insurance company yielded 138 usable questionnaires. Although intercorrelations between attitude towards affirmative action and four work-related involvement foci produced no significant relation, chi square analyses did indicate the possibility of employee's attitude towards affirmative action and their work involvement being moderated by their gender and home language. Subsequently, the implications of these findings are discussed.
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The development of an instrument for measuring organisational inertia.
- Authors: Kinnear, C. , Roodt, G.
- Date: 1998
- Subjects: Organisational inertia , One-dimensional construct
- Type: Article
- Identifier: uj:6298 , http://hdl.handle.net/10210/1047
- Description: This study had a dual purpose: firstly, to integrate the wide variety of seemingly diverse theoretical perspectives of various theorists with respect to organisational inertia into a single umbrella theoretical model. Secondly, to develop a measuring instrument that is based on the aforesaid theoretical model. The instrument was completed by 617 respondents in various industrial sectors undergoing transformation. Responses obtained on the 109 items were then subjected to a factor analysis and the two scales obtained were subjected to further iterative item analyses. Results indicate that organisational inertia is a one-dimensional construct. The implications of these findings are further discussed.
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- Authors: Kinnear, C. , Roodt, G.
- Date: 1998
- Subjects: Organisational inertia , One-dimensional construct
- Type: Article
- Identifier: uj:6298 , http://hdl.handle.net/10210/1047
- Description: This study had a dual purpose: firstly, to integrate the wide variety of seemingly diverse theoretical perspectives of various theorists with respect to organisational inertia into a single umbrella theoretical model. Secondly, to develop a measuring instrument that is based on the aforesaid theoretical model. The instrument was completed by 617 respondents in various industrial sectors undergoing transformation. Responses obtained on the 109 items were then subjected to a factor analysis and the two scales obtained were subjected to further iterative item analyses. Results indicate that organisational inertia is a one-dimensional construct. The implications of these findings are further discussed.
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Collective learning behaviour as a function of an individual's propensity for participative management and tolerance for ambiquity.
- Meyer, G., Schmidt, C., Roodt, G.
- Authors: Meyer, G. , Schmidt, C. , Roodt, G.
- Date: 1999
- Subjects: Participative management , Tolerance , Collective learning
- Type: Article
- Identifier: uj:6302 , http://hdl.handle.net/10210/1050
- Description: In this study the relationship between propensity for participative management and tolerance for ambiguity on the one hand, and collective learning behaviours - a particular form of participation - was examined. Three questionnaires measuring these constructs were administered on a sample of 283 employees in a financial services institution. A second order factor analysis yielded two second order factors for propensity for participation, one for tolerance for ambiguity, and three for collective learning behaviours. The three factors for collective learning behaviours served as dependent variables during a multiple regression analysis. Two statistically significant correlations were obtained during a canonical correlation procedure. The findings confirm that there is a statistically significant relationship between propensity for participation and tolerance for ambiguity on the one hand, and collective learning behaviours. The findings and implications are discussed.
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- Authors: Meyer, G. , Schmidt, C. , Roodt, G.
- Date: 1999
- Subjects: Participative management , Tolerance , Collective learning
- Type: Article
- Identifier: uj:6302 , http://hdl.handle.net/10210/1050
- Description: In this study the relationship between propensity for participative management and tolerance for ambiguity on the one hand, and collective learning behaviours - a particular form of participation - was examined. Three questionnaires measuring these constructs were administered on a sample of 283 employees in a financial services institution. A second order factor analysis yielded two second order factors for propensity for participation, one for tolerance for ambiguity, and three for collective learning behaviours. The three factors for collective learning behaviours served as dependent variables during a multiple regression analysis. Two statistically significant correlations were obtained during a canonical correlation procedure. The findings confirm that there is a statistically significant relationship between propensity for participation and tolerance for ambiguity on the one hand, and collective learning behaviours. The findings and implications are discussed.
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Itemformaat, differensiële itemskeefheid en die faktorstruktuur van 'n selfvoltooiingsvraelys.
