Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship.
- Authors: Visser, D. , Coetzee, S.
- Date: 2005
- Subjects: Job performance , Job satisfaction , Affective-cognitive consistency , Overall Job Satisfaction Scale
- Type: Article
- Identifier: uj:6435 , http://hdl.handle.net/10210/1301
- Description: Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC) to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS) and the Minnesota Satisfaction Questionnaire (MSQ), administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported.
- Full Text:
- Authors: Visser, D. , Coetzee, S.
- Date: 2005
- Subjects: Job performance , Job satisfaction , Affective-cognitive consistency , Overall Job Satisfaction Scale
- Type: Article
- Identifier: uj:6435 , http://hdl.handle.net/10210/1301
- Description: Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC) to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS) and the Minnesota Satisfaction Questionnaire (MSQ), administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported.
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Client-consultant ethical relationship considerations within management consulting.
- Smith, A., Van Vuuren, L.J., Visser, D.
- Authors: Smith, A. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Ethical conduct , Consultant relationship , Financial concerns , Contractual concerns , Consultant behaviour
- Type: Article
- Identifier: uj:6412 , http://hdl.handle.net/10210/1209
- Description: Ethical conduct within consulting has become increasingly important since management consulting has developed into an independent profession. The objective of this research was to determine if differences exist in client consultant relationship ethics within a defined group of management consultancies in South Africa. A questionnaire was developed to assess ethical behaviour across five dimensions, namely the client consultant relationship, financial and contractual concerns, delivery of expectations, orientation and competence of consultants, and ethics in consultant behaviour. Thirty-nine respondents completed the questionnaire. Significant differences on ethical dimensions in relation to job level, between consulting firms, the level of senior management commitment to ethics and the existence of a code of ethics were obtained.
- Full Text:
- Authors: Smith, A. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Ethical conduct , Consultant relationship , Financial concerns , Contractual concerns , Consultant behaviour
- Type: Article
- Identifier: uj:6412 , http://hdl.handle.net/10210/1209
- Description: Ethical conduct within consulting has become increasingly important since management consulting has developed into an independent profession. The objective of this research was to determine if differences exist in client consultant relationship ethics within a defined group of management consultancies in South Africa. A questionnaire was developed to assess ethical behaviour across five dimensions, namely the client consultant relationship, financial and contractual concerns, delivery of expectations, orientation and competence of consultants, and ethics in consultant behaviour. Thirty-nine respondents completed the questionnaire. Significant differences on ethical dimensions in relation to job level, between consulting firms, the level of senior management commitment to ethics and the existence of a code of ethics were obtained.
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Communication of job-related information and work-family conflict in dual-career couples.
- Theunissen, B., Van Vuuren, L.J., Visser, D.
- Authors: Theunissen, B. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Work-family conflict , Dual-career spouses , Work Perception Questionnaire
- Type: Article
- Identifier: uj:6414 , http://hdl.handle.net/10210/1210
- Description: It is known that work-family conflict is a determinant of marital dissatisfaction. The goal of this study was to determine whether inadequate communication regarding the sharing of job-related information between dual-career spouses contributes to marital dissatisfaction. The Work Perception Questionnaire (WPQ) was designed and administered to obtain information on dimensions that 80 dual-career couples (married or in co-habitation) perceived to contribute to marital conflict and that have an impact on the quality of their relationships. The main findings indicated that male partners experienced more marital conflict than their female partners if they did not have adequate job-related information about their partner’s work. However, the findings for the female partners were nonsignificant. The implications of the findings are discussed.
- Full Text:
- Authors: Theunissen, B. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Work-family conflict , Dual-career spouses , Work Perception Questionnaire
- Type: Article
- Identifier: uj:6414 , http://hdl.handle.net/10210/1210
- Description: It is known that work-family conflict is a determinant of marital dissatisfaction. The goal of this study was to determine whether inadequate communication regarding the sharing of job-related information between dual-career spouses contributes to marital dissatisfaction. The Work Perception Questionnaire (WPQ) was designed and administered to obtain information on dimensions that 80 dual-career couples (married or in co-habitation) perceived to contribute to marital conflict and that have an impact on the quality of their relationships. The main findings indicated that male partners experienced more marital conflict than their female partners if they did not have adequate job-related information about their partner’s work. However, the findings for the female partners were nonsignificant. The implications of the findings are discussed.
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Comparing fairness perceptions of personnel selection techniques of American, French and South African job applicants.
