Werkswaardes van akademici.
- Authors: Claassen, L. , Schepers, J.M. , Roodt, G.
- Date: 2004
- Subjects: Work values , Academics
- Type: Article
- Identifier: uj:6320 , http://hdl.handle.net/10210/1067
- Description: Work values of academics. The purpose of this study was to investigate the workvalues of the academic staff at a South African tertiary institution. The actual in contrast to the idealised workvalues was tested in order to determine the differences between these two sets. Value differences in respect of demographical variables were investigated. The relative strength of each workvalue was also determined. The workvalues were tested utilising three scales developed by Schepers and Roodt (2000). A sample of convenience drawn from a population of academics (N=350) yielded 125 complete records. The test results indicated that there are differences between the actual and idealised workvalues. Some statistically significant value differences in terms of demographic variables were found. The results also indicated that the workvalue profiles of the different faculties are very similar.
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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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Value disciplines: measuring customer preferences.
- Authors: Dannhauser, Z. , Roodt, G.
- Date: 2001
- Subjects: Customer services , Psychometrical properties
- Type: Article
- Identifier: uj:6306 , http://hdl.handle.net/10210/1054
- Description: According to the World Competitiveness Report: 1999, South Africa ranks poorly in terms of delivering customer services (Garelli, 1999). In order to assist South African organisations to identify their customers' value preferences, three scales collectively called the Customer Preference Questionnaire (CPQ) were developed. The purpose was to assess the three value disciplines as conceptualised by Treacy and Wiersema (1993; 1995a; 1995b) by empirically evaluating the CPQ and determining the psychometrical properties of the various identified scales. A combined sample (N = 436), consisting of undergraduate (N = 281) and post-graduate (N = 155) students in the field of human resource management, were asked to assess the university from a customer's point of view. All three scales were subjected to factor analysis and iterative item analysis. The three scales yielded acceptable alpha coefficients, indicating that customers' preferences could be measured reliably. The implications of these findings are discussed.
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Towards a substantive theory of synergy.
- Authors: Benecke, G. , Schurink, W.J. , Roodt, G.
- Date: 2007
- Subjects: Synergy , Competitive performance , Diversification , Co-ordination
- Type: Article
- Identifier: uj:6389 , http://hdl.handle.net/10210/1131
- Description: The literature on synergy suggests that synergy is systemic and hence should be viewed in the context of processes, but that an integrative definition of this phenomenon does not exist. Against this background the article explains synergy as a concept describing the systemic processes whereby business units of diversified organisations may generate greater value through working as one system rather than working as separate entities. Through the application of grounded theory in a modernistic qualitative context and the use of a case study a substantive theory is presented for leading change towards synergy in a diversified organisation that has business units in three continents.
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Towards a genetic business code for growth in the transport industry.
- Authors: Vermeulen, J.H. , Veldsman, T.H. , Roodt, G. , Schurink, W.J.
- Date: 2003
- Subjects: Genetic code , Organisational growth , Organisational success , Genetic business growth code , Transport industry
- Type: Article
- Identifier: uj:6601 , http://hdl.handle.net/10210/954
- Description: As with each living organism, it is proposed that an organisation possesses a genetic code. In the fast-changing business environment it would be invaluable to know what constitutes organisational growth and success in terms of such a code. To identify this genetic code a quantitative methodological framework, supplemented by a qualitative approach, was used and the views of top management in the Transport Industry were solicited. The Repertory Grid was used as the primary data-collection method. Through a phased data-analysis process an integrated profile of first- and second-order constructs, and opposite poles, was compiled. By utilising deductive and inductive strategies three strands of a Genetic Business Growth Code were identified, namely a Leadership Strand, Organisational Architecture Strand and Internal Orientation Strand. The study confirmed the value of a Genetic Business Code for growth in the Transport Industry.
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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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The relationship between sense of coherence and goal setting.
- Authors: Nel, D.J. , Crafford, A. , Roodt, G.
