Management by objectives in relation to optimal experience in the workplace.
- Loubris, S., Crous, F., Schepers, J.M.
- Authors: Loubris, S. , Crous, F. , Schepers, J.M.
- Date: 1995
- Subjects: Optimal experience , Workplace , Pearson product moment
- Type: Article
- Identifier: uj:5704 , http://hdl.handle.net/10210/2951
- Description: In order to discover whether Management by Objectives could be used to create optimal experience in the workplace, two tests were constructed. These were a measure of Management by Objectives (42 items) and a measure of Optimal Experience (24 items). First and second-order factor analyses were performed on both inventories to identify the true factors. Item analyses were performed to verify the reliability of both instruments. Pearson Product moment correlations were computed to assess the relationship between the constructs. The implications are discussed.
- Full Text:
- Authors: Loubris, S. , Crous, F. , Schepers, J.M.
- Date: 1995
- Subjects: Optimal experience , Workplace , Pearson product moment
- Type: Article
- Identifier: uj:5704 , http://hdl.handle.net/10210/2951
- Description: In order to discover whether Management by Objectives could be used to create optimal experience in the workplace, two tests were constructed. These were a measure of Management by Objectives (42 items) and a measure of Optimal Experience (24 items). First and second-order factor analyses were performed on both inventories to identify the true factors. Item analyses were performed to verify the reliability of both instruments. Pearson Product moment correlations were computed to assess the relationship between the constructs. The implications are discussed.
- Full Text:
Flow and quality of work life in a diverse workforce.
- Anderson, D.R., Crous, F., Schepers, J.M.
- Authors: Anderson, D.R. , Crous, F. , Schepers, J.M.
- Date: 1996
- Subjects: Quality of work life , Flow of work life , Diverse workforce , Work life factors
- Type: Article
- Identifier: uj:6326 , http://hdl.handle.net/10210/1072
- Description: The principal aim of the study was to determine the relationship between flow (optional experience) and quality of work life in a diverse workforce. The sample comprised 307 managers, middle-managers and junior officials from a private company. The sample was drawn from all organisational functions and cultural groups within the organisation. questionnaire was developed to measure flow experience. The flow factors correlated statistically significantly with the quality of work life factors. The implications of these findings are discussed.
- Full Text:
- Authors: Anderson, D.R. , Crous, F. , Schepers, J.M.
- Date: 1996
- Subjects: Quality of work life , Flow of work life , Diverse workforce , Work life factors
- Type: Article
- Identifier: uj:6326 , http://hdl.handle.net/10210/1072
- Description: The principal aim of the study was to determine the relationship between flow (optional experience) and quality of work life in a diverse workforce. The sample comprised 307 managers, middle-managers and junior officials from a private company. The sample was drawn from all organisational functions and cultural groups within the organisation. questionnaire was developed to measure flow experience. The flow factors correlated statistically significantly with the quality of work life factors. The implications of these findings are discussed.
- Full Text:
The development of a statistical procedure to correct the effects of restriction of range on validity coefficients.
- Authors: Schepers, J.M.
- Date: 1996
- Subjects: Validities , Validity coefficients
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/384833 , uj:6328 , http://hdl.handle.net/10210/1074
- Description: In the validation of tests used for selection purposes, the obtained validity coefficients are invariably underestimates of the true validities, due to explicit and implicit selection in respect of the relevant variables. Both explicit and implicit selection leads to restriction of range of the relevant variables, and this in turn reduces the obtained validities. A formal proof for this is given. A number of researchers have developed formulae for correcting sample validities in order to get better estimates of the true validities (Pearson, 1903; Thorndike, 1949; Gulliksen, 1950; Rydberg, 1962 and Lord & Novick, 1968). It is, however, virtually impossible to obtain a complete view of the problem of restriction of range in this way. In the present paper a different approach has been followed: Population correlations have been computed for various degrees of truncation of the explicit selection variable. This has been done for population correlations ranging from 0.10 to 0,99. A graphical display, indicating the shrinkage of the population correlations for various truncation ratios, has been prepared.
- Full Text:
- Authors: Schepers, J.M.