- Authors: Visser, D. , De Jong, A.
- Date: 2001
- Subjects: Job applicants , Fairness perceptions , Organisational justice theory
- Type: Article
- Identifier: uj:5694 , http://hdl.handle.net/10210/2940
- Description: The purpose of the study was to determine whether job applicants' perceptions of commonly used selection procedures vary across nationalities, because a negative impression of prospective employers that use selection techniques that are viewed as unfair, may result. In this study the fairness perceptions of 179 South African employees were compared with results obtained with 142 American and 117 French participants with regard to ten selection techniques using the framework of organisational justice theory.
- Full Text:
- Authors: Visser, D. , De Jong, A.
- Date: 2001
- Subjects: Job applicants , Fairness perceptions , Organisational justice theory
- Type: Article
- Identifier: uj:5694 , http://hdl.handle.net/10210/2940
- Description: The purpose of the study was to determine whether job applicants' perceptions of commonly used selection procedures vary across nationalities, because a negative impression of prospective employers that use selection techniques that are viewed as unfair, may result. In this study the fairness perceptions of 179 South African employees were compared with results obtained with 142 American and 117 French participants with regard to ten selection techniques using the framework of organisational justice theory.
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Construct validity of competency dimensions in a team leaders assessment centre.
- Greyling, L.A., Visser, D., Fourie, L.
- Authors: Greyling, L.A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Assessment centre , Team leaders
- Type: Article
- Identifier: uj:6411 , http://hdl.handle.net/10210/1208
- Description: The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed.
- Full Text:
- Authors: Greyling, L.A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Assessment centre , Team leaders
- Type: Article
- Identifier: uj:6411 , http://hdl.handle.net/10210/1208
- Description: The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed.
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Die omvang en aard van afwesigheid: 'n Suid Afrikaanse gevalstudie.
- Du Plessis, A., Visser, D., Fourie, L.
- Authors: Du Plessis, A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Absenteeism , Workplace , Absenteeism paterns
- Type: Article
- Identifier: uj:6410 , http://hdl.handle.net/10210/1207
- Description: The scope and nature of absenteeism in the workplace: A South African case study. The objective of the study was to develop quantitative measures for monitoring trends of absenteeism in a company within the meat industry and to assess qualitatively the possible existence of a collective culture of absenteeism within the organisation. The scope and frequency of absenteeism, costs incurred due to absenteeism, and individual absenteeism patterns of 145 employees, were studied over a period of one year. It was found that 2900 planned and 912 unplanned leave workdays that were lost, resulted in direct costs of R895,054.55. Five employees who were absent most often accounted for 18.60% of the unplanned leave taken. The extraordinary levels of absenteeism found in this case study were ascribed to specific employees.
- Full Text:
- Authors: Du Plessis, A. , Visser, D. , Fourie, L.
- Date: 2003
- Subjects: Absenteeism , Workplace , Absenteeism paterns
- Type: Article
- Identifier: uj:6410 , http://hdl.handle.net/10210/1207
- Description: The scope and nature of absenteeism in the workplace: A South African case study. The objective of the study was to develop quantitative measures for monitoring trends of absenteeism in a company within the meat industry and to assess qualitatively the possible existence of a collective culture of absenteeism within the organisation. The scope and frequency of absenteeism, costs incurred due to absenteeism, and individual absenteeism patterns of 145 employees, were studied over a period of one year. It was found that 2900 planned and 912 unplanned leave workdays that were lost, resulted in direct costs of R895,054.55. Five employees who were absent most often accounted for 18.60% of the unplanned leave taken. The extraordinary levels of absenteeism found in this case study were ascribed to specific employees.
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Die verband tussen interpersoonlike behoeftes en konflikhanteringstyle.
- Lotriet, W., Crafford, A., Visser, D.
- Authors: Lotriet, W. , Crafford, A. , Visser, D.
- Date: 2001
- Subjects: Interpersonal needs , Conflict handling styles , Interpersonal preferences , Personality characteristics
- Type: Article
- Identifier: uj:5703 , http://hdl.handle.net/10210/2950
- Description: The relationship between interpersonal needs and conflict-handling styles. Various factors such as behavioural tendencies, interpersonal preferences and personality characteristics play a role in conflict-handling styles. The aim of this investigation was to determine the relationship between interpersonal needs and conflict-handling styles.
- Full Text:
- Authors: Lotriet, W. , Crafford, A. , Visser, D.
