'n Ondersoek na die potensiaalbepaling van werknemers in die landbousektor.
- Augustyn, J.C.D., De Villiers, W.S., Raubenheimer, I. van W.
- Authors: Augustyn, J.C.D. , De Villiers, W.S. , Raubenheimer, I. van W.
- Date: 1989
- Subjects: Workers potential , Job performance
- Type: Article
- Identifier: uj:6535 , http://hdl.handle.net/10210/2734
- Description: An investigation into determining the potential of workers in the agricultural sector. Industrial Psychological principles and concepts are not being applied extensively in the agricultural sector. Against this background an attempt was made to scientifically identify potential and predict job performance amongst farm labourers. Using the PAQ method of job analysis, critical attributes were identified and a satisfactorily valid battery of tests was developed. The results of this study underlines the importance of the identification of the potential of farm labourers as a first step in the personnel management process. It also serves as a source of information that could be used by farmers for counselling purposes.
- Full Text:
- Authors: Augustyn, J.C.D. , De Villiers, W.S. , Raubenheimer, I. van W.
- Date: 1989
- Subjects: Workers potential , Job performance
- Type: Article
- Identifier: uj:6535 , http://hdl.handle.net/10210/2734
- Description: An investigation into determining the potential of workers in the agricultural sector. Industrial Psychological principles and concepts are not being applied extensively in the agricultural sector. Against this background an attempt was made to scientifically identify potential and predict job performance amongst farm labourers. Using the PAQ method of job analysis, critical attributes were identified and a satisfactorily valid battery of tests was developed. The results of this study underlines the importance of the identification of the potential of farm labourers as a first step in the personnel management process. It also serves as a source of information that could be used by farmers for counselling purposes.
- Full Text:
A cross-cultural analysis of work values and moral reasoning.
- Authors: Hugo, A. , Van Vuuren, L.J.
- Date: 1996
- Subjects: Diversity management , Culture differences , Cultural groups
- Type: Article
- Identifier: uj:6464 , http://hdl.handle.net/10210/1476
- Description: The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral reasoning, differ with regard to the work values espoused. The sample group (N=182) consisted of black and white students at under-graduate and post-graduate levels. Statistical analyses revealed significant differences between cultural groups with regard to work values and moral reasoning, but indicated no difference in stages of moral reasoning with regard to work values. The implications of the findings for work organisations and tertiary institutions are discussed.
- Full Text:
- Authors: Hugo, A. , Van Vuuren, L.J.
- Date: 1996
- Subjects: Diversity management , Culture differences , Cultural groups
- Type: Article
- Identifier: uj:6464 , http://hdl.handle.net/10210/1476
- Description: The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral reasoning, differ with regard to the work values espoused. The sample group (N=182) consisted of black and white students at under-graduate and post-graduate levels. Statistical analyses revealed significant differences between cultural groups with regard to work values and moral reasoning, but indicated no difference in stages of moral reasoning with regard to work values. The implications of the findings for work organisations and tertiary institutions are discussed.
- Full Text:
Aanpassing en evaluering van die Litwin en Stringerklimaatmetingsvraelys.
- Authors: Dippenaar, H. , Roodt, G.
- Date: 1996
- Subjects: Litwin , Stringer , Organisational climate , Job ownership considerations
- Type: Article
- Identifier: uj:6294 , http://hdl.handle.net/10210/1043
- Description: Adapting and evaluating the Litwin and Stringer organisational climate questionnaire. In an attempt to satisfy the need which exists for scientifically justified climate questionnaires, the climate questionnaire of Litwin and Stringer (1968) was adapted and evaluated in this study. The questionnaire was administered to 122 managers in a financial institution. First and second order factor analyses were performed on the items of the questionnaire. Two factors of organisation climate were identified, viz. motivational -relationship considerations and uncertainty - job ownership considerations. The implications of the findings are discussed.
- Full Text:
- Authors: Dippenaar, H. , Roodt, G.