- Date: 1996
- Subjects: Validities , Validity coefficients
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/384833 , uj:6328 , http://hdl.handle.net/10210/1074
- Description: In the validation of tests used for selection purposes, the obtained validity coefficients are invariably underestimates of the true validities, due to explicit and implicit selection in respect of the relevant variables. Both explicit and implicit selection leads to restriction of range of the relevant variables, and this in turn reduces the obtained validities. A formal proof for this is given. A number of researchers have developed formulae for correcting sample validities in order to get better estimates of the true validities (Pearson, 1903; Thorndike, 1949; Gulliksen, 1950; Rydberg, 1962 and Lord & Novick, 1968). It is, however, virtually impossible to obtain a complete view of the problem of restriction of range in this way. In the present paper a different approach has been followed: Population correlations have been computed for various degrees of truncation of the explicit selection variable. This has been done for population correlations ranging from 0.10 to 0,99. A graphical display, indicating the shrinkage of the population correlations for various truncation ratios, has been prepared.
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The effect of organisational restructuring on job satisfaction, career aspirations and stress levels of employees.
- Marias, E.N., Schepers, J.M.
- Authors: Marias, E.N. , Schepers, J.M.
- Date: 1996
- Subjects: Job satisfaction , Career aspirations , Stress levels , Organisational restructuring
- Type: Article
- Identifier: uj:6327 , http://hdl.handle.net/10210/1073
- Description: The field study reported here examined the effects of organisational restructuring on employees’ job satisfaction, career aspirations and stress levels. Immediately after restructuring took place in the organisation, the employees affected by this advent were tested to determine whether restructuring would impact on the three variables. Eight months after restructuring in the organisation took place their job satisfaction, career aspirations and stress levels were measured again. The results of the research indicated no changes in job satisfaction levels, career aspirations or stress levels. The results provided no support for the expectation that after a time lapse of eight months the effects or organisational restructuring would diminish and that workers would experience a greater degree of job satisfaction. In addition, it would appear that the time lapse did not improve perceived career prospects or that stress levels decreased.
- Full Text:
- Authors: Marias, E.N. , Schepers, J.M.
- Date: 1996
- Subjects: Job satisfaction , Career aspirations , Stress levels , Organisational restructuring
- Type: Article
- Identifier: uj:6327 , http://hdl.handle.net/10210/1073
- Description: The field study reported here examined the effects of organisational restructuring on employees’ job satisfaction, career aspirations and stress levels. Immediately after restructuring took place in the organisation, the employees affected by this advent were tested to determine whether restructuring would impact on the three variables. Eight months after restructuring in the organisation took place their job satisfaction, career aspirations and stress levels were measured again. The results of the research indicated no changes in job satisfaction levels, career aspirations or stress levels. The results provided no support for the expectation that after a time lapse of eight months the effects or organisational restructuring would diminish and that workers would experience a greater degree of job satisfaction. In addition, it would appear that the time lapse did not improve perceived career prospects or that stress levels decreased.
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Achievement motivation, locus of control and individuality as predictors of participative management in the South African educational environment.
- Le Roux, C.A., Schmidt, C., Schepers, J.M.
- Authors: Le Roux, C.A. , Schmidt, C. , Schepers, J.M.
- Date: 1997
- Subjects: Participative management
- Type: Article
- Identifier: uj:6331 , http://hdl.handle.net/10210/1077
- Description: The shift to participative management is considered to be both inevitable and necessary. No study has thus far been reported in the participation literature in terms of predictor variables for participative management. The aim of this study was to investigate whether certain orientations – and in particular, achievement motivation, locus of control and individual vs collective orientations – could be identified that would serve as predictors of an inclination towards participative management. The sample comprised 117 education managers from a government institution. Three predictor variables of participative management – aspiration level, autonomy and collectively – were identified. The implications of these findings are discussed.
- Full Text:
- Authors: Le Roux, C.A. , Schmidt, C. , Schepers, J.M.
- Date: 1997
- Subjects: Participative management
- Type: Article
- Identifier: uj:6331 , http://hdl.handle.net/10210/1077
- Description: The shift to participative management is considered to be both inevitable and necessary. No study has thus far been reported in the participation literature in terms of predictor variables for participative management. The aim of this study was to investigate whether certain orientations – and in particular, achievement motivation, locus of control and individual vs collective orientations – could be identified that would serve as predictors of an inclination towards participative management. The sample comprised 117 education managers from a government institution. Three predictor variables of participative management – aspiration level, autonomy and collectively – were identified. The implications of these findings are discussed.
- Full Text:
Deelnemende bestuur as 'n funksie van bestuurders se selfkonsep en mensbeskouing.
- Visser, W.P., Roodt, G., Schepers, J.M.
- 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.
