A normative instrument for assessing the mentoring role.
- Janse van Rensburg, K., Roodt, G.
- 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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
Appreciating Johann Schepers.
- Crous, F., De Bruin, G.P., Roodt, G., Van Vuuren, L.J., Schoeman, W.J., Stuart, A.D.
- 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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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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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.
- Full Text:
- 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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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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
Building blocks of innovation within a state-owned enterprise (Part Two).
- Van Zyl, E.M., Coetsee, W.J., Roodt, G.
- 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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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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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.
- Full Text:
- 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.
- Full Text:
Hofstede's VSN-94 revisited: is it reliable and valid?
- Authors: Kruger, T. , Roodt, G.
- Date: 2003
- Subjects: Hofstede Value Survey Module-94 , VSM-94
- Type: Article
- Identifier: uj:6318 , http://hdl.handle.net/10210/1065
- Description: The main objective of this study was to investigate the metric properties of the Hofstede Value Survey Module-94 (VSM-94). The questionnaire was evaluated against criteria for test construction. The VSM-94 consisting of 20 items was administered to 231 female managers in a large telecommunications organisation. The inter-correlations of the item scores were empirically investigated. Anti-image inter-correlations were executed on the 20 item-scores. Items with low measures of sampling adequacy (MSA) were omitted and a factor analysis and an anti-image intercorrelation conducted on the remaining eight items. Uniformly item-response distributions and low item intercorrelations resulted in poor reliability coefficients on the final factors, which suggests that the VSM-94 is probably not suitable for use in the South African context.
- Full Text:
- Authors: Kruger, T. , Roodt, G.
- Date: 2003
- Subjects: Hofstede Value Survey Module-94 , VSM-94
- Type: Article
- Identifier: uj:6318 , http://hdl.handle.net/10210/1065
- Description: The main objective of this study was to investigate the metric properties of the Hofstede Value Survey Module-94 (VSM-94). The questionnaire was evaluated against criteria for test construction. The VSM-94 consisting of 20 items was administered to 231 female managers in a large telecommunications organisation. The inter-correlations of the item scores were empirically investigated. Anti-image inter-correlations were executed on the 20 item-scores. Items with low measures of sampling adequacy (MSA) were omitted and a factor analysis and an anti-image intercorrelation conducted on the remaining eight items. Uniformly item-response distributions and low item intercorrelations resulted in poor reliability coefficients on the final factors, which suggests that the VSM-94 is probably not suitable for use in the South African context.
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Logo-od: the applicability of logotherapy as an organisation development intervention.
- Burger, D.H., Crous, F., Roodt, G.
- 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.
- Full Text:
- 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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Job satisfaction in relation to organisational culture.
- Sempane, M.E., Rieger, H.S., Roodt, G.
- 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.
- Full Text:
- 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.
- Full Text:
Die verband tussen angs en prestasie in takseersentrumdimensies.
- Authors: Ehlers, E.J. , Roodt, G.
- Date: 1996
- Subjects: Anxiety , Performance , Assessment centre dimensions
- Type: Article
- Identifier: uj:6295 , http://hdl.handle.net/10210/1044
- Description: The relationship between anxiety and performance in assessment centre dimensions. This study is aimed at determining whether there is a relationship between Anxiety (Tension and Anxiety), as measured by the Sixteen Personality Factor Questionnaire, and performance in assessment centre dimensions. The data set was collected from 145 white male candidates on entry and middle management level in an auditing firm in Gauteng. Ages of candidates varied from 24 to 35 years (x = 27,52; sd = 6,33). By using regression analyses it was found that Tension and Anxiety mainly show a negative relationship with the so-called interpersonal behaviour dimensions, such as Perseverance, Eogical and persuasive reasoning ability, and Perceived leadership image. The multiple analyses of variance (MANOVAS) for the low, middle and high tension groups and low, middle and high anxiety groups revealed no statistically significant differences in respect of the assessment centre dimensions as a whole. Implications of the findings are discussed in the article.
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- Authors: Ehlers, E.J. , Roodt, G.
- Date: 1996
- Subjects: Anxiety , Performance , Assessment centre dimensions
- Type: Article
- Identifier: uj:6295 , http://hdl.handle.net/10210/1044
- Description: The relationship between anxiety and performance in assessment centre dimensions. This study is aimed at determining whether there is a relationship between Anxiety (Tension and Anxiety), as measured by the Sixteen Personality Factor Questionnaire, and performance in assessment centre dimensions. The data set was collected from 145 white male candidates on entry and middle management level in an auditing firm in Gauteng. Ages of candidates varied from 24 to 35 years (x = 27,52; sd = 6,33). By using regression analyses it was found that Tension and Anxiety mainly show a negative relationship with the so-called interpersonal behaviour dimensions, such as Perseverance, Eogical and persuasive reasoning ability, and Perceived leadership image. The multiple analyses of variance (MANOVAS) for the low, middle and high tension groups and low, middle and high anxiety groups revealed no statistically significant differences in respect of the assessment centre dimensions as a whole. Implications of the findings are discussed in the article.
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High performance organisation : a quantitative inquiry at a specific metropolitan municipality in the Gauteng province
- Molefe, G.N., Roodt, G., Schurink, W.J.
- 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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- 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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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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- 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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'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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- 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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