- Date: 1996
- Subjects: Litwin , Stringer , Organisational climate , Job ownership considerations
- Type: Article
- Identifier: uj:6294 , http://hdl.handle.net/10210/1043
- Description: Adapting and evaluating the Litwin and Stringer organisational climate questionnaire. In an attempt to satisfy the need which exists for scientifically justified climate questionnaires, the climate questionnaire of Litwin and Stringer (1968) was adapted and evaluated in this study. The questionnaire was administered to 122 managers in a financial institution. First and second order factor analyses were performed on the items of the questionnaire. Two factors of organisation climate were identified, viz. motivational -relationship considerations and uncertainty - job ownership considerations. The implications of the findings are discussed.
- Full Text:
Acceptance of co-operative education practice by the academic staff at Technikon Southern Africa.
- Groenewald, T., Strümpfer, D.J.W., Lessing, B.C
- Authors: Groenewald, T. , Strümpfer, D.J.W. , Lessing, B.C
- Date: 2000
- Subjects: Co-operative education , Educational strategy , Organisational culture , Technikon Southern Africa
- Type: Article
- Identifier: uj:6504 , http://hdl.handle.net/10210/2703
- Description: Technikons advocate the practice of co-operative education, which is an educational strategy that integrates learning through productive work with the theoretical curriculum. However, only 35% of theTechnikon SA programmes have a compulsory experiential learning component. Grounded theory research was undertaken to determine some of the basic assumptions of Technikon SA’s academic staff in this regard. Rather than starting out with a specific research problem, grounded theory explores an area of interest and allows what is relevant to emerge. Semi-structured interviews with four open-ended questions, were conducted with a stratified-random sample of 25 teaching staff at Technikon SA. It was found that, although there is some willing compliance and belief in co-operative education, it is not indicative of the organisational culture of Technikon SA.
- Full Text:
- Authors: Groenewald, T. , Strümpfer, D.J.W. , Lessing, B.C
- Date: 2000
- Subjects: Co-operative education , Educational strategy , Organisational culture , Technikon Southern Africa
- Type: Article
- Identifier: uj:6504 , http://hdl.handle.net/10210/2703
- Description: Technikons advocate the practice of co-operative education, which is an educational strategy that integrates learning through productive work with the theoretical curriculum. However, only 35% of theTechnikon SA programmes have a compulsory experiential learning component. Grounded theory research was undertaken to determine some of the basic assumptions of Technikon SA’s academic staff in this regard. Rather than starting out with a specific research problem, grounded theory explores an area of interest and allows what is relevant to emerge. Semi-structured interviews with four open-ended questions, were conducted with a stratified-random sample of 25 teaching staff at Technikon SA. It was found that, although there is some willing compliance and belief in co-operative education, it is not indicative of the organisational culture of Technikon SA.
- Full Text:
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:
An early career in the military: a developmental-contextual perspective.
- Authors: Kotze, M.E. , Duvenhage, A.
- Date: 1999
- Subjects: Internal career development , Developmental patterns
- Type: Article
- Identifier: uj:5687 , http://hdl.handle.net/10210/2932
- Description: Young professional military officers' experience of their internal career development was studied longitudinally from a life-span, life-space approach. Significant transitions between the life roles of worker, student and leisurite, with concomitant changes in their value system, away from traditional military values towards occupationalism, were confirmed. Gender differences were found for the work and community roles as well as in the developmental patterns of the need for authority, creativity, cultural identity, physical activities, social relationships and variety. Significant differences between the career development profiles of military and civilian students with regard to life roles were revealed.
- Full Text:
- Authors: Kotze, M.E. , Duvenhage, A.
- Date: 1999
- Subjects: Internal career development , Developmental patterns
- Type: Article
- Identifier: uj:5687 , http://hdl.handle.net/10210/2932
- Description: Young professional military officers' experience of their internal career development was studied longitudinally from a life-span, life-space approach. Significant transitions between the life roles of worker, student and leisurite, with concomitant changes in their value system, away from traditional military values towards occupationalism, were confirmed. Gender differences were found for the work and community roles as well as in the developmental patterns of the need for authority, creativity, cultural identity, physical activities, social relationships and variety. Significant differences between the career development profiles of military and civilian students with regard to life roles were revealed.
- Full Text:
An interbattery factor analysis of the Comrey personality scales and the 16 personality factor questionnaire.
- Authors: De Bruin, G.P.
