High performance organisation : a quantitative inquiry at a specific metropolitan municipality in the Gauteng province
- Authors: Molefe, G.N. , Roodt, G. , Schurink, W.J.
- Date: 2011-02
- Subjects: High performance culture , World-class organization , Business excellence models , South African local government , Service delivery of municipalities , Tshwane Metropolitan Municipality
- Type: Article
- Identifier: uj:5783 , ISSN 1993-8233 , http://hdl.handle.net/10210/7790
- Description: Since the dawn of the new democracy in South Africa, the media has been fraught with episodes of dissatisfaction among stakeholders about the service delivery record of municipalities. The aim of this study is, therefore, to explore employees’ experiences and perceptions, particularly at the Tshwane Metropolitan Municipality, regarding the service delivery performance of this municipality. The study was particularly motivated by the apparent lack of a scientifically tested intellectual tool to assist municipalities in improving service provision to residents. A quantitative research design was adopted to ensure uniformity and consistency of the data gathering and analysis processes. To this end, a population of 800 participants was targeted and at least 474 participants responded, thus, registering a response rate of 59%. The main findings of this study was the High Performance Organisational Culture model applicable to local government, whose factors yielded Cronbach Alpha coefficients of between 0.703 and 0.964. The managerial implication of the results of the study is a potential to equip the decision makers in the municipal sector with an empirically tested tool to assist the municipalities to ascend to a high performance status and thus, improve the quality of life of residents. The study is poised to provide a useful framework for policy formulation on high performance in the municipal sector.
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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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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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Grounded theory and its application in a recent study on organizational redesign: some reflections and guidelines.
- Authors: Burden, J. , Roodt, G.
- Date: 2007
- Subjects: Grounded theory , Downsizing , Redesign , South African IT company
- Type: Article
- Identifier: uj:6386 , http://hdl.handle.net/10210/1129
- Description: In this article an overview of qualitative research, the origin of grounded theory, its different schools and relationship with substantive theory are provided. The researcher also considers whether “grounded theory" implies theory only or includes other building blocks of science, how grounded theory is applied in management and leadership studies abroad and in the Republic of South Africa. He describes how his interest in organisational downsizing led to the study. Finally, he introduces a “roadmap��? for grounded theory in a South African information technology company and offer some suggestions for future studies.
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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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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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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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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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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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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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Factors that affect the retention of managerial and special staff: an exploratory study of an employee commitment model.
- Authors: Kotzè, K. , Roodt, G.
- Date: 2005
- Subjects: Managerial staff , Specialist staff , Employee commitment model
- Type: Article
- Identifier: uj:6384 , http://hdl.handle.net/10210/1127
- Description: A study about the factors affecting the retention of managerial and specialist staff was conducted amongst the 120 highest paid employees of two banks. The response rate was 86%. The study investigated the Veldsman Employee Commitment model. The study also explored whether retention factor differences exist amongst biographical groupings. Various differences were identified between previously disadvantaged individuals (PDIs) and non-PDIs, male and female, service tenure groups and age groups.
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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 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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'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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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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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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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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Die verband tussen werknemertevredenheid en organisasieverbondenheid.
- Authors: Pretorius, A.A.S. , Roodt, G.
- Date: 2004
- Subjects: Employee satisfaction , Organisational commitment
- Type: Article
- Identifier: uj:6324 , http://hdl.handle.net/10210/1070
- Description: The relationship between employee satisfaction and organisational commitment. The primary goal of the study is to determine whether a relationship exists between employee satisfaction and organisational commitment. A secondary goal is to determine whether any biographical variables mediate this relationship. Standardised instruments were used for operationalising these two contructs. A sample of convenience yielded 167 respondents out of a sampling frame of 300 employees from a financial organisation. Only 145 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 employee satisfaction and organisational commitment was found. The implications of the findings are discussed further.
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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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