- Date: 2001
- Subjects: Interpersonal needs , Conflict handling styles , Interpersonal preferences , Personality characteristics
- Type: Article
- Identifier: uj:5703 , http://hdl.handle.net/10210/2950
- Description: The relationship between interpersonal needs and conflict-handling styles. Various factors such as behavioural tendencies, interpersonal preferences and personality characteristics play a role in conflict-handling styles. The aim of this investigation was to determine the relationship between interpersonal needs and conflict-handling styles.
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Differential item functioning in the Figure Classification Test.
- Authors: Van Zyl, E. , Visser, D.
- Date: 1998
- Subjects: Psychometric instruments , Mantel-Haenszel chi-square technique
- Type: Article
- Identifier: uj:6372 , http://hdl.handle.net/10210/1116
- Description: The elimination of unfair discrimination and cultural bias of any kind, is a contentious workplace issue in contemporary South Africa. To ensure fairness in testing, psychometric instruments are subjected to empirical investigations for the detection of possible bias that could lead to selection decisions constituting unfair discrimination. This study was conducted to explore the possible existence of differential item functioning (DIF), or potential bias, in the Figure Classification Test (A121) by means of the Mantel-Haenszel chi-square technique. The sample consisted of 498 men at a production company in the Western Cape. Although statistical analysis revealed significant differences between the mean test scores of three racial groups on the test, very few items were identified as having statistically significant DIF. The possibility is discussed that, despite the presence of some DIF, the differences between the means may not be due to the measuring instrument itself being biased/ but rather to extraneous sources of variation, such as the unequal education and socio-economic backgrounds of the racial groups. It was concluded that there is very little evidence of item bias in the test.
- Full Text:
- Authors: Van Zyl, E. , Visser, D.
- Date: 1998
- Subjects: Psychometric instruments , Mantel-Haenszel chi-square technique
- Type: Article
- Identifier: uj:6372 , http://hdl.handle.net/10210/1116
- Description: The elimination of unfair discrimination and cultural bias of any kind, is a contentious workplace issue in contemporary South Africa. To ensure fairness in testing, psychometric instruments are subjected to empirical investigations for the detection of possible bias that could lead to selection decisions constituting unfair discrimination. This study was conducted to explore the possible existence of differential item functioning (DIF), or potential bias, in the Figure Classification Test (A121) by means of the Mantel-Haenszel chi-square technique. The sample consisted of 498 men at a production company in the Western Cape. Although statistical analysis revealed significant differences between the mean test scores of three racial groups on the test, very few items were identified as having statistically significant DIF. The possibility is discussed that, despite the presence of some DIF, the differences between the means may not be due to the measuring instrument itself being biased/ but rather to extraneous sources of variation, such as the unequal education and socio-economic backgrounds of the racial groups. It was concluded that there is very little evidence of item bias in the test.
- Full Text:
Exploring sexual practices of South African soldiers to determine vulnerability to the Human Immune Deficiency Virus.
- Authors: De Jong, A. , Visser, D.
- Date: 2006
- Subjects: HIV , Human Immune Deficiency Virus
- Type: Article
- Identifier: uj:6424 , http://hdl.handle.net/10210/1281
- Description: Although HIV occurs in all social groups in South African society, certain populations are more vulnerable to HIV through risky behaviour patterns. Of relevance to the present study, are the high risk situations that deployed soldiers are exposed to. Three issues indicated the necessity for a study of this kind to be conducted; (a) the statistics pointing to a higher incidence of HIV infections among military personnel than among the general population, (b) military personnel’s unique vulnerability profile, and (c) the South African National Defence Force’s (SANDF) increasing participation in international peacekeeping missions. The knowledge, attitudes and practices concerning HIV/AIDS of deployed soldiers were analysed. Results indicated that soldiers were taking sexual risks, although they had high levels of knowledge and had healthy attitudes concerning HIV/AIDS.
- Full Text:
- Authors: De Jong, A. , Visser, D.
- Date: 2006
- Subjects: HIV , Human Immune Deficiency Virus
- Type: Article
- Identifier: uj:6424 , http://hdl.handle.net/10210/1281
- Description: Although HIV occurs in all social groups in South African society, certain populations are more vulnerable to HIV through risky behaviour patterns. Of relevance to the present study, are the high risk situations that deployed soldiers are exposed to. Three issues indicated the necessity for a study of this kind to be conducted; (a) the statistics pointing to a higher incidence of HIV infections among military personnel than among the general population, (b) military personnel’s unique vulnerability profile, and (c) the South African National Defence Force’s (SANDF) increasing participation in international peacekeeping missions. The knowledge, attitudes and practices concerning HIV/AIDS of deployed soldiers were analysed. Results indicated that soldiers were taking sexual risks, although they had high levels of knowledge and had healthy attitudes concerning HIV/AIDS.