- Date: 2000
- Subjects: Comrey personality scales , 16 Personality factor questionnaire , Inter-battery factor analysis , Big five personality factors , Extroversion , Neuroticism , Conscientiousness , Eysenchk's Psychoticism factor
- Type: Article
- Identifier: uj:6576 , http://hdl.handle.net/10210/2876
- Description: The scores of 700 Afrikaans-speaking university students on the Comrey Personality Scales and the 16 Personality Factor Questionnaire were subjected to an inter-battery factor analysis. This technique uses only the correlations between two sets of variables and reveals only the factors that they have in common. Three of the Big Five personality factors were revealed, namely Extroversion, Neuroticism and Conscientiousness. However, the Conscientiousness factor contained a relatively strong unsocialised component and in this regard it is similar to Eysenck’s Psychoticism factor.The results support the construct validity of the Comrey Personality Scales and the 16 Personality Factor Questionnaire. Implications for personality questionnaire design and validation are discussed.
- Full Text:
- Authors: De Bruin, G.P.
- Date: 2000
- Subjects: Comrey personality scales , 16 Personality factor questionnaire , Inter-battery factor analysis , Big five personality factors , Extroversion , Neuroticism , Conscientiousness , Eysenchk's Psychoticism factor
- Type: Article
- Identifier: uj:6576 , http://hdl.handle.net/10210/2876
- Description: The scores of 700 Afrikaans-speaking university students on the Comrey Personality Scales and the 16 Personality Factor Questionnaire were subjected to an inter-battery factor analysis. This technique uses only the correlations between two sets of variables and reveals only the factors that they have in common. Three of the Big Five personality factors were revealed, namely Extroversion, Neuroticism and Conscientiousness. However, the Conscientiousness factor contained a relatively strong unsocialised component and in this regard it is similar to Eysenck’s Psychoticism factor.The results support the construct validity of the Comrey Personality Scales and the 16 Personality Factor Questionnaire. Implications for personality questionnaire design and validation are discussed.
- Full Text:
Argyris and Associates' orientations towards learning collectively: can it be measured through self reports?
- Authors: Schmidt, C.
- Date: 1997
- Subjects: Interactional orientations , Learning collectively , Argyris & Associates
- Type: Article
- Identifier: uj:6458 , http://hdl.handle.net/10210/1397
- Description: The purpose of this study was to investigate the feasibility of measuring interactional orientations towards learning collectively by means of a self report instrument. Based on the theoretical framework of Argyris and associates, a measuring instrument was constructed and subjected to statistical analysis. 317 post graduate students in the faculty of Economic and Management Sciences at the Rand Afrikaans University completed the inventory. A factor analysis yielded four second-order factors. The results of the study appear to lend statistical support to the nature of the most prevalent interactional strategies described in the literature. The implications of these findings are discussed.
- Full Text:
- Authors: Schmidt, C.
- Date: 1997
- Subjects: Interactional orientations , Learning collectively , Argyris & Associates
- Type: Article
- Identifier: uj:6458 , http://hdl.handle.net/10210/1397
- Description: The purpose of this study was to investigate the feasibility of measuring interactional orientations towards learning collectively by means of a self report instrument. Based on the theoretical framework of Argyris and associates, a measuring instrument was constructed and subjected to statistical analysis. 317 post graduate students in the faculty of Economic and Management Sciences at the Rand Afrikaans University completed the inventory. A factor analysis yielded four second-order factors. The results of the study appear to lend statistical support to the nature of the most prevalent interactional strategies described in the literature. The implications of these findings are discussed.
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
Bestuurstyle in die openbare en privaatsektor van die Suid-Afrikaanse volkshuishouding.
- De Villiers, W.S., Raubenheimer, I. van W.
- Authors: De Villiers, W.S. , Raubenheimer, I. van W.
- Date: 1991
- Subjects: Management styles , People orientation , Managerial styles
- Type: Article
- Identifier: uj:6557 , http://hdl.handle.net/10210/2788
- Description: Management styles in the public and private sector of the South African economy. A questionnaire, consisting of various biographical items and a number of measuring instruments was used to determine whether a difference in management style between organizations in the public and private sector exists. A marked resemblance between the biographical profiles of managers in the public and private sectors was found. No statistically significant difference was found in people orientation in the two sectors. Managers in the private sector however, were inclined to be more authoritarian. To the degree that this phenomenon manifests itself in managerial style, a difference in the management styles of managers in the public and private sectors does exist.