- Date: 2004
- Subjects: Coherence , Goal setting
- Type: Article
- Identifier: uj:6325 , http://hdl.handle.net/10210/1071
- Description: The objective of this study was to investigate the relationship between the dimensions of Sense of Coherence and Goal Setting. A sample of 80 management consultants participated in the study. Confirmatory reliabilities of the dimensions used in the Goal Setting Questionnaire (independent variable) and Sense of Coherence 29 item Orientation to Life Questionnaire (dependent variable), ranged from 0,54 to 0,97. A canonical correlation of 0,569 (DF = 39; p = 0,021) was obtained between the dimensions of these two questionnaires.
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The predictive validity of the APIL-B in a financial institution.
- 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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The perceptions of employment equity and black economic empowerment as predictors of union commitment.
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: Employment equity , Black economic empowerment , Union commitment , BEE , EE
- Type: Article
- Identifier: uj:6383 , http://hdl.handle.net/10210/1126
- Description: The purpose of the study was to test whether the perceptions of employment equity (EE) and black economic empowerment (BEE) are related to union commitment and whether the perceptions about the mentor’s role significantly mediate this said relationship. The sampling frame for the study constituted 1200 employees of a division of a large public transport organisation and a convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). The results of the study indicate that the perceptions of EE and BEE are significantly related to union commitment, but that perceptions of the mentor’s role do not mediate this relationship. More detailed findings on the study are reported.
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The perceptions of employment equity and black economic empowerment as predictors of organisation-related commitment.
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: EE , Employment Equity , BEE , Black economic empowerment , Organisation-related commitment
- Type: Article
- Identifier: uj:6381 , http://hdl.handle.net/10210/1124
- Description: The purpose of the study was to test whether the perceptions of employment equity (EE) and black economic empowerment (BEE) are related to organisation-related commitment and whether the perceptions about the mentor’s role significantly mediate this said relationship. The sampling frame for the study constituted 1200 employees of a division of a large transport organisation and a convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). The results of the study indicate that the perceptions of EE and BEE are significantly related to organisation-related commitment and that perceptions of the mentor’s role do not mediate this relationship. More detailed findings on the study are reported.
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The discriminant validity of the culture assessment instrument: a comparison of company cultures.
- Authors: Du Toit, W.F. , Roodt, G.
- Date: 2003
- Subjects: Discriminant Validity , Culture assessment instrument , Culture differences
- Type: Article
- Identifier: uj:6599 , http://hdl.handle.net/10210/952
- Description: The aim of this study was to assess the discriminant validity of the Culture Assessment Instrument (CAI); that is to distinguish between mean culture scores of different companies. The convenience sample consisted of 4066 respondents from five different companies, originating from various industries. CAI scores of 56 items were factor analysed on two levels, followed by iterative item analyses. Significant differences between company mean scores were identified, but only a small portion of the variance in these scores could be ascribed to culture differences. Based on these findings, it was concluded that the CAI in its current form does not possess discriminant validity. It is recommended that items attuned to deeper levels of culture, based on Schein’s three-level typology, be added to the instrument.
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The discriminant validity of a culture assessment instrument: a comparison of company sub-cultures.
- Authors: Petkoon, L. , Roodt, G.
- Date: 2003
- Subjects: Culture Assessment Instrument , Sub cultures , Transport organisation
- Type: Article
- Identifier: uj:6370 , http://hdl.handle.net/10210/1113
- Description: The primary purpose of this study was to assess the discriminant validity of the Culture Assessment Instrument (CAI); that is to distinguish between company mean sub-culture scores and between mean scores of a target company and that of a norm group. The primary data was obtained by a sample of convenience (N = 593) from a transport organisation. The secondary data of the norm group was constituted by convenience samples (N = 4066)from various companies originating from different industries. The 56 item scores of the CAI were factor analysed on two levels followed by iterative item analyses. Although significant differences were detected between mean culture scores, only a small proportion of the variance in these scores could be attributed to culture differences. On these grounds, the CAI does not possess discriminant validity. Suggestions for improving the CAI were made.