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Human Resource Management as a profession in South Africa: Practitioners' perspectives.
- Van der Westhuizen, C., Van Vuuren, L.J., Visser, D.
- Authors: Van der Westhuizen, C. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Human resource operations , HR practitioners
- Type: Article
- Identifier: uj:6426 , http://hdl.handle.net/10210/1283
- Description: Many organisations are downsizing their Human Resource (HR) operations due to the perceived lack of credibility of the function as a whole. This study investigates possible reasons for this perceived lack of credibility, and suggests ways in which the Human Resource Management (HRM) function can overcome this challenge. One of these suggestions implies the need to advance the professional status of HRM. The current professional status of HRM, as perceived by South African HR practitioners (N = 398) was evaluated by means of the trait approach to assessing the professional status of an occupation. The results reveal that practitioners do consider HRM to be a profession. However, HRM is still very much in the early stages of achieving true professional status. Other findings and their implications are also discussed.
- Full Text:
- Authors: Van der Westhuizen, C. , Van Vuuren, L.J. , Visser, D.
- Date: 2003
- Subjects: Human resource operations , HR practitioners
- Type: Article
- Identifier: uj:6426 , http://hdl.handle.net/10210/1283
- Description: Many organisations are downsizing their Human Resource (HR) operations due to the perceived lack of credibility of the function as a whole. This study investigates possible reasons for this perceived lack of credibility, and suggests ways in which the Human Resource Management (HRM) function can overcome this challenge. One of these suggestions implies the need to advance the professional status of HRM. The current professional status of HRM, as perceived by South African HR practitioners (N = 398) was evaluated by means of the trait approach to assessing the professional status of an occupation. The results reveal that practitioners do consider HRM to be a profession. However, HRM is still very much in the early stages of achieving true professional status. Other findings and their implications are also discussed.
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Instemmingsgeneighdheid en verskillende item-en responsformate in 'n gesommeerde selfbeoordelingskaal.
- Authors: Hanekom, N. , Visser, D.
- Date: 1998
- Subjects: Locus of control , Likert-type format
- Type: Article
- Identifier: uj:6373 , http://hdl.handle.net/10210/1117
- Description: This study examines the degree of acquiescence present when the item and response formats of a summated rating scale are varied. It is often recommended that acquiescence response bias in rating scales may be controlled by using both positively and negatively worded items. Such items are generally worded in the Likert-type format of statements. The purpose of the study was to establish whether items in question format would result in a smaller degree of acquiescence than items worded as statements. the response format was also varied (five- and seven-point options) to determine whether this would influence the reliability and degree of acquiescence in the scales. A twenty-item Locus of Control (LC) questionnaire was used, but each item was complemented by its opposite, resulting in 40 items. The subjects, divided randomly into two groups, were second year students who had to complete four versions of the questionnaire, plus a shortened version of Bass's scale for measuring acquiescence. The LC version were questions or statements each combined with a five- or seven-point respons format. Partial counterbalancing was introduced by testing on two separate occasions, presenting the tests to the two groups in the opposite order. The degree of acquiescence was assessed by correlating the items with their opposite, and by correlating scores on each version with scores on the acquiescence questionnaire. No major difference were found between the various item and response format in relation to acquiescence.
- Full Text:
- Authors: Hanekom, N. , Visser, D.
- Date: 1998
- Subjects: Locus of control , Likert-type format
- Type: Article
- Identifier: uj:6373 , http://hdl.handle.net/10210/1117
- Description: This study examines the degree of acquiescence present when the item and response formats of a summated rating scale are varied. It is often recommended that acquiescence response bias in rating scales may be controlled by using both positively and negatively worded items. Such items are generally worded in the Likert-type format of statements. The purpose of the study was to establish whether items in question format would result in a smaller degree of acquiescence than items worded as statements. the response format was also varied (five- and seven-point options) to determine whether this would influence the reliability and degree of acquiescence in the scales. A twenty-item Locus of Control (LC) questionnaire was used, but each item was complemented by its opposite, resulting in 40 items. The subjects, divided randomly into two groups, were second year students who had to complete four versions of the questionnaire, plus a shortened version of Bass's scale for measuring acquiescence. The LC version were questions or statements each combined with a five- or seven-point respons format. Partial counterbalancing was introduced by testing on two separate occasions, presenting the tests to the two groups in the opposite order. The degree of acquiescence was assessed by correlating the items with their opposite, and by correlating scores on each version with scores on the acquiescence questionnaire. No major difference were found between the various item and response format in relation to acquiescence.
