The moderating role of antecedents when using entrepreneurial orientation to predict firm performance
- Authors: Hewitt, L. M. M. , Roodt, Gerhard
- Date: 2017
- Subjects: Entrepreneurial orientation , Antecedents , External contextual knowledge
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/244461 , uj:25278 , Citation: Hewitt, L. M. M. & Roodt, G. 2017. The moderating role of antecedents when using entrepreneurial orientation to predict firm performance.
- Description: Abstract: The purpose of this paper is to present how the following antecedents: external contextual knowledge; internal environment; the founder or owner and biographical factors impacted on entrepreneurial orientation and therefore predicted firm performance. The paper further supports that a firm’s knowledge of its external contextual environment, which is mediated by its internal organization, independently or interactively predicts entrepreneurial orientation and if entrepreneurial orientation is strategically adopted it will lead to an increase in firm performance. Data from 500 small businesses in the Gauteng Province, South Africa were used. Exploratory Factor analysis was used to test factor structures. A process of model modification using General Linear Modeling was followed and a final predictive model is presented.
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The joint impact of work engagement and burnout on ill-being and turnover intention
- Authors: Jacobs, Chris , Chrysler-Fox, Pharny , Roodt, Gerhard
- Date: 2018
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/270539 , uj:28757 , Citation: Jacobs, C., Chrysler-Fox, P. & Roodt, G. 2018. The joint impact of work engagement and burnout on ill-being and turnover intention.
- Description: Abstract: In the South African business process services (BPS) industry, a number of variables impact employee’s wellbeing [1]. This study examined the joint impact of work engagement and burnout on ill-being and turnover intention. A quantitative survey yielded a sample of n = 498 from 16 BPS organizations. Polynomial regression and response surface analysis were utilized to analyze the data. Work engagement and burnout can be experienced jointly with ill-being increasing as engagement levels increase toward burnout levels; inversely ill-being decreases when work engagement levels increase as burnout levels decrease. Lower levels of engagement congruent with lower levels of burnout have no statistical significant effect on turnover intention. The findings can be applied to improve BPS human capital and management decisions. The BPS industry leans itself strongly towards Innovation for Value Creation and Beyond through the business benefits it yields – the understanding of employee wellbeing is therefore critical in explaining BPS architecture.
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Predictive performance models in the South African Business Process Services industry
- Authors: Jacobs, Chris T. G. , Roodt, Gerhard
- Date: 2019
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/404414 , uj:33914 , Citation: Jacobs, C.T.G. & Roodt, G. (2019). Predictive performance models in the South African Business Process Services industry. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 45(0), a1493. https://doi.org/ 10.4102/sajip.v45i0.1493
- Description: Abstract: Orientation: An earlier systematic literature review study (Jacobs & Roodt, 2011) conducted on research in Business Process Services (BPS) industry sector companies identified a number of variables that could be empirically linked to turnover intention and individual performance. The literature pointed to a potential health promotion process, as well as an individual performance process in the BPS environment. Research purpose: The purpose of this study is to test two different predictive models that may explain two distal outcomes, namely turnover intention and individual employee performance, in the South African (SA) BPS industry.
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Monetary value of human capital disclosure for predicting future business earnings
- Authors: Magau, Mpho D. , Roodt, Gerhard , Van Zyl, Gerhardus
- Date: 2021
- Subjects: Human capital , Human capital disclosure , Human resource management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/487762 , uj:44414 , Citation: Magau, M.D., Roodt, G., & Van Zyl, G. (2021). Monetary value of human capital disclosure for predicting future business earnings. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 19(0), a1398. https://doi. org/10.4102/sajhrm. v19i0.1398 , DOI: 10.4102/sajhrm. v19i0.1398
- Description: Abstract: Please refer to full text to view abstract.
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The relationship between managers’ goal-setting styles and subordinates’ goal commitment
- Authors: Van Lill, Xander , Roodt, Gerhard , De Bruin, Gideon P.
- Date: 2020
- Subjects: Work motivation , Goal-setting styles , Supervisor-focused interactional justice
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/456718 , uj:40470 , Citation: Van Lill, X., Roodt, G. & De Bruin, G.P., 2020, ‘The relationship between managers’ goal-setting styles and subordinates’ goal commitment’, South African Journal of Economic and Management Sciences 23(1), a3601. https://doi. org/10.4102/sajems. v23i1.3601 , ISSN: (Online) 2222-3436
- Description: Abstract: Background: Convincing employees to set aside their self-interests and commit to collective goals is essential for the effective functioning of organisations. It is critical that the impact of different managerial goal-setting styles, and the associated impressions of fair interpersonal treatment in the workplace, is understood from subordinates’ perspective. This might clarify the psychological mechanisms involved in motivating subordinates to commit to organisational goals. Aim: The primary aim of this article is to determine the relationship between managers’ goalsetting styles and subordinates’ goal commitment. The secondary aim is to determine whether this relationship is mediated by interactional justice. Setting: A total of 451 working adults completed an online or paper-and-pen survey. Methods: A mediator model was conducted in structural equation modelling with maximum likelihood estimation and Bollen-Stine bootstrapping, with 5000 bootstrap resamples, to test the hypotheses. Results: The perception that managers are deliberative had the greatest positive direct relationship with subordinates’ goal commitment, followed by the directive style. Subordinates’ perception of managers as complaisant, in turn, were unrelated to goal commitment (amotivational), whereas the perception of managers as hostile had a negative relationship with goal commitment. Informational justice, not interpersonal justice, emerged as the only mediating variable. Conclusion: Managers should be encouraged to actively seek feedback from subordinates on their goal-setting styles. Managers can accordingly adapt their behaviour to effectively motivate subordinates to commit to organisational goals.
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