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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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The development of a measuring instrument for assessing a high performance culture.
- Authors: Van Heerden, W. , Roodt, G.
- Date: 2007
- Subjects: High performance culture , High performance organisation , Performance excellence
- Type: Article
- Identifier: uj:6390 , http://hdl.handle.net/10210/1132
- Description: The objective of this study was firstly, to develop an integrated theoretical model of a high performance organisational culture and secondly, to develop a measuring instrument based on the said model for assessing such a culture. The questionnaire was administered to a sampling frame of 600 employees of a manufacturing company that employs about 3 500 people. 313 Completed questionnaires (response rate 52%) were returned and used for the analyses. First level factor analyses were conducted on the item inter-correlation matrices of the 12 theoretical dimensions. A second level factor analysis on the sub-score inter-correlation matrix resulted in a single factor being extracted. Iterative item analyses yielded sound metric properties for each dimension and a Cronbach Alpha of 0,947 for the scale. The findings of further analyses are discussed.
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Perceptions of organisational commitment, job satisfaction and turnover intentions in a post merger tertiary institution.
- Authors: Martin, A. , Roodt, G.
- Date: 2008
- Subjects: Merger , Transformation , Environment , Restructuring , Workplace
- Type: Article
- Identifier: uj:6388 , http://hdl.handle.net/10210/1130
- Description: A merger can be considered both a phenomenological and significant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were investigated. A predictive model (determined the “best” of 15 predefined models) of turnover intentions was developed for employees of a South African tertiary institution (having undergone its own recent merging process). A systematic model-building process was carried out incorporating various techniques, among others structural equation modelling and step-wise linear regression. The final predictive model explained 47% of the variance in turnover intentions. Contrary to expectations, commitment does not correlate more strongly than satisfaction does with turnover intentions.
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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.
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Measuring a customer intimacy culture in a value discipline context.
- Authors: Potgieter, A. , Roodt, G.
- Date: 2004
- Subjects: Customer intimacy culture , Product leadership , Operational excellence
- Type: Article
- Identifier: uj:6378 , http://hdl.handle.net/10210/1121
- 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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Measurement of organisational inertia: Portability of a South African scale in an Australian context.
- 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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Logo-od: the applicability of logotherapy as an organisation development intervention.
- Authors: Burger, D.H. , Crous, F. , Roodt, G.
- Date: 2008
- Subjects: Organisational change , Resistance to change , Organisation development , Viktor Frankl , Logotherapy
- Type: Article
- Identifier: uj:5705 , http://hdl.handle.net/10210/2952
- Description: The study investigated the relationship between “resistance to or readiness for change” (ROR-change) and “meaning seeking”, and whether a logotherapy-based intervention – Logo-OD – would impact on resistance to change. A quasi-experimental design and various statistical procedures were applied to test formulated hypotheses. Of a survey population of 1 637 individuals, 193 and 76 respondents formed part of the pre- and post-test samples respectively. Whereas a significant relationship was established between said constructs, no significant effect of Logo-OD was observed. These results supported the primary conclusions emanating from the literature: the role of Logo-OD is one of a positive trigger event for organisational change.
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Leadership style and its relation to employee attitudes and behaviour.
- Authors: Mester, C.A. , Visser, D. , Roodt, G. , Kellerman, A.M.
- Date: 2003
- Subjects: Leadership style , Organisational commitment , Job satisfaction , Job involvement , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6317 , http://hdl.handle.net/10210/1064
- Description: The purpose of this study was to determine the relationships between leadership style and organisational commitment, job satisfaction, job involvement and organisational citizenship behaviour and whether these relationships were stronger for transformational than for transactional leaders. A sample of 52 leaders and 276 raters from a world class engineering company participated. The results of a canonical correlation analysis using the rater data indicated that the most prominent relationship was that between transactional leadership and affective commitment. Furthermore, transformational and transactional leadership did not correlate significantly with the constructs of job involvement and job satisfaction.
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