Die opleiding van bedryfsielkundiges in Suid-Afrika.

- Raubenheimer, I. van W., Calitz, C.J., De Villiers, W.S., Augustyn, J.C.D.

  • Authors: Raubenheimer, I. van W. , Calitz, C.J. , De Villiers, W.S. , Augustyn, J.C.D.
  • Date: 1976
  • Subjects: Bedryfsielkundiges , Industrial Psychology
  • Type: Article
  • Identifier: uj:6534 , http://hdl.handle.net/10210/2733
  • Description: Oor die afgelope aantal jare het bedryfsielkundiges in Suid-Afrika by verskeie geleenthede die mening gelug dat die tyd waarskynlik aangebreek het om die ontwikkeling van hul vakgebied hier te lande in oënskou te neem. Hierdie behoefte het klaarblyklik ontstaan vanweë die snelle ontwikkeling wat die bedryfsielkunde die afgelope 10 tot 15 jaar in Suid-Afrika ondergaan het, vernaamlik in die praktiese beroeps- en bedryfslewe, aan akademiese instellings en in die beoefening van die bedryfsielkunde as 'n professie.
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The effectiveness of neurotics as workers compared to non-neurotics.

- Brothy, R.H., Raubenheimer, I. van W.

  • Authors: Brothy, R.H. , Raubenheimer, I. van W.
  • Date: 1978
  • Subjects: Neurotics