- Full Text:
- 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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Die verband tussen lokus van beheer en die werksprestasie van swart bemarkers in die lewensversekeringsbedryf.
- Coetzer, E.L., Schepers, J.M.
- Authors: Coetzer, E.L. , Schepers, J.M.
- Date: 1997
- Subjects: Locus of control , Work performance , Life assurance industry , Black marketers
- Type: Article
- Identifier: uj:6330 , http://hdl.handle.net/10210/1076
- Description: The relationship between locus of control and the work performance of black marketers in the life assurance industry. The aim of the study was to establish the relationship between locus of control and the work performance of black marketers in the life assurance industry. These constructs were selected by virtue of the lack of empirical research regarding the assumed relationship between them. The Locus of control Scale of Schepers (1995) was used for measuring locus of control. Work performance was measured by the commission earned per month by the marketer, the number of policies generated by the marketer, as well as the percentage of lapsed policies. The relevant measurements were obtained in respect of a sample o 149 black marketing personnel. The results indicated a modest but statistically significant relationship between external locus of control and the work performance of black marketers.
- Full Text:
- Authors: Coetzer, E.L. , Schepers, J.M.
- Date: 1997
- Subjects: Locus of control , Work performance , Life assurance industry , Black marketers
- Type: Article
- Identifier: uj:6330 , http://hdl.handle.net/10210/1076
- Description: The relationship between locus of control and the work performance of black marketers in the life assurance industry. The aim of the study was to establish the relationship between locus of control and the work performance of black marketers in the life assurance industry. These constructs were selected by virtue of the lack of empirical research regarding the assumed relationship between them. The Locus of control Scale of Schepers (1995) was used for measuring locus of control. Work performance was measured by the commission earned per month by the marketer, the number of policies generated by the marketer, as well as the percentage of lapsed policies. The relevant measurements were obtained in respect of a sample o 149 black marketing personnel. The results indicated a modest but statistically significant relationship between external locus of control and the work performance of black marketers.
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Perceptions of the dimensions of work success of management consultants in South Africa.
- Authors: Erasmus, M. , Schepers, J.M.
- Date: 1997
- Subjects: Management consultants , Management consulting competency questionnaire , MANOVA , Work success
- Type: Article
- Identifier: uj:5650 , http://hdl.handle.net/10210/2889
- Description: The primary goal of this study was to construct an instrument with which to identify the critical dimensions of the job of management consultants. A secondary goal was to determine whether there are any statistically significant differences in the perceptions of subgroups of the sample. The literature was studied and 53 competencies were found. Based on these competencies, the "Management Consulting Competency Questionnaire" (MCCQ) was developed, comprising two sets of items. The first set concerns the importance of various competencies, and the second set relates to the frequency with which the competencies are used. The items were judged by 165 management consultants. Factor analyses were carried out and the resulting factors were further subjected to an interbattery factor analysis. Three factors were identified, namely consulting skills, consultant personality and client service skills. The subgroups were compared using Hotelling's T2 test and MANOVA. Statistically significant differences were found in the perceptions of management consultants for consulting level and year’s experience.
- Full Text:
- Authors: Erasmus, M. , Schepers, J.M.
- Date: 1997
- Subjects: Management consultants , Management consulting competency questionnaire , MANOVA , Work success
- Type: Article
- Identifier: uj:5650 , http://hdl.handle.net/10210/2889
- Description: The primary goal of this study was to construct an instrument with which to identify the critical dimensions of the job of management consultants. A secondary goal was to determine whether there are any statistically significant differences in the perceptions of subgroups of the sample. The literature was studied and 53 competencies were found. Based on these competencies, the "Management Consulting Competency Questionnaire" (MCCQ) was developed, comprising two sets of items. The first set concerns the importance of various competencies, and the second set relates to the frequency with which the competencies are used. The items were judged by 165 management consultants. Factor analyses were carried out and the resulting factors were further subjected to an interbattery factor analysis. Three factors were identified, namely consulting skills, consultant personality and client service skills. The subgroups were compared using Hotelling's T2 test and MANOVA. Statistically significant differences were found in the perceptions of management consultants for consulting level and year’s experience.
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The relationship between career maturity, career expecations and perceptions of job and organisational knowledge of engineering bursars.
- Le Roux, H., Schepers, J.M., Lessing, B.C.
- Authors: Le Roux, H. , Schepers, J.M. , Lessing, B.C.