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Leadership style and its relation to employee attitudes and behaviour.
- Mester, C.A., Visser, D., Roodt, G., Kellerman, A.M.
- Authors: Mester, C.A. , Visser, D. , Roodt, G. , Kellerman, A.M.
- Date: 2003
- Subjects: Leadership style , Organisational commitment , Job satisfaction , Job involvement , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6317 , http://hdl.handle.net/10210/1064
- Description: The purpose of this study was to determine the relationships between leadership style and organisational commitment, job satisfaction, job involvement and organisational citizenship behaviour and whether these relationships were stronger for transformational than for transactional leaders. A sample of 52 leaders and 276 raters from a world class engineering company participated. The results of a canonical correlation analysis using the rater data indicated that the most prominent relationship was that between transactional leadership and affective commitment. Furthermore, transformational and transactional leadership did not correlate significantly with the constructs of job involvement and job satisfaction.
- Full Text:
- Authors: Mester, C.A. , Visser, D. , Roodt, G. , Kellerman, A.M.
- Date: 2003
- Subjects: Leadership style , Organisational commitment , Job satisfaction , Job involvement , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6317 , http://hdl.handle.net/10210/1064
- Description: The purpose of this study was to determine the relationships between leadership style and organisational commitment, job satisfaction, job involvement and organisational citizenship behaviour and whether these relationships were stronger for transformational than for transactional leaders. A sample of 52 leaders and 276 raters from a world class engineering company participated. The results of a canonical correlation analysis using the rater data indicated that the most prominent relationship was that between transactional leadership and affective commitment. Furthermore, transformational and transactional leadership did not correlate significantly with the constructs of job involvement and job satisfaction.
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Management perceptions of competencies essential for middle managers.
- Mbokasi, B., Visser, D., Fourie, L.
- Authors: Mbokasi, B. , Visser, D. , Fourie, L.
- Date: 2004
- Subjects: Organisational hierarchy , Managers , First line managers , Managerial competencies
- Type: Article
- Identifier: uj:6421 , http://hdl.handle.net/10210/1279
- Description: The aim of the study was to establish whether managers at different levels of the organisational hierarchy perceive different managerial competencies as important for middle managers, and whether there were differences between the perceptions of males and females. The participants consisted of 444 senior, middle and first-line managers from a parastatal organisation in Botswana. They completed a questionnaire that assessed their opinions on the importance of six broad competencies for middle managers. It was found that senior managers rated interpersonal competence as more important than middle managers, whereas first-line managers rated operational competence as more important than middle managers. Females perceived analytical and operational competencies as more important than males, whereas males perceived interpersonal competencies as more important than females.
- Full Text:
- Authors: Mbokasi, B. , Visser, D. , Fourie, L.
- Date: 2004
- Subjects: Organisational hierarchy , Managers , First line managers , Managerial competencies
- Type: Article
- Identifier: uj:6421 , http://hdl.handle.net/10210/1279
- Description: The aim of the study was to establish whether managers at different levels of the organisational hierarchy perceive different managerial competencies as important for middle managers, and whether there were differences between the perceptions of males and females. The participants consisted of 444 senior, middle and first-line managers from a parastatal organisation in Botswana. They completed a questionnaire that assessed their opinions on the importance of six broad competencies for middle managers. It was found that senior managers rated interpersonal competence as more important than middle managers, whereas first-line managers rated operational competence as more important than middle managers. Females perceived analytical and operational competencies as more important than males, whereas males perceived interpersonal competencies as more important than females.
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Managerial level, managerial motivation and sense of coherence.
- Coetzee, M.G., Viviers, A.M., Visser, D.
- Authors: Coetzee, M.G. , Viviers, A.M. , Visser, D.