- Swart, C., Roodt, G., Schepers, J.M.
- Authors: Swart, C. , Roodt, G. , Schepers, J.M.
- Date: 1999
- Subjects: Work values , Skewness
- Type: Article
- Identifier: uj:6303 , http://hdl.handle.net/10210/1051
- Description: The purpose of this study was twofold: Firstly an existing Workvalues questionnaire was evaluated against criteria for test construction; and secondly the role of differential item skewness in the groups of second order factors, within this Workvalues questionnaire, was empirically investigated. The existing data of the Workvalues questionnaire, consisting of 110 items on a random sample of 8000 respondents, within a financial institution, was used for the empirical analysis. A First- and second order factor analysis was done on the items of the 2099 complete questionnaires. Three clearly differentiated second order factors with seemingly acceptable internal consistencies were identified. The results indicated that the items of the first second order factor, grouped together on the base of differential skewness. The items of the second and third scale were less skew and could be interpreted.
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- Authors: Swart, C. , Roodt, G. , Schepers, J.M.
- Date: 1999
- Subjects: Work values , Skewness
- Type: Article
- Identifier: uj:6303 , http://hdl.handle.net/10210/1051
- Description: The purpose of this study was twofold: Firstly an existing Workvalues questionnaire was evaluated against criteria for test construction; and secondly the role of differential item skewness in the groups of second order factors, within this Workvalues questionnaire, was empirically investigated. The existing data of the Workvalues questionnaire, consisting of 110 items on a random sample of 8000 respondents, within a financial institution, was used for the empirical analysis. A First- and second order factor analysis was done on the items of the 2099 complete questionnaires. Three clearly differentiated second order factors with seemingly acceptable internal consistencies were identified. The results indicated that the items of the first second order factor, grouped together on the base of differential skewness. The items of the second and third scale were less skew and could be interpreted.
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Variability in multi-rater competency assessments.
- Authors: Theron, D. , Roodt, G.
- Date: 1999
- Subjects: Mutli-rater competency , Flat organisational structure
- Type: Article
- Identifier: uj:6304 , http://hdl.handle.net/10210/1052
- Description: The purpose of this study was to determine if significant differences exist between the multi-rater competency evaluations of employees operating within a flat organisational structure. Sixty-eight marketing employees were each evaluated by a number of raters including themselves, their managers, customers and peers. A competency questionnaire was developed by using the input of the employees who took part in the appraisal. Using paired t- tests significant differences between the various groups of raters were found. These findings and the implications thereof are discussed.
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- Authors: Theron, D. , Roodt, G.
- Date: 1999
- Subjects: Mutli-rater competency , Flat organisational structure
- Type: Article
- Identifier: uj:6304 , http://hdl.handle.net/10210/1052
- Description: The purpose of this study was to determine if significant differences exist between the multi-rater competency evaluations of employees operating within a flat organisational structure. Sixty-eight marketing employees were each evaluated by a number of raters including themselves, their managers, customers and peers. A competency questionnaire was developed by using the input of the employees who took part in the appraisal. Using paired t- tests significant differences between the various groups of raters were found. These findings and the implications thereof are discussed.
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Die meting van neurolinguistiese programmering se verteenwoordigende stelsels: 'n eksploratiewe studie.
- Bester, P.C., Nainaar, K., Roodt, G.
- Authors: Bester, P.C. , Nainaar, K. , Roodt, G.
- Date: 2000
- Subjects: Neurolinguistic programming , Sensory Modalities
- Type: Article
- Identifier: uj:6305 , http://hdl.handle.net/10210/1053
- Description: The measurement of neurolinguistic programming's representative systems: an Exploratory study. An overview of Psychology literature indicates that various authors have agreed upon the existence of Neurolinguistic Programming's (NLP) representative systems. Until recently, no study has been reported in the literature that offers a comprehensive measuring instrument for these constructs. The principal aim of this study was to determine the desirability of measuring NLPs representative systems with a comprehensive normative questionnaire. Three theoretical constructs were hypothesized and a "Questionnaire on Sensory Modalities" consisting of 84 items was developed. This questionnaire was administered to students (N=338) from three different tertiary institutions. A second factor analysis on the 18 subscores of a first factor analysis, yielded two factors that did not reflect the three representative systems. The implications of these findings are discussed. , Complies with the rights as specified by the publisher: http://www.sajip.co.za/ & Copyright University of Johannesburg
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- Authors: Bester, P.C. , Nainaar, K. , Roodt, G.