- Date: 1997
- Subjects: Career maturity , Career expectations , Job perceptions , Organisational knowledge
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/390094 , uj:6332 , http://hdl.handle.net/10210/1078
- Description: The principal aim of this study was to determine whether there is a statistically significant relationship between career maturity, and career expectations and perceptions of job and organisational knowledge of engineering bursars. The sample comprised 168 engineering bursars from a variety of South African universities. A questionnaire was developed to measure bursars’ career expectations and perceptions of job and organisational knowledge. The sample was divided into homogeneous clusters on the basis of two dimensions – career expectations and perceptions of job and organisational knowledge. These clusters were compared in respect of career maturity. Statistically significant differences were found. A secondary aim of the study was to examine the impact of certain demographic variables on career maturity, career expectations and perceptions of job and organisational knowledge. The implications of the findings are discussed.
- Full Text:
- Authors: Le Roux, H. , Schepers, J.M. , Lessing, B.C.
- Date: 1997
- Subjects: Career maturity , Career expectations , Job perceptions , Organisational knowledge
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/390094 , uj:6332 , http://hdl.handle.net/10210/1078
- Description: The principal aim of this study was to determine whether there is a statistically significant relationship between career maturity, and career expectations and perceptions of job and organisational knowledge of engineering bursars. The sample comprised 168 engineering bursars from a variety of South African universities. A questionnaire was developed to measure bursars’ career expectations and perceptions of job and organisational knowledge. The sample was divided into homogeneous clusters on the basis of two dimensions – career expectations and perceptions of job and organisational knowledge. These clusters were compared in respect of career maturity. Statistically significant differences were found. A secondary aim of the study was to examine the impact of certain demographic variables on career maturity, career expectations and perceptions of job and organisational knowledge. The implications of the findings are discussed.
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The role of locus of control and achievement motivation in the work performance of black managers.
- Bothma, A.C., Schepers, J.M.
- Authors: Bothma, A.C. , Schepers, J.M.
- Date: 1997
- Subjects: Work performance , Black managers , Locus of control , Achievement motivation
- Type: Article
- Identifier: uj:6329 , http://hdl.handle.net/10210/1075
- Description: The primary objective of this study was to predict the work performance of Black managers by using three measures of Locus of Control and five measures of Achievement Motivation. Work performance was assessed by superiors with the aid of the Performance Appraisal Questionnaire of Schepers (1994) which yields three scores, viz, Work Performance, Creativity/Initiative and Management Skills. The sample comprised 102 Black male employees in supervisory and more senior positions in a diversified and geographically dispersed chemical company. In analysing the data, the three sets of measures were intercorrelated and subjected to a factor analysis. Three factors were identified; amongst others a factor representing work performance. A composite score was accordingly computed which served as the criterion measure in a regression analysis. Furthermore, a canonical correlation procedure was used to maximise the correlation between the predictor variables and the dependent variables. Two statistically significant canonical correlations were obtained. It was found that both the Locus of Control Inventory and the Achievement Motivation Questionnaire can be used as predictors of work performance as assessed by means of the Performance Appraisal Questionnaire (PA).
- Full Text:
- Authors: Bothma, A.C. , Schepers, J.M.
- Date: 1997
- Subjects: Work performance , Black managers , Locus of control , Achievement motivation
- Type: Article
- Identifier: uj:6329 , http://hdl.handle.net/10210/1075
- Description: The primary objective of this study was to predict the work performance of Black managers by using three measures of Locus of Control and five measures of Achievement Motivation. Work performance was assessed by superiors with the aid of the Performance Appraisal Questionnaire of Schepers (1994) which yields three scores, viz, Work Performance, Creativity/Initiative and Management Skills. The sample comprised 102 Black male employees in supervisory and more senior positions in a diversified and geographically dispersed chemical company. In analysing the data, the three sets of measures were intercorrelated and subjected to a factor analysis. Three factors were identified; amongst others a factor representing work performance. A composite score was accordingly computed which served as the criterion measure in a regression analysis. Furthermore, a canonical correlation procedure was used to maximise the correlation between the predictor variables and the dependent variables. Two statistically significant canonical correlations were obtained. It was found that both the Locus of Control Inventory and the Achievement Motivation Questionnaire can be used as predictors of work performance as assessed by means of the Performance Appraisal Questionnaire (PA).
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Die houdings van manlike bestuurders teenoor die vordering van vroue binne die bedryfskonteks: 'n kultureel vergelykende studie.