- Date: 2006
- Subjects: Sense of coherence , Managerial motivation , Meaningfulness , Proper motive , Managing
- Type: Article
- Identifier: uj:6429 , http://hdl.handle.net/10210/1296
- Description: The first objective of the study was to assess whether the dimensions of Antonovsky’s Sense of Coherence (SOC) scale correlated positively with those of the Managerial Motivation scale (MMQ). The second objective was to establish whether managers and supervisors differed with regard to sense of coherence and managerial motivation. The respondents were 124 employees of the Agricultural Research Council. None of the sense of coherence scales correlated with Attitude towards authority figures (MMQ). Also, Meaningfulness (SOC) and Willingness to conduct administrative functions (MMQ) did not correlate. However, the remainder of the correlations supported the hypothesis, indicating a strong positive relationship between managerial motivation and sense of coherence. Statistically significant differences between managers and supervisors were obtained for only two variables, namely Meaningfulness (SOC) and Power motive (MMQ).
- Full Text:
- Authors: Coetzee, M.G. , Viviers, A.M. , Visser, D.
- Date: 2006
- Subjects: Sense of coherence , Managerial motivation , Meaningfulness , Proper motive , Managing
- Type: Article
- Identifier: uj:6429 , http://hdl.handle.net/10210/1296
- Description: The first objective of the study was to assess whether the dimensions of Antonovsky’s Sense of Coherence (SOC) scale correlated positively with those of the Managerial Motivation scale (MMQ). The second objective was to establish whether managers and supervisors differed with regard to sense of coherence and managerial motivation. The respondents were 124 employees of the Agricultural Research Council. None of the sense of coherence scales correlated with Attitude towards authority figures (MMQ). Also, Meaningfulness (SOC) and Willingness to conduct administrative functions (MMQ) did not correlate. However, the remainder of the correlations supported the hypothesis, indicating a strong positive relationship between managerial motivation and sense of coherence. Statistically significant differences between managers and supervisors were obtained for only two variables, namely Meaningfulness (SOC) and Power motive (MMQ).
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Organisational culture and financial performance in a South African investment bank.
- Davidson, G., Coetzee, M., Visser, D.
- Authors: Davidson, G. , Coetzee, M. , Visser, D.
- Date: 2007
- Subjects: Denison organisational culture survey , Culture trait , Financial performance , Income statement ratio analysis , Investment bank , Organisational culture , Profitability ratios
- Type: Article
- Identifier: uj:6430 , http://hdl.handle.net/10210/1297
- Description: The relationship between the organisational culture and financial performance of a South African investment bank was explored in this study. The Denison Organizational Culture Survey was used to measure the organizational culture and was administered to a sample of 327 employees. Income statement ratio analyses were used to assess the financial performance. The validity and reliability of the Denison Organizational Culture Survey was examined in a South African context for the first time. High correlations between the cultural traits suggested that the items were measuring a single trait rather than four distinguishable traits. Correlations above the 0.50 level between some subscales (team orientation, agreement, customer focus, core values and vision) and certain financial ratios were obtained. However, the results were regarded as tentative, because statistical significance was not reached for most of the correlations. The cultural trait consistency was significantly correlated with two of the four profitability ratios.
- Full Text:
- Authors: Davidson, G. , Coetzee, M. , Visser, D.
- Date: 2007
- Subjects: Denison organisational culture survey , Culture trait , Financial performance , Income statement ratio analysis , Investment bank , Organisational culture , Profitability ratios
- Type: Article
- Identifier: uj:6430 , http://hdl.handle.net/10210/1297
- Description: The relationship between the organisational culture and financial performance of a South African investment bank was explored in this study. The Denison Organizational Culture Survey was used to measure the organizational culture and was administered to a sample of 327 employees. Income statement ratio analyses were used to assess the financial performance. The validity and reliability of the Denison Organizational Culture Survey was examined in a South African context for the first time. High correlations between the cultural traits suggested that the items were measuring a single trait rather than four distinguishable traits. Correlations above the 0.50 level between some subscales (team orientation, agreement, customer focus, core values and vision) and certain financial ratios were obtained. However, the results were regarded as tentative, because statistical significance was not reached for most of the correlations. The cultural trait consistency was significantly correlated with two of the four profitability ratios.
- Full Text:
Organisational justice rules as determinants of black and white employees' fairness perceptions of personnel selection techniques.
- Authors: De Jong, A. , Visser, D.