- Full Text:
- Authors: De Villiers, W.S. , Raubenheimer, I. van W.
- Date: 1991
- Subjects: Management styles , People orientation , Managerial styles
- Type: Article
- Identifier: uj:6557 , http://hdl.handle.net/10210/2788
- Description: Management styles in the public and private sector of the South African economy. A questionnaire, consisting of various biographical items and a number of measuring instruments was used to determine whether a difference in management style between organizations in the public and private sector exists. A marked resemblance between the biographical profiles of managers in the public and private sectors was found. No statistically significant difference was found in people orientation in the two sectors. Managers in the private sector however, were inclined to be more authoritarian. To the degree that this phenomenon manifests itself in managerial style, a difference in the management styles of managers in the public and private sectors does exist.
- Full Text:
Career anchors and career resilience: supplementary constructs?
- Van Vuuren, L.J., Fourie, C.
- Authors: Van Vuuren, L.J. , Fourie, C.
- Date: 2000
- Subjects: Career resilience , Career anchors , Career anchor model , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6468 , http://hdl.handle.net/10210/1480
- Description: Previously the authors reported on a study in which an attempt was made at defining and measuring the construct career resilience (Fourie & Van Vuuren, 1998). The present article continues this investigation by reporting on the relationship between career resilience and career anchors, as defined in Scheins (1975; 1978; 1990; 1992) career anchor model. The aim of the study was to determine whether career anchor patterning could potentially inhibit or facilitate individuals' levels of career resilience. The "Career Resilience Questionnaire" (CRQ) (Fourie & Van Vuuren, 1998) together with Scheins (1990) "Career Orientations Inventory" (COI) were administered to 352 skilled employees. The findings regarding the statistical relationship between the two constructs are discussed.
- Full Text:
- Authors: Van Vuuren, L.J. , Fourie, C.
- Date: 2000
- Subjects: Career resilience , Career anchors , Career anchor model , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6468 , http://hdl.handle.net/10210/1480
- Description: Previously the authors reported on a study in which an attempt was made at defining and measuring the construct career resilience (Fourie & Van Vuuren, 1998). The present article continues this investigation by reporting on the relationship between career resilience and career anchors, as defined in Scheins (1975; 1978; 1990; 1992) career anchor model. The aim of the study was to determine whether career anchor patterning could potentially inhibit or facilitate individuals' levels of career resilience. The "Career Resilience Questionnaire" (CRQ) (Fourie & Van Vuuren, 1998) together with Scheins (1990) "Career Orientations Inventory" (COI) were administered to 352 skilled employees. The findings regarding the statistical relationship between the two constructs are discussed.
- Full Text:
Cognitive style and the interpretation of organisational change.
- Authors: Swart, J. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Cognitive style , Organisational change , Organisational Change Interpretation Scale
- Type: Article
- Identifier: uj:6466 , http://hdl.handle.net/10210/1478
- Description: The ability of individuals to interpret change is considered to be a criterion for successful organisational change. Accordingly the influence of a specific infra-individual variable, i.e. cognitive style (field dependence and independence) on the sensitivity to identify change needs, was assessed. For this purpose the Organisational Change Interpretation Scale (OCIS) was constructed. The OCIS in conjunction with the Hidden Figures Test, a measure of field independence, and the Field Dependence Questionnaire, a measure of field dependence, were administered to 307 managers within 14 industries. It was found that the cognitive restructuring process as measured by the Hidden Figures Test, explains 72% of the variance of the interpretation of change, as measured by the OCIS. It was concluded that the OCIS could be utilised as a selection instrument for the identification of change agents.