- Van Aarde, W.A., Schepers, J.M.
- Authors: Van Aarde, W.A. , Schepers, J.M.
- Date: 1998
- Subjects: Male mangers , Attitudes in business context
- Type: Article
- Identifier: uj:6335 , http://hdl.handle.net/10210/1080
- Description: The attitude of male mangers toward the advancement of women in the industrial context: A comparative cultural study. The main aim of this study was to determine the attitudes of male mangers towards the advancement of women coming form the four cultural groups – white, black, Coloured and Indian, as well as women in general, within the business context. Five independent questionnaires were developed for this purpose. In general, it was found that black male managers were more positive in their attitudes towards women, than white male managers. In comparing the attitudes of male mangers towards women coming from the various cultural groups, it appeared that white male managers exhibited a particular hierarchical order of preferences, whilst black male mangers only indicated differences regarding whites versus Coloureds, and Indians versus Coloureds.
- Full Text:
- Authors: Van Aarde, W.A. , Schepers, J.M.
- Date: 1998
- Subjects: Male mangers , Attitudes in business context
- Type: Article
- Identifier: uj:6335 , http://hdl.handle.net/10210/1080
- Description: The attitude of male mangers toward the advancement of women in the industrial context: A comparative cultural study. The main aim of this study was to determine the attitudes of male mangers towards the advancement of women coming form the four cultural groups – white, black, Coloured and Indian, as well as women in general, within the business context. Five independent questionnaires were developed for this purpose. In general, it was found that black male managers were more positive in their attitudes towards women, than white male managers. In comparing the attitudes of male mangers towards women coming from the various cultural groups, it appeared that white male managers exhibited a particular hierarchical order of preferences, whilst black male mangers only indicated differences regarding whites versus Coloureds, and Indians versus Coloureds.
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Voorspelling van die akademiese sukses van eerstejaarstudente.
- Rademeyer, M.M., Schepers, J.M.
- Authors: Rademeyer, M.M. , Schepers, J.M.
- Date: 1998
- Subjects: Academic success , Education dispensation
- Type: Article
- Identifier: uj:6333 , http://hdl.handle.net/10210/1079
- Description: Prediction of academic success of first year students. The recent amalgamation of the various regional education systems in South Africa and as a result, the restructuring of the education dispensation, led to a number of problems which impacted negatively on the examination process. Against this backdrop, the present study attempted to find a valid alternative for matric marks as a predictor of academic success. Multiple regression analyses and canonical discriminant analyses were performed to construct a comprehensive model, which can be used to predict the academic achievement of students, and serve as an alternative for matric marks. Regression analyses with average exam mark as criterion were performed on the data of the three largest faculties. Multiple correlations of 0.59, 0,56 and 0,52 were obtained. Discriminant analysis were done against a promotion criterion (promoted/not promoted), for each of the faculties. According to the results of the discriminant analyses the percentage correct classifications varied from 62,7% to 81,1%.
- Full Text:
- Authors: Rademeyer, M.M. , Schepers, J.M.
- Date: 1998
- Subjects: Academic success , Education dispensation
- Type: Article
- Identifier: uj:6333 , http://hdl.handle.net/10210/1079
- Description: Prediction of academic success of first year students. The recent amalgamation of the various regional education systems in South Africa and as a result, the restructuring of the education dispensation, led to a number of problems which impacted negatively on the examination process. Against this backdrop, the present study attempted to find a valid alternative for matric marks as a predictor of academic success. Multiple regression analyses and canonical discriminant analyses were performed to construct a comprehensive model, which can be used to predict the academic achievement of students, and serve as an alternative for matric marks. Regression analyses with average exam mark as criterion were performed on the data of the three largest faculties. Multiple correlations of 0.59, 0,56 and 0,52 were obtained. Discriminant analysis were done against a promotion criterion (promoted/not promoted), for each of the faculties. According to the results of the discriminant analyses the percentage correct classifications varied from 62,7% to 81,1%.
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Die verband tussen die sielkundige kontrak en organisasieverbondenheid.
- Stanz, K.J., Slabbert, J.A., Schepers, J.M.
- Authors: Stanz, K.J. , Slabbert, J.A. , Schepers, J.M.