- Date: 2000
- Subjects: Fairness , Empirical problem , Fairness perceptions , Organisational justice theory
- Type: Article
- Identifier: uj:6374 , http://hdl.handle.net/10210/1118
- Description: The diversity of the South African population may lead to opinions that test fairness is not a pure empirical problem, but requires certain subjective value judgements. The aim of this study was to identify applicants' underlying reasons for evaluating a selection technique as being fair/unfair. These fairness perceptions were analysed by means of the organisational justice theory. The total sample consisted of 328 mature university students (M = 30,6) all of whom had work experience. The analyses comprised two sets of comparisons. The first set involved Black (uninformed) and White (uninformed) groups. The second comparison involved informed versus uninformed black students. Exposure to the subjects Strategic Personnel Management and/or undergraduate Industrial Psycohology, in which the nature and value of various selection techniques are studied, constituted the variable'being informed'. It was hypothesised that the Black (uninformed) and the White (uninformed) groups would perceive the value of the 11 justice rules for the total fairness perception across the ten selection techniques differently. Substantial support was found for this hypothesis. The same hypothesis was investigated for the Black (informed) and the Black (uninformed) groups, but no significant differences were found to support the latter hypothesis. The implications of these findings are discussed in terms of South African selection practices.
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- Authors: De Jong, A. , Visser, D.
- Date: 2000
- Subjects: Fairness , Empirical problem , Fairness perceptions , Organisational justice theory
- Type: Article
- Identifier: uj:6374 , http://hdl.handle.net/10210/1118
- Description: The diversity of the South African population may lead to opinions that test fairness is not a pure empirical problem, but requires certain subjective value judgements. The aim of this study was to identify applicants' underlying reasons for evaluating a selection technique as being fair/unfair. These fairness perceptions were analysed by means of the organisational justice theory. The total sample consisted of 328 mature university students (M = 30,6) all of whom had work experience. The analyses comprised two sets of comparisons. The first set involved Black (uninformed) and White (uninformed) groups. The second comparison involved informed versus uninformed black students. Exposure to the subjects Strategic Personnel Management and/or undergraduate Industrial Psycohology, in which the nature and value of various selection techniques are studied, constituted the variable'being informed'. It was hypothesised that the Black (uninformed) and the White (uninformed) groups would perceive the value of the 11 justice rules for the total fairness perception across the ten selection techniques differently. Substantial support was found for this hypothesis. The same hypothesis was investigated for the Black (informed) and the Black (uninformed) groups, but no significant differences were found to support the latter hypothesis. The implications of these findings are discussed in terms of South African selection practices.
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Personality, sense of coherence and the coping of working mothers.
- Herbst, L., Coetzee, S., Visser, D.
- Authors: Herbst, L. , Coetzee, S. , Visser, D.
- Date: 2007
- Subjects: Sense of coherence , Coping , Personality , Working mothers
- Type: Article
- Identifier: uj:6432 , http://hdl.handle.net/10210/1299
- Description: The purpose of the study was to examine the relationships between personality dimensions, sense of coherence and coping styles among working mothers. The OPQ, OLQ and COPE questionnaires were administered to 120 married, working mothers. In view of contrasting results obtained by other researchers regarding the dimensionality of the COPE, its factorial validity and internal consistency were assessed. Exploratory factor analysis indicated that the COPE measured five factors with high degrees of internal consistency. Several personality dimensions and sense of coherence variables correlated significantly with the dependent variables (coping styles). It appeared that these independent variables predicted substantial percentages of the variability in the coping styles.
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- Authors: Herbst, L. , Coetzee, S. , Visser, D.
- Date: 2007
- Subjects: Sense of coherence , Coping , Personality , Working mothers
- Type: Article
- Identifier: uj:6432 , http://hdl.handle.net/10210/1299
- Description: The purpose of the study was to examine the relationships between personality dimensions, sense of coherence and coping styles among working mothers. The OPQ, OLQ and COPE questionnaires were administered to 120 married, working mothers. In view of contrasting results obtained by other researchers regarding the dimensionality of the COPE, its factorial validity and internal consistency were assessed. Exploratory factor analysis indicated that the COPE measured five factors with high degrees of internal consistency. Several personality dimensions and sense of coherence variables correlated significantly with the dependent variables (coping styles). It appeared that these independent variables predicted substantial percentages of the variability in the coping styles.
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Persoonlikheidseienskappe as voorspellers van die loopbaansukses van provinsiale verkeersbeamptes.
- Geldenhuys, A., Visser, D., Crafford, A.
- Authors: Geldenhuys, A. , Visser, D. , Crafford, A.