- Full Text:
- Authors: Swart, J. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Cognitive style , Organisational change , Organisational Change Interpretation Scale
- Type: Article
- Identifier: uj:6466 , http://hdl.handle.net/10210/1478
- Description: The ability of individuals to interpret change is considered to be a criterion for successful organisational change. Accordingly the influence of a specific infra-individual variable, i.e. cognitive style (field dependence and independence) on the sensitivity to identify change needs, was assessed. For this purpose the Organisational Change Interpretation Scale (OCIS) was constructed. The OCIS in conjunction with the Hidden Figures Test, a measure of field independence, and the Field Dependence Questionnaire, a measure of field dependence, were administered to 307 managers within 14 industries. It was found that the cognitive restructuring process as measured by the Hidden Figures Test, explains 72% of the variance of the interpretation of change, as measured by the OCIS. It was concluded that the OCIS could be utilised as a selection instrument for the identification of change agents.
- Full Text:
Collective learning behaviour as a function of an individual's propensity for participative management and tolerance for ambiquity.
- Meyer, G., Schmidt, C., Roodt, G.
- Authors: Meyer, G. , Schmidt, C. , Roodt, G.
- Date: 1999
- Subjects: Participative management , Tolerance , Collective learning
- Type: Article
- Identifier: uj:6302 , http://hdl.handle.net/10210/1050
- Description: In this study the relationship between propensity for participative management and tolerance for ambiguity on the one hand, and collective learning behaviours - a particular form of participation - was examined. Three questionnaires measuring these constructs were administered on a sample of 283 employees in a financial services institution. A second order factor analysis yielded two second order factors for propensity for participation, one for tolerance for ambiguity, and three for collective learning behaviours. The three factors for collective learning behaviours served as dependent variables during a multiple regression analysis. Two statistically significant correlations were obtained during a canonical correlation procedure. The findings confirm that there is a statistically significant relationship between propensity for participation and tolerance for ambiguity on the one hand, and collective learning behaviours. The findings and implications are discussed.
- Full Text:
- Authors: Meyer, G. , Schmidt, C. , Roodt, G.
- Date: 1999
- Subjects: Participative management , Tolerance , Collective learning
- Type: Article
- Identifier: uj:6302 , http://hdl.handle.net/10210/1050
- Description: In this study the relationship between propensity for participative management and tolerance for ambiguity on the one hand, and collective learning behaviours - a particular form of participation - was examined. Three questionnaires measuring these constructs were administered on a sample of 283 employees in a financial services institution. A second order factor analysis yielded two second order factors for propensity for participation, one for tolerance for ambiguity, and three for collective learning behaviours. The three factors for collective learning behaviours served as dependent variables during a multiple regression analysis. Two statistically significant correlations were obtained during a canonical correlation procedure. The findings confirm that there is a statistically significant relationship between propensity for participation and tolerance for ambiguity on the one hand, and collective learning behaviours. The findings and implications are discussed.
- Full Text:
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.
- Full Text:
Corporate culture and participation: independent constructs?
- Authors: Odendaal, A. , Roodt, G.
- Date: 1998
- Subjects: Participative management , Corporate culture , Organisational climate
- Type: Article
- Identifier: uj:6300 , http://hdl.handle.net/10210/1049
- Description: The objective of this study was to determine whether participative management and corporate culture are mutually exclusive (independent) concepts. The Human Sciences Research Council (HSRC) used an organisational climate and culture questionnaire and applied it to the test sample of 2 357 personnel from a population of 23 564 people working for a paramilitary organisation. The data set of the HSRC was used for the purpose of this study. A panel of experts identified the items in the questionnaire which related to participation according to predetermined criteria and the remaining items were applicable to corporate culture. The results of the factor and item analyses indicate that participative management and corporate culture, as perceived by workers and management, were interrelated and were not independent concepts as conceptualised by the experts.
- Full Text:
- Authors: Odendaal, A. , Roodt, G.
- Date: 1998
- Subjects: Participative management , Corporate culture , Organisational climate
- Type: Article
- Identifier: uj:6300 , http://hdl.handle.net/10210/1049
- Description: The objective of this study was to determine whether participative management and corporate culture are mutually exclusive (independent) concepts. The Human Sciences Research Council (HSRC) used an organisational climate and culture questionnaire and applied it to the test sample of 2 357 personnel from a population of 23 564 people working for a paramilitary organisation. The data set of the HSRC was used for the purpose of this study. A panel of experts identified the items in the questionnaire which related to participation according to predetermined criteria and the remaining items were applicable to corporate culture. The results of the factor and item analyses indicate that participative management and corporate culture, as perceived by workers and management, were interrelated and were not independent concepts as conceptualised by the experts.