- Date: 1999
- Subjects: Psychological contract , Organisational commitment , Dhammanungune Model
- Type: Article
- Identifier: uj:6340 , http://hdl.handle.net/10210/1085
- Description: The relationship between the psychological contract and organisational commitment. The aim of this study is to design a measuring instrument with acceptable metric characteristics for the strength of the psychological contract within the South African context, and to determine empirically the relation between the strength of the psychological contract and organisational commitment. The Dhammanungune Model served as foundation for the design of the Strength of the Psychological Contract Questionnaire which consists of two scale namely, a needs expectation scale and a needs fulfilment expectation scale. The items of each scale have been formulated in the manner that ensures that the respondent react consecutively to two instructions namely, (a) the level of the expectation and (b) the importance of the expectation. This questionnaire was administered together with the Organisational Commitment Questionnaire to two population groups within the military environment. The Pearson Product Moment Correlation was calculated between the strength of the psychological contract and organisational commitment and the significance of the correlations was evaluated.
- Full Text:
- Authors: Stanz, K.J. , Slabbert, J.A. , Schepers, J.M.
- Date: 1999
- Subjects: Psychological contract , Organisational commitment , Dhammanungune Model
- Type: Article
- Identifier: uj:6340 , http://hdl.handle.net/10210/1085
- Description: The relationship between the psychological contract and organisational commitment. The aim of this study is to design a measuring instrument with acceptable metric characteristics for the strength of the psychological contract within the South African context, and to determine empirically the relation between the strength of the psychological contract and organisational commitment. The Dhammanungune Model served as foundation for the design of the Strength of the Psychological Contract Questionnaire which consists of two scale namely, a needs expectation scale and a needs fulfilment expectation scale. The items of each scale have been formulated in the manner that ensures that the respondent react consecutively to two instructions namely, (a) the level of the expectation and (b) the importance of the expectation. This questionnaire was administered together with the Organisational Commitment Questionnaire to two population groups within the military environment. The Pearson Product Moment Correlation was calculated between the strength of the psychological contract and organisational commitment and the significance of the correlations was evaluated.
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Itemformaat, differensiële itemskeefheid en die faktorstruktuur van 'n selfvoltooiingsvraelys.
- Swart, C., Roodt, G., Schepers, J.M.
- 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.
- Full Text:
- 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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Loopbaanankers en werkstevredenheid.
- Authors: De Kock, E. , Schepers, J.M.
- Date: 1999
- Subjects: Career anchors , Job satisfaction
- Type: Article
- Identifier: uj:6336 , http://hdl.handle.net/10210/1081
- Description: The primary goal of the study was to determine whether a relationship exists between the extent to which an employee’s career anchors are satisfied in his/her current position and his/her job satisfaction. A secondary goal was to determine whether satisfied career anchors can predict future job satisfaction. A Career Anchor Questionnaire, consisting of 41 items, was developed. The Minnesota Job Satisfaction Questionnaire was applied to 195 employees on Peromnes job grades 11 and 13 jointly with the Career Anchor Questionnaire. The Career Anchor Questionnaire was statistically analysed through factor analysis and item analysis. The results indicate that a relationship exists between the extent to which an employee’s career anchors are satisfied in his/her current position and his/her job satisfaction.
- Full Text:
- Authors: De Kock, E. , Schepers, J.M.
- Date: 1999
- Subjects: Career anchors , Job satisfaction
- Type: Article
- Identifier: uj:6336 , http://hdl.handle.net/10210/1081
- Description: The primary goal of the study was to determine whether a relationship exists between the extent to which an employee’s career anchors are satisfied in his/her current position and his/her job satisfaction. A secondary goal was to determine whether satisfied career anchors can predict future job satisfaction. A Career Anchor Questionnaire, consisting of 41 items, was developed. The Minnesota Job Satisfaction Questionnaire was applied to 195 employees on Peromnes job grades 11 and 13 jointly with the Career Anchor Questionnaire. The Career Anchor Questionnaire was statistically analysed through factor analysis and item analysis. The results indicate that a relationship exists between the extent to which an employee’s career anchors are satisfied in his/her current position and his/her job satisfaction.
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Personnlikheidstrekke as voorspellers vir ontvanklikheid vir verandering by bestuurders.
- Kleynhans, P.J.L., Schmidt, C., Schepers, J.M.
- Authors: Kleynhans, P.J.L. , Schmidt, C. , Schepers, J.M.