- Date: 2000
- Subjects: Neurolinguistic programming , Sensory Modalities
- Type: Article
- Identifier: uj:6305 , http://hdl.handle.net/10210/1053
- Description: The measurement of neurolinguistic programming's representative systems: an Exploratory study. An overview of Psychology literature indicates that various authors have agreed upon the existence of Neurolinguistic Programming's (NLP) representative systems. Until recently, no study has been reported in the literature that offers a comprehensive measuring instrument for these constructs. The principal aim of this study was to determine the desirability of measuring NLPs representative systems with a comprehensive normative questionnaire. Three theoretical constructs were hypothesized and a "Questionnaire on Sensory Modalities" consisting of 84 items was developed. This questionnaire was administered to students (N=338) from three different tertiary institutions. A second factor analysis on the 18 subscores of a first factor analysis, yielded two factors that did not reflect the three representative systems. The implications of these findings are discussed. , Complies with the rights as specified by the publisher: http://www.sajip.co.za/ & Copyright University of Johannesburg
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Mental models as moderating variable in 360 degree competency assessments.
- Authors: Theron, D. , Roodt, G.
- Date: 2000
- Subjects: Mental models , Raterroups
- Type: Article
- Identifier: uj:6377 , http://hdl.handle.net/10210/1120
- Description: The purpose of this study is to determine whether raterroups have different mental models regarding the construct that is being assessed. Sixty-eight marketing employees, working in the petro-chemical industry, were evaluated by themselves, their managers, customers and peers. The performance dimensions included in the Marketing Competency Questionnaire (MCQ) were generated on a consensus basis between representatives of the different rater-groups in an attempt to improve the inter-rater reliabilities of the questionnaire. Item scores were inter-correlated and simplified factor scores were compiled for each of the rater-groups. These simplified factor scores were again intercorrelated and single factors with high internal consistencies for each rater-group were obtained. An inter-battery factor analysis between these factors yielded a single factor with different factor loads from the various rater-groups' factors. The implications for these findings are further discussed.
- Full Text:
- Authors: Theron, D. , Roodt, G.
- Date: 2000
- Subjects: Mental models , Raterroups
- Type: Article
- Identifier: uj:6377 , http://hdl.handle.net/10210/1120
- Description: The purpose of this study is to determine whether raterroups have different mental models regarding the construct that is being assessed. Sixty-eight marketing employees, working in the petro-chemical industry, were evaluated by themselves, their managers, customers and peers. The performance dimensions included in the Marketing Competency Questionnaire (MCQ) were generated on a consensus basis between representatives of the different rater-groups in an attempt to improve the inter-rater reliabilities of the questionnaire. Item scores were inter-correlated and simplified factor scores were compiled for each of the rater-groups. These simplified factor scores were again intercorrelated and single factors with high internal consistencies for each rater-group were obtained. An inter-battery factor analysis between these factors yielded a single factor with different factor loads from the various rater-groups' factors. The implications for these findings are further discussed.
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An evaluation of the 360 degree project management competency questionnaire.
- Authors: Theron, D. , Roodt, G.
- Date: 2001
- Subjects: 360 Degree Project Management Competency , T-tests
- Type: Article
- Identifier: uj:6309 , http://hdl.handle.net/10210/1057
- Description: The primary purpose of this study was to evaluate a 360º project management competency questionnaire relevant to a chemical engineering environment. The competency questionnaire was developed using the input of the employees who took part in the appraisal. The secondary purpose of this study was to determine if significant differences existed between the multi-rater competency evaluations of different rater groups. Eighty technically qualified employees within a technology development environment were each evaluated by a number of raters, including themselves, their managers, customers and peers. In the case of both the Importance and the Performance Scales, single factors were extracted with internal reliabilities of 0,943 and 0,941 respectively. No significant differences were obtained on paired t-tests between the various rater groups. These findings and their implications are further discussed.