- Full Text:
Defining and measuring career resilience.
- Fourie, C., Van Vuuren, L.J.
- Authors: Fourie, C. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Career resilience , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6467 , http://hdl.handle.net/10210/1479
- Description: Various authors have argued that career resilience should be cultivated by individuals pursuing modern day careers as a critical career competency. No study has been reported thus far in the career management literature which offers a comprehensive measuring instrument for the construct. The focal point of this study was therefore the development of an instrument to operationalise the career resilience construct. Based on a review of the literature, the "Career Resilience Questionnaire" (CRQ) consisting of 60 items was developed and administered to respondents (N=352) in white-collar employment settings. A second-order factor analysis yielded four factors which seemed to be relatively independent. The factors were named "belief in oneself"/ "disregard for traditional sources of career success", "selfreliance" and "receptivity to change". The implications of the findings are discussed.
- Full Text:
- Authors: Fourie, C. , Van Vuuren, L.J.
- Date: 1998
- Subjects: Career resilience , Career Resilience Questionnaire
- Type: Article
- Identifier: uj:6467 , http://hdl.handle.net/10210/1479
- Description: Various authors have argued that career resilience should be cultivated by individuals pursuing modern day careers as a critical career competency. No study has been reported thus far in the career management literature which offers a comprehensive measuring instrument for the construct. The focal point of this study was therefore the development of an instrument to operationalise the career resilience construct. Based on a review of the literature, the "Career Resilience Questionnaire" (CRQ) consisting of 60 items was developed and administered to respondents (N=352) in white-collar employment settings. A second-order factor analysis yielded four factors which seemed to be relatively independent. The factors were named "belief in oneself"/ "disregard for traditional sources of career success", "selfreliance" and "receptivity to change". The implications of the findings are discussed.
- Full Text:
Demystifying empowerment.
- Authors: Bekker, Q.E. , Crous, F.
- Date: 1998
- Subjects: Empowerment , Employee involvement , Empowerment paradigm , Empowerment organisations
- Type: Article
- Identifier: uj:6452 , http://hdl.handle.net/10210/1391
- Description: It would appear that the concept of empowerment has become popular and is so widely used that it has become a fad. It is also generally poorly understood and this results in a degree of mistrust and cynicism. There is often a lack of clarity as to the role and contribution of empowerment in organisations, and how empowerment differs from concepts such as employee involvement and participation. The key dimensions, benefits and paradigm of empowerment are also misunderstood areas. To overcome these problems this literature and theory assessment attempts to define empowerment, to provide a basis for a healthy empowerment paradigm and to stimulate further theoretical and empirical research.
- Full Text:
- Authors: Bekker, Q.E. , Crous, F.
- Date: 1998
- Subjects: Empowerment , Employee involvement , Empowerment paradigm , Empowerment organisations
- Type: Article
- Identifier: uj:6452 , http://hdl.handle.net/10210/1391
- Description: It would appear that the concept of empowerment has become popular and is so widely used that it has become a fad. It is also generally poorly understood and this results in a degree of mistrust and cynicism. There is often a lack of clarity as to the role and contribution of empowerment in organisations, and how empowerment differs from concepts such as employee involvement and participation. The key dimensions, benefits and paradigm of empowerment are also misunderstood areas. To overcome these problems this literature and theory assessment attempts to define empowerment, to provide a basis for a healthy empowerment paradigm and to stimulate further theoretical and empirical research.
- Full Text:
Development of a measure of safety climate.
- Authors: Barnes, N.
- Date: 1990
- Subjects: Safety climate , Safety problems , Workforce to safety , Loss control audit manual
- Type: Article
- Identifier: uj:5654 , http://hdl.handle.net/10210/2893
- Description: A measure of safety climate was developed to aid management in identifying safety problems and responding proactively to safety issues; to assess the general mood of the workforce to safety; and as a standard for comparison with other organizations. The measure of safety climate was based on items extracted from the Chamber of Mines "Loss Control" audit manual. Reliability analysis performed on the scale indicated consistently high reliability coefficients across three ethnic groups. Factor analysis gave support for the construct validity of the scale.