- Date: 1999
- Subjects: Personality characterstics , Change management , Change readiness , Organisational change
- Type: Article
- Identifier: uj:6337 , http://hdl.handle.net/10210/1082
- Description: Personality characteristics as predictors for managers’ readiness to change. The purpose of this study was to establish the degree to which change readiness can be predicted by certain personality dimensions. A sample of 115 managers took part in the study. As a result of the multi- dimensional nature of the construct readiness for change, the prediction was administered through a canonical correlation. In this instance change readiness (criteria) was presented in the form of three separate measurements i.e. California Psychological Inventory (CPI)), Reaction to Change Inventory (RTC) and the Perceptions of Organisational Change Inventory (POC). The scales of the Jung Personality Questionnaire (JPQ) and a Locus of Control Inventory served as predictors in the study. The results of the study indicate that it is indeed possible to predict change readiness on the basis of personality analysis.
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- Authors: Kleynhans, P.J.L. , Schmidt, C. , Schepers, J.M.
- Date: 1999
- Subjects: Personality characterstics , Change management , Change readiness , Organisational change
- Type: Article
- Identifier: uj:6337 , http://hdl.handle.net/10210/1082
- Description: Personality characteristics as predictors for managers’ readiness to change. The purpose of this study was to establish the degree to which change readiness can be predicted by certain personality dimensions. A sample of 115 managers took part in the study. As a result of the multi- dimensional nature of the construct readiness for change, the prediction was administered through a canonical correlation. In this instance change readiness (criteria) was presented in the form of three separate measurements i.e. California Psychological Inventory (CPI)), Reaction to Change Inventory (RTC) and the Perceptions of Organisational Change Inventory (POC). The scales of the Jung Personality Questionnaire (JPQ) and a Locus of Control Inventory served as predictors in the study. The results of the study indicate that it is indeed possible to predict change readiness on the basis of personality analysis.
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The bell curve revisted: A South African perspective.
- Authors: Schepers, J.M.
- Date: 1999
- Subjects: Bell curve , Battery tests , Schooling
- Type: Article
- Identifier: uj:6339 , http://hdl.handle.net/10210/1084
- Description: The principal objective of the study was to examine some of the scientific premises of The Bell Curve by Herrnstein and Murray (1996). It was shown that the hypothetical construct referred to as ‘g’ is nothing more than the aggregate of the various cognitive tests contained in the battery of tests that is subjected to factor analysis. The nature of g, therefore, depends on the composition of the test battery. Furthermore, it was shown that the predictive validity of multiple factors is always better than that of g alone. The validity of Spearman’s hypothesis was investigated and found wanting. The critical role of formal schooling in the development of intellect (both fluid and crystallised) was discussed with reference to illiterate adults in South Africa. The importance of the interaction of heredity and environment was stressed. The best genetic endowment can only come to fruition in a stimulating environment. The relationship between locus of control and intelligence was discussed.
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- Authors: Schepers, J.M.
- Date: 1999
- Subjects: Bell curve , Battery tests , Schooling
- Type: Article
- Identifier: uj:6339 , http://hdl.handle.net/10210/1084
- Description: The principal objective of the study was to examine some of the scientific premises of The Bell Curve by Herrnstein and Murray (1996). It was shown that the hypothetical construct referred to as ‘g’ is nothing more than the aggregate of the various cognitive tests contained in the battery of tests that is subjected to factor analysis. The nature of g, therefore, depends on the composition of the test battery. Furthermore, it was shown that the predictive validity of multiple factors is always better than that of g alone. The validity of Spearman’s hypothesis was investigated and found wanting. The critical role of formal schooling in the development of intellect (both fluid and crystallised) was discussed with reference to illiterate adults in South Africa. The importance of the interaction of heredity and environment was stressed. The best genetic endowment can only come to fruition in a stimulating environment. The relationship between locus of control and intelligence was discussed.
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The internal career of the Type A personality.
- Rosslee, G., Crous, F., Schepers, J.M.
- Authors: Rosslee, G. , Crous, F. , Schepers, J.M.
- Date: 1999
- Subjects: Career success orientation
- Type: Article
- Identifier: uj:6338 , http://hdl.handle.net/10210/1083
- Description: The principal aim of the study was to examine the relationship between the Type A personality, optimal experience (Flow) and career success orientation. Three questionnaires measuring the above-mentioned constructs were administered to 200 managers from a variety of South African organisations representing all organisational functions, genders and cultural groups. Using Flow and Type A as input variables, the sample was divided into four homogeneous clusters with the aid of a clustering technique. By means of a factor analysis, four career success orientations were identified and four scales were constructed accordingly. The four clusters were compared with one another in terms of career success orientation. From the analysis it transpired that Type As did not experience their work in an optimal way. However, in terms of career success orientation, type As obtained the highest mean scores.