- Date: 2001
- Subjects: Traffic officers , Personality Factor Questionnaire
- Type: Article
- Identifier: uj:6408 , http://hdl.handle.net/10210/1205
- Description: The effective selection of competent provincial traffic officers has become an urgent necessity for provincial governments. Due to a lack of relevant research on which selection decisions can be based, a study was conducted on a total of 206 respondents from the Free State Provincial Government to determine whether differences exist between the personality profiles of successful and relatively unsuccessful provincial traffic officers. No statistically significant differences were found between the successful and unsuccessful groups on the 16 Personality Factor Questionnaire. Various shortcomings of the study are discussed and recommendations for research suggested.
- Full Text:
- Authors: Geldenhuys, A. , Visser, D. , Crafford, A.
- Date: 2001
- Subjects: Traffic officers , Personality Factor Questionnaire
- Type: Article
- Identifier: uj:6408 , http://hdl.handle.net/10210/1205
- Description: The effective selection of competent provincial traffic officers has become an urgent necessity for provincial governments. Due to a lack of relevant research on which selection decisions can be based, a study was conducted on a total of 206 respondents from the Free State Provincial Government to determine whether differences exist between the personality profiles of successful and relatively unsuccessful provincial traffic officers. No statistically significant differences were found between the successful and unsuccessful groups on the 16 Personality Factor Questionnaire. Various shortcomings of the study are discussed and recommendations for research suggested.
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Predicting work performance through selection interview ratings and psychological assessment.
- Nzama, L., De Beer, M., Visser, D.
- Authors: Nzama, L. , De Beer, M. , Visser, D.
- Date: 2008
- Subjects: Work performance , Psychological assessment , Personality traits , Cognitive functioning , Cognitive process profile
- Type: Article
- Identifier: uj:5701 , http://hdl.handle.net/10210/2948
- Description: The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, five broad dimensions of personality defined by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profile (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically significantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed significantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for.
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- Authors: Nzama, L. , De Beer, M. , Visser, D.
- Date: 2008
- Subjects: Work performance , Psychological assessment , Personality traits , Cognitive functioning , Cognitive process profile
- Type: Article
- Identifier: uj:5701 , http://hdl.handle.net/10210/2948
- Description: The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, five broad dimensions of personality defined by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profile (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically significantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed significantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for.
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Psychological wellness constructs: Relationships and group differences.
- Gropp, L., Geldenhuys, D., Visser, D.
- Authors: Gropp, L. , Geldenhuys, D. , Visser, D.
- Date: 2007
- Subjects: Psychological wellness , Self-actualisation , Locus of control , Sense of coherence , Emotional intelligence
- Type: Article
- Identifier: uj:6431 , http://hdl.handle.net/10210/1298
- Description: The objective of the study was to examine the relationships between several constructs that were hypothesised to be components underlying psychological wellness and to establish whether there were differences between managerial and non-managerial groups or between Black and White groups in respect of the wellness variables. The Personal Orientation Inventory (POI), Locus of Control Inventory (LOC), Sense of Coherence Scale (SOC), and the Bar-On EQ-I were administered to a random sample of 200 employees of a financial services company. Statistically significant differences were found between the groups on several of the wellness variables with the manager and White groups obtaining higher scores on these variables than their comparison groups. However, in respect of External Locus of Control, the non-manager and Black groups obtained the higher scores. Factor analytic results demonstrated that the wellness variables clustered in two correlated factors (r = 0,43) labeled psychological wellness and self-actualisation.
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- Authors: Gropp, L. , Geldenhuys, D. , Visser, D.
- Date: 2007
- Subjects: Psychological wellness , Self-actualisation , Locus of control , Sense of coherence , Emotional intelligence
- Type: Article
- Identifier: uj:6431 , http://hdl.handle.net/10210/1298
- Description: The objective of the study was to examine the relationships between several constructs that were hypothesised to be components underlying psychological wellness and to establish whether there were differences between managerial and non-managerial groups or between Black and White groups in respect of the wellness variables. The Personal Orientation Inventory (POI), Locus of Control Inventory (LOC), Sense of Coherence Scale (SOC), and the Bar-On EQ-I were administered to a random sample of 200 employees of a financial services company. Statistically significant differences were found between the groups on several of the wellness variables with the manager and White groups obtaining higher scores on these variables than their comparison groups. However, in respect of External Locus of Control, the non-manager and Black groups obtained the higher scores. Factor analytic results demonstrated that the wellness variables clustered in two correlated factors (r = 0,43) labeled psychological wellness and self-actualisation.
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