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- Authors: Barnes, N.
- Date: 1990
- Subjects: Safety climate , Safety problems , Workforce to safety , Loss control audit manual
- Type: Article
- Identifier: uj:5654 , http://hdl.handle.net/10210/2893
- Description: A measure of safety climate was developed to aid management in identifying safety problems and responding proactively to safety issues; to assess the general mood of the workforce to safety; and as a standard for comparison with other organizations. The measure of safety climate was based on items extracted from the Chamber of Mines "Loss Control" audit manual. Reliability analysis performed on the scale indicated consistently high reliability coefficients across three ethnic groups. Factor analysis gave support for the construct validity of the scale.
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Die beroepsoriëntasie van professionele rekeningkundiges tydens die vroeë beroepsjare.
- Van Vuuren, L.J., Fouchè, M.M., Verwey, A.M.
- Authors: Van Vuuren, L.J. , Fouchè, M.M. , Verwey, A.M.
- Date: 1989
- Subjects: Career orientation , Professional accountants , Managerial skills , Occupational experience
- Type: Article
- Identifier: uj:14301 , http://hdl.handle.net/10210/1475
- Description: The career orientation of professional accountants during the early career stage. The purpose with this study was to conduct research into the career orientations of aspiring and qualified persons in the accounting profession. Schein's Career Orientation Inventory was administered to 221 respondents in the early career stage and in different phases of Involvement in the profession. Managerial skill featured as the most prominent career orientation. It was also evident that respondents who had had occupational experience measured highest on the same orientation, i.e. managerial skill, irrespective of their phase within the early career stage. Furthermore, there were indications that career orientation differentiation increased in accordance with occupational experience.
- Full Text:
- Authors: Van Vuuren, L.J. , Fouchè, M.M. , Verwey, A.M.
- Date: 1989
- Subjects: Career orientation , Professional accountants , Managerial skills , Occupational experience
- Type: Article
- Identifier: uj:14301 , http://hdl.handle.net/10210/1475
- Description: The career orientation of professional accountants during the early career stage. The purpose with this study was to conduct research into the career orientations of aspiring and qualified persons in the accounting profession. Schein's Career Orientation Inventory was administered to 221 respondents in the early career stage and in different phases of Involvement in the profession. Managerial skill featured as the most prominent career orientation. It was also evident that respondents who had had occupational experience measured highest on the same orientation, i.e. managerial skill, irrespective of their phase within the early career stage. Furthermore, there were indications that career orientation differentiation increased in accordance with occupational experience.
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Die blanke werkskuwe in Suid-Afrika: enkele biografiese kenmerke.
- Sieberhagen, G. van der M., Raubenheimer, I. van W.
- Authors: Sieberhagen, G. van der M. , Raubenheimer, I. van W.
- Date: 1990
- Subjects: Workshy person , Emotional characteristics , Affective characteristics , Conative characteristics , Motivational characteristics , Social characteristic , Intellectual characteristics , Physical functioning
- Type: Article
- Identifier: uj:6548 , http://hdl.handle.net/10210/2747
- Description: The white workshy person in South Africa: Biographical features. From a literature survey a profile of the white male work-shy person is developed. Hypotheses as to how the work-shy differs from the working person are then formulated and tested empirically. Results indicate that the work-shy differs significantly from the working individual in terms of characteristics relating to affective (emotional), conative (motivational), social, intellectual, and physical functioning.
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- Authors: Sieberhagen, G. van der M. , Raubenheimer, I. van W.
- Date: 1990
- Subjects: Workshy person , Emotional characteristics , Affective characteristics , Conative characteristics , Motivational characteristics , Social characteristic , Intellectual characteristics , Physical functioning
- Type: Article
- Identifier: uj:6548 , http://hdl.handle.net/10210/2747
- Description: The white workshy person in South Africa: Biographical features. From a literature survey a profile of the white male work-shy person is developed. Hypotheses as to how the work-shy differs from the working person are then formulated and tested empirically. Results indicate that the work-shy differs significantly from the working individual in terms of characteristics relating to affective (emotional), conative (motivational), social, intellectual, and physical functioning.
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