'n Kontekstuele teorie van entrepreneurskap.
- Authors: Crous, F. , Roodt, G.
- Date: 2004
- Subjects: Entrepreneurship , Entrepreneurial behaviour
- Type: Article
- Identifier: uj:6322 , http://hdl.handle.net/10210/1069
- Description: A contextual theory of entrepreneurship. Industrial psychologists studying the domain of entrepreneurship tend to focus on the independent variables that predispose entrepreneurial behaviour. The challenge, therefore, was to give expression to the nature of entrepreneurship (as dependant variable) from an industrial psychological perspective. This was done by means of the development of a contextual theory of entrepreneurship. Firstly, the fundamental actions were identified that would give expression to the contextual process of entrepreneurship, after which form was given to its structure. This structure was utilised putting in place a typology of entrepreneurship. The geometric characteristics of the structure were explained. Possibilities for application as well as directions for entrepreneurship development, suggested by the theory were discussed.
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A normative instrument for assessing the mentoring role.
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: Normative instrument , Cronbach alpha
- Type: Article
- Identifier: uj:6380 , http://hdl.handle.net/10210/1123
- Description: The objective of this study is to develop a normative instrument for assessing the mentoring role in the South African context. The sampling frame for the study constituted the 1200 employees of a division of a large transport organisation. A convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). First and second level factor analyses, followed by an iterative item analysis on the scale of 26 items, yielded a seemingly robust scale with a Cronbach alpha of 0,97. The psychometric properties of the scale are further discussed.
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A psychometric approach to supervisory competency assessment.
- Authors: Vorster, A. , Roodt, G.
- Date: 2003
- Subjects: Importance scale , Performance scale , Psychometric approach
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/388771 , uj:6319 , http://hdl.handle.net/10210/1066
- Description: The primary purpose of this study was to evaluate the possibility of using a psychometric approach for assessing supervisory competencies relevant to the mining and refining environment. The competency questionnaire was developed using supervisory roles and registered supervisory unit standards from the United Kingdom (UK), as no registered unit standards exist in South Africa. Twenty-four supervisors from three departments (Production, Engineering and Laboratory) were evaluated by 125 raters; besides by themselves, also by their managers, peers, customers and their sub-ordinates. Based on difference scores derived from the Importance and Performance scales, a single factor was extracted with an internal reliability of 0,965. No statistical significant differences were obtained (ANOVA’s, t-test and F-statistics) between groups based on biographical variables or between rater groups. The findings and their implications are further discussed.
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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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An assessment of bias and fairness of the culture assessment instrument.
- Authors: Nkosi, T.J. , Roodt, G.
- Date: 2004
- Subjects: Culture Assessment Instrument
- Type: Article
- Identifier: uj:6602 , http://hdl.handle.net/10210/955
- Description: The aim of this study was to investigate the bias and fairness of the Culture Assessment Instrument (CAI), that is, to assess whether the mean culture scores of different groups (race, gender, age and language) discriminate on a total score and an item level. The sample consisted of 4066 respondents from five different companies, originating from various industries. The scores of the 56 CAI-items were factor analysed on two levels, followed by an iterative item analyses. Significant differences between race and language mean scores were identified on a total score and item level. Where differences on an item level were detected, such item-wordings were scrutinized to ensure that they were fair, non-prejudiced and not stereotyping any group. Based on these findings, it was concluded that the CAI in its current form is not biased against any particular group and is therefore fair.
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An evaluation of response scale formats of the culture assessment instrument.
- Authors: Smith, S.A. , Roodt, G.
- Date: 2003
- Subjects: Culture Assessment Instrument , Cronbach Alpha
- Type: Article
- Identifier: uj:6600 , http://hdl.handle.net/10210/953
- Description: The aim of the study was to investigate which response scale, of the four, five, or six-point response scales would yield the best metric properties on the Culture Assessment Instrument. This was achieved by utilising data sets where the respective scales were used. The subjects included participants of various organisations, ages, educational levels, language and gender groups. No one scale could be identified as having the better metric properties. The lack of conclusive results is attributed to differences in education, aggregation effect, possibility of different units of measurement being measured and the manner in which Cronbach Alpha is calculated.
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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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Appreciating Johann Schepers.
- 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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Are industries responding differently to the employment equity challenge?
- Authors: Smith, A.H. , Roodt, G.
- Date: 2003
- Subjects: Employment equity practices , Employment Equity Questionnaire
- Type: Article
- Identifier: uj:6597 , http://hdl.handle.net/10210/950
- Description: The primary objective of the study was to determine whether the Employment Equity Questionnaire detects significant differences between employment equity practices of companies from different industries in order to assess the discriminant validity of the scale. Samples of convenience from nine different companies representing different industries, constituted a larger sample of 4729. First and second level factor analyses on 41 common items across all nine companies yielded a single scale with an acceptable Alpha coefficient of 0,959. Analysis of variance, followed by post hoc contrast tests, indicated significant differences between some organisations. The discriminant validity of the scale could be established and recommendations for further improvement of the scale were made.
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Australian and South African perspectives on the implementation of flexible work practices (FWP): an exploratory study.
- Authors: Odendaal, A. , Roodt, G.
