Individualiteit, kollektiwiteit en lokus van beheer as mikroveranderslikes van diversiteit.
- Authors: Rieger, H.S. , Blignaut, C.J.H.
- Date: 2000
- Subjects: Locus of control , Individuality-collectivity Inventory
- Type: Article
- Identifier: uj:6520 , http://hdl.handle.net/10210/2719
- Description: Individuality, collectivity and locus of control as micro variables of diversity. The principal aim of the study was to construct an instrument to measure individuality and collectivity as micro variables of diversity in the South African context. The Individuality-collectivity Inventory was applied to 326 university students. A factor analysis on 80 items yielded two factors. These factors were interpreted as collectivity and individuality. The two scales were subjected to an item analysis and yielded reliability coefficients of 0,86 and 0,910. A secondary aim of the study was to determine whether any correlation exists between individuality, collectivity and locus of control. The two sub-scales of the Individuality-collectivity Inventory were correlated with the three sub-scales of the Locus of Control Inventory. Statistically significant positive correlations were found to exist between individuality, internal locus of control and autonomy. The implications of the findings on the management of diversity are discussed.
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Influence of higher order need strength and job characteristics on job performance.
- Authors: Blignaut, C.J.H. , Raubenheimer, I. van W.
- Date: 1975
- Subjects: Psychological value , Contemporary theories , Work motivation , Work satisfaction
- Type: Article
- Identifier: uj:6536 , http://hdl.handle.net/10210/2735
- Description: Contemporary theories of work motivation are classified according to (1) those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2) those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level) needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01) - a finding which favours category (1) theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found.
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