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- Authors: Rosslee, G. , Crous, F. , Schepers, J.M.
- Date: 1999
- Subjects: Career success orientation
- Type: Article
- Identifier: uj:6338 , http://hdl.handle.net/10210/1083
- Description: The principal aim of the study was to examine the relationship between the Type A personality, optimal experience (Flow) and career success orientation. Three questionnaires measuring the above-mentioned constructs were administered to 200 managers from a variety of South African organisations representing all organisational functions, genders and cultural groups. Using Flow and Type A as input variables, the sample was divided into four homogeneous clusters with the aid of a clustering technique. By means of a factor analysis, four career success orientations were identified and four scales were constructed accordingly. The four clusters were compared with one another in terms of career success orientation. From the analysis it transpired that Type As did not experience their work in an optimal way. However, in terms of career success orientation, type As obtained the highest mean scores.
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Bestuursontwikkelingsbehoeftes in die Suid-Afrikaanse lugmag: 'n vergelykende studie van die persepsies van die vier kultuurgroepe.
- Theart, J.J., Lessing, B.C., Schepers, J.M.
- Authors: Theart, J.J. , Lessing, B.C. , Schepers, J.M.
- Date: 2000
- Subjects: Management development needs , Cultural groups , Managerial skills
- Type: Article
- Identifier: uj:6342 , http://hdl.handle.net/10210/1087
- Description: Management Development Needs in the South African Air Force: a comparative study of the perceptions of four cultural groups. The object of the study was to determine whether the perceptions of managers and supervisors from different cultural groups in the South African Air Force differ concerning their managerial skills, and to determine to what extent the perceptions of the superiors differ from those of their subordinates. A questionnaire of perceived management development needs was used to determine whether specific training needs exist. It was found that there are indeed statistically significant differences between the various cultural groups’ perceptions of their management development needs and that training needs exist within all four cultural groups.
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- Authors: Theart, J.J. , Lessing, B.C. , Schepers, J.M.
- Date: 2000
- Subjects: Management development needs , Cultural groups , Managerial skills
- Type: Article
- Identifier: uj:6342 , http://hdl.handle.net/10210/1087
- Description: Management Development Needs in the South African Air Force: a comparative study of the perceptions of four cultural groups. The object of the study was to determine whether the perceptions of managers and supervisors from different cultural groups in the South African Air Force differ concerning their managerial skills, and to determine to what extent the perceptions of the superiors differ from those of their subordinates. A questionnaire of perceived management development needs was used to determine whether specific training needs exist. It was found that there are indeed statistically significant differences between the various cultural groups’ perceptions of their management development needs and that training needs exist within all four cultural groups.
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Lokus van beheer en transformasionele leierskap.
- Van Staden, J.F., Schepers, J.M., Rieger, H.S.
- Authors: Van Staden, J.F. , Schepers, J.M. , Rieger, H.S.
- Date: 2000
- Subjects: Locus of control , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6344 , http://hdl.handle.net/10210/1089
- Description: Locus of control and transformational leadership. The aim of this study was to determine the relationship between locus of control and transformational leadership. These constructs were selected by virtue of the lack of empirical research regarding the assumed relationship between them. The Locus of Control Inventory (LCI) of Schepers (1998) and the Multifactor Leadership Questionnaire (MLQ), Form 5R of Bass and Avolio (1993) were administered to 102 respondents. The results indicate statistically significant relationships between: internal locus of control and transformational leadership; external locus of control and transactional leadership; and autonomy and transformational leadership.
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- Authors: Van Staden, J.F. , Schepers, J.M. , Rieger, H.S.
- Date: 2000
- Subjects: Locus of control , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6344 , http://hdl.handle.net/10210/1089
- Description: Locus of control and transformational leadership. The aim of this study was to determine the relationship between locus of control and transformational leadership. These constructs were selected by virtue of the lack of empirical research regarding the assumed relationship between them. The Locus of Control Inventory (LCI) of Schepers (1998) and the Multifactor Leadership Questionnaire (MLQ), Form 5R of Bass and Avolio (1993) were administered to 102 respondents. The results indicate statistically significant relationships between: internal locus of control and transformational leadership; external locus of control and transactional leadership; and autonomy and transformational leadership.
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