Different age groups' response to employment equity practices.
- Authors: Walbrugh, A.J. , Roodt, G.
- Date: 2003
- Subjects: Employment equity practices
- Type: Article
- Identifier: uj:6379 , http://hdl.handle.net/10210/1122
- Description: The focus of this article is on response differences with regard to employment equity practices within nine South African companies from different industries, as well as whether the Employment Equity Questionnaire is a reliable tool for measuring employment equity practices. A convenience sample of 4729 participants in the field survey provided the secondary data for this study. The Employment Equity Questionnaire yielded a high Alpha coefficient of 0,96. The main findings were that differences in responses between age categories do exist, but only a small percentage of the variance could be ascribed to differences in employment equity practices. In addition to this, the South African companies show the same trends, with regard to age discrimination, as other countries like the United States and Britain. This finding could therefore serve as a lead indicator for proactive measures – to ensure that the same mistakes from other countries are not repeated here.
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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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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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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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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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Female perceptions on employment equity: is the glass ceiling cracking?
- Authors: Van Zyl, E.M. , Roodt, G.
- Date: 2003
- Subjects: Gender discrimination , Glass ceiling , Female perceptions , Stereotypes
- Type: Article
- Identifier: uj:6598 , http://hdl.handle.net/10210/951
- Description: The primary objective of this study was to assess if there were any perceptual differences between gender groups regarding employment equity practices. A sample of 4729 participants from different companies and industries completed the Employment Equity Questionnaire. Results from an ANOVA indicated that there were significant differences between gender groups, but only a small portion of the variance was explained by perceptual differences on employment equity practices. The instrument thus possesses some discriminant validity. Further analyses on an item level indicated that there were significant differences between gender groups, but these differences were not attributable to gender stereotypes. Specific employment equity practices were identified that need closer attention from management’s side to address gender discrimination.
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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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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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Die verband tussen waargenome leierskap en die vlak van outonomie binne spanverband.
- Authors: Van der Heyde, A.F. , Roodt, G.
- Date: 2003
- Subjects: Leadership style , Outonomy , Organisational success , Team context
- Type: Article
- Identifier: uj:6316 , http://hdl.handle.net/10210/1063
- Description: The relationship between perceived leadership and the level of outonomy in a team context remains a contemporary theme in the work environment and seemingly has a substantial influence on organisational success. This study attempted to ascertain the relationship between leadership and the level of outonomy in a team context. Two hundred and thirty (N=230) individuals, grouped into 56 teams from four South African companies participated in the study. The superordinate’s leadership style as well as the level of outonomy in the specific group was measured. Apart from the useful information obtained in comparison with international research, especially in terms of leadership data, the study did conclusively point out a significant correlation between leadership style and outonomy in team context.
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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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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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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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Itemformaat, differensiële itemskeefheid en die faktorstruktuur van 'n selfvoltooiingsvraelys.
- 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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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 verband tussen organisasiesosialisering en organisasieverbondenheid.
- Authors: Storm, L. , Roodt, G.
- Date: 2002
- Subjects: Organisational socialisation , Organisational commitment
- Type: Article
- Identifier: uj:6314 , http://hdl.handle.net/10210/1061
- Description: The relationship between Organisational Socialisation and Organisational Commitment.The purpose of the study was to determine the relationship between organisational socialisation and organisational commitment. Standardized instruments were used for operationalising these two constructs. A sample of convenience yielded 168 respondents out of a total population of 466 employees (Patterson C and D bands) from a stainless steel producer. Only 132 respondents returned fully completed questionnaires that were used for final analysis. Responses from both questionnaires were subjected to a factor and item analysis. A statistically significant relation between organisational socialisation and organisational commitmentwas found. The implication of the findings are discussed further.
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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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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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Job satisfaction in relation to organisational culture.
- Authors: Sempane, M.E. , Rieger, H.S. , Roodt, G.
- Date: 2002
- Subjects: Job satisfaction , Organisational culture
- Type: Article
- Identifier: uj:6311 , http://hdl.handle.net/10210/1059
- Description: The aim of this study was to establish whether a relationship existed between the variables job satisfaction and organisational culture of employees within a service organisation. The population comprised of 200 employees of which 40 were excluded from the study due to poor literacy levels. The Culture and Minnesota Job Satisfaction Questionnaires were administered to the sample of 160 employees and 121 usable responses were received. High coefficient alphas were obtained on both the Organisational Culture Questionnaire (OCQ)(0,99) and the Minnesota Job Satisfaction Questionnaire (MJSQ) (0,92). Significant differences were found between some biographical variables and responses on the OCQ. A significant relationship was found between scores of the OCQ and the MJSQ. The managerial implications of the findings were further explored in the study.
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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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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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