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- Authors: Theron, D. , Roodt, G.
- Date: 2001
- Subjects: 360 Degree Project Management Competency , T-tests
- Type: Article
- Identifier: uj:6309 , http://hdl.handle.net/10210/1057
- Description: The primary purpose of this study was to evaluate a 360º project management competency questionnaire relevant to a chemical engineering environment. The competency questionnaire was developed using the input of the employees who took part in the appraisal. The secondary purpose of this study was to determine if significant differences existed between the multi-rater competency evaluations of different rater groups. Eighty technically qualified employees within a technology development environment were each evaluated by a number of raters, including themselves, their managers, customers and peers. In the case of both the Importance and the Performance Scales, single factors were extracted with internal reliabilities of 0,943 and 0,941 respectively. No significant differences were obtained on paired t-tests between the various rater groups. These findings and their implications are further discussed.
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Cross-cultural equivalence of the Organisational Culture Survey in Australia.
- Erwee, R., Lynch, B., Smith, D., Roodt, G.
- Authors: Erwee, R. , Lynch, B. , Smith, D. , Roodt, G.
- Date: 2001
- Subjects: Cross cultural , Organisational culture
- Type: Article
- Identifier: uj:6307 , http://hdl.handle.net/10210/1055
- Description: The aim of this study is to assess whether the cross-cultural equivalence of the Organisational Culture Survey (OCS) persist in an Australian context. The nature of the instrument is presented which includes a clear statement of its South African origin and its’ place within a logical positivist paradigm. The sample consisted of 326 respondents from a population of managers of the Australian Institute of Management. This study confirms the instrument’s validity and internal consistency within an Australian context, but that further research is required into the functional and conceptual equivalence of the survey items and dimensions underpinning the items to conclusively establish its utility. Finally, aspects of the ‘organisational culture’ construct underlying the survey need revision given recent trends in related systems, complexity and chaos theories.
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- Authors: Erwee, R. , Lynch, B. , Smith, D. , Roodt, G.
- Date: 2001
- Subjects: Cross cultural , Organisational culture
- Type: Article
- Identifier: uj:6307 , http://hdl.handle.net/10210/1055
- Description: The aim of this study is to assess whether the cross-cultural equivalence of the Organisational Culture Survey (OCS) persist in an Australian context. The nature of the instrument is presented which includes a clear statement of its South African origin and its’ place within a logical positivist paradigm. The sample consisted of 326 respondents from a population of managers of the Australian Institute of Management. This study confirms the instrument’s validity and internal consistency within an Australian context, but that further research is required into the functional and conceptual equivalence of the survey items and dimensions underpinning the items to conclusively establish its utility. Finally, aspects of the ‘organisational culture’ construct underlying the survey need revision given recent trends in related systems, complexity and chaos theories.
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Die teenswoordige en toekomstige rolle van bedryfsielkundiges in Suid-Afrika.
- Authors: Pienaar, Y. , Roodt, G.
- Date: 2001
- Subjects: Industrial Psychologists , Political environment , Technological environment , Economical environment , Future roles , Changing society
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/364507 , uj:6310 , http://hdl.handle.net/10210/1058
- Description: The current and future roles of industrial psychologists in South Africa. Given the challenges that the dynamics of a changing political, economical, technological environment and a changing society set for the industrial psychologist, the objective of this study was to investigate the roles of industrial psychologists in South Africa. The opinions of 115 registered industrial psychologists in South Africa out of a population of 785 were polled. This was done in terms of the current and future roles, key skills required for each specific role, quality requirements of the client, as well as training requirements in order to fulfil these roles successfully. The change in emphasis in these mentioned aspects between current and future roles is explored in more detail.