- Date: 2002
- Subjects: Flexible work practices , Australia , South Africa
- Type: Article
- Identifier: uj:6315 , http://hdl.handle.net/10210/1062
- Description: The purpose of this study was to identify examples of good and innovative practices of Flexible Work Practices to benchmark against and then to use the information to develop strategies of implementation that will assist South African organisations to emulate their success. One hundred-and-twenty (120) individuals, representing different stakeholder groups were requested to complete a questionnaire, based on an Australian study. Comparative findings of both countries strongly confirmed variables that are positively associated with the adoption and successful implementation of Flexible Work Practices (FWP).
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Building blocks of innovation within a state-owned enterprise (Part One).
- Authors: Van Zyl, B. , Roodt, G. , Coetsee, W.J.
- Date: 2005
- Subjects: Building blocks , Innovation , Strategic enablers , Business enablers , Human resources , Contextual setting
- Type: Article
- Identifier: uj:5691 , http://hdl.handle.net/10210/2937
- Description: This article (part one of a two-part study) presents a literature review aimed at establishing a theoretical framework on the innovation building blocks in a state-owned enterprise (SOE). Part two of the study will focus on SOE managers’ espoused theory on the building blocks of innovation. The findings of the literature (theoretical) review, suggested that the current theoretical framework on innovation consisted of five important building blocks, namely contextual setting; strategic enablers; business enablers; foundational enablers; and human resources; each with its own categories and sub-categories. The study also identified barriers to innovation.
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Building blocks of innovation within a state-owned enterprise (Part Two).
- Authors: Van Zyl, E.M. , Coetsee, W.J. , Roodt, G.
- Date: 2005
- Subjects: Building blocks , Innovation , Strategic enablers , Business enablers , Foundation enablers
- Type: Article
- Identifier: uj:6392 , http://hdl.handle.net/10210/1134
- Description: In this article (the second part of a two-part study) the focus is on establishing a theoretical framework of state owned enterprise (SOE) managers’ espoused theory of building blocks of innovation. A qualitative approach, namely Grounded Theory, supported by Theoretical Sampling, was applied in generating the primary data for the study from different management levels in the SOE. The managers’ espoused theory, based on empirical evidence, shows that innovation consisted of five important building blocks, namely contextual setting; strategic enablers; business enablers; foundational enablers; and human resources; each with its own categories and sub-categories. The study also identified barriers to innovation. An innovation diffusion framework, specifically for implementation in a government context, was proposed.
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Collective learning behaviour as a function of an individual's propensity for participative management and tolerance for ambiquity.
- 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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Concept redunancy and contamination in employee commitment research: current problems and future directions.
- Authors: Roodt, G.
- Date: 2004
- Subjects: Emploee commitment , Organisational performance , Concept contamination , Redunancy
- Type: Article
- Identifier: uj:6321 , http://hdl.handle.net/10210/1068
- Description: It is generally accepted that employee commitment has a significant impact on organisational performance. The primary goal of this article is to indicate that the ‘commitment/involvement’ concept did not evolve in an evolutionary and progressive fashion. Several problems in the development course of mainly three streams of research literature are indicated. Arguments are presented for indicating causes of concept contamination and even redundancy. In order to bridge these problems, a motivational approach as an integrating mechanism on a metatheoretical level is presented as a solution. The outcomes thereof should lead to better order on a theoretical level and to the parsimonious use of commitment concepts.
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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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Critical competencies to promote a customer service care capability in a bank sector call centre.
- Authors: Grobbelaar, R.L. , Venter, A. , Roodt, G.
- Date: 2004
- Subjects: Customer services , Information-intensive environment , Human Resource Call Centre , Qualitative research paradigm
- Type: Article
- Identifier: uj:6382 , http://hdl.handle.net/10210/1125
- Description: In today’s information-intensive environment customer service is an important aspect that differentiates one organisation from another. This research focuses on those individual competencies which will lead to a customer service core capability in a Human Resources Call Centre. Data was obtained from Call Centre agents (n=18), supervisors (n=3) and customers (n=25) by means of five focus group-, three individual- and 25 telephonic interviews, respectively. The transcendental realism research procedure was applied within a qualitative research paradigm. Ten key competencies were identified by all groups of participants.
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Cross-cultural equivalence of the Organisational Culture Survey in Australia.
- 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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Deelnemende bestuur as 'n funksie van bestuurders se selfkonsep en mensbeskouing.
- 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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Developing a predictive model of subjective organizational culture.
- Authors: Strydom, A. , Roodt, G.
- Date: 2006
- Subjects: Organisational culture , Predictive model , Job satisfaction , Personality variables
- Type: Article
- Identifier: uj:6391 , http://hdl.handle.net/10210/1133
- Description: The objective of this theory development study was to propose a predictive model of subjectively perceived organisational culture with biographic variables, job satisfaction and personality variables as predictors. A countrywide sample of convenience drawn from a population of nurses (N = 3456) of a private healthcare service provider in South Africa yielded 713 completed questionnaires (response rate = 21%) that were obtained in multiple sessions. Goal directedness, a dimension of organisational culture, was significantly positively related to all three measures of satisfaction (imposed personal demands, extrinsic satisfaction and intrinsic satisfaction), while internal climate was significantly negatively related to the three satisfaction dimensions. Other significant findings are reported on.
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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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