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- Authors: Pienaar, Y. , Roodt, G.
- Date: 2001
- Subjects: Industrial Psychologists , Political environment , Technological environment , Economical environment , Future roles , Changing society
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/364507 , uj:6310 , http://hdl.handle.net/10210/1058
- Description: The current and future roles of industrial psychologists in South Africa. Given the challenges that the dynamics of a changing political, economical, technological environment and a changing society set for the industrial psychologist, the objective of this study was to investigate the roles of industrial psychologists in South Africa. The opinions of 115 registered industrial psychologists in South Africa out of a population of 785 were polled. This was done in terms of the current and future roles, key skills required for each specific role, quality requirements of the client, as well as training requirements in order to fulfil these roles successfully. The change in emphasis in these mentioned aspects between current and future roles is explored in more detail.
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Measurement of organisational inertia: Portability of a South African scale in an Australian context.
- Roodt, G., Kinnear, C., Erwee, R., Smith, D., Lynch, B., Millett, B.
- Authors: Roodt, G. , Kinnear, C. , Erwee, R. , Smith, D. , Lynch, B. , Millett, B.
- Date: 2001
- Subjects: Organisational inertia , Cross-cultural equivalence
- Type: Article
- Identifier: uj:6502 , http://hdl.handle.net/10210/2701
- Description: This research investigates whether the metric qualities of the South African Organisational Inertia Scale have cross-cultural equivalence in the Australian context. The underlying theoretical model and research in South Africa is discussed and problems associated with assuming cross-cultural equivalence of measuring instruments are noted. A sample of convenience of 340 participants, constituted from different populations, participated in this investigation. A single factor with a high internal consistency was extracted in contrast to the South African results of two factors with high internal consistencies.
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- Authors: Roodt, G. , Kinnear, C. , Erwee, R. , Smith, D. , Lynch, B. , Millett, B.
- Date: 2001
- Subjects: Organisational inertia , Cross-cultural equivalence
- Type: Article
- Identifier: uj:6502 , http://hdl.handle.net/10210/2701
- Description: This research investigates whether the metric qualities of the South African Organisational Inertia Scale have cross-cultural equivalence in the Australian context. The underlying theoretical model and research in South Africa is discussed and problems associated with assuming cross-cultural equivalence of measuring instruments are noted. A sample of convenience of 340 participants, constituted from different populations, participated in this investigation. A single factor with a high internal consistency was extracted in contrast to the South African results of two factors with high internal consistencies.
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The predictive validity of the APIL-B in a financial institution.
- Lopes, A., Roodt, G., Mauer, R.
- Authors: Lopes, A. , Roodt, G. , Mauer, R.
- Date: 2001
- Subjects: Job success , APIL test Battery
- Type: Article
- Identifier: uj:6308 , http://hdl.handle.net/10210/1056
- Description: The purpose of this study was to assess the predictive validity of the APIL test battery, designed to identify learning potential. A sample of 235 successful job applicants completed the APIL Battery and the scores obtained were compared with a set of job success ratings provided by their direct managers. The predictive validity and the use of this psychometric device were assessed within the broad context of the provisions of the Employment Equity Act (55 of 1998), and the manner in which the information about an employee is to be used. The findings are generally positive and their implications are discussed below.
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- Authors: Lopes, A. , Roodt, G. , Mauer, R.
- Date: 2001
- Subjects: Job success , APIL test Battery
- Type: Article
- Identifier: uj:6308 , http://hdl.handle.net/10210/1056
- Description: The purpose of this study was to assess the predictive validity of the APIL test battery, designed to identify learning potential. A sample of 235 successful job applicants completed the APIL Battery and the scores obtained were compared with a set of job success ratings provided by their direct managers. The predictive validity and the use of this psychometric device were assessed within the broad context of the provisions of the Employment Equity Act (55 of 1998), and the manner in which the information about an employee is to be used. The findings are generally positive and their implications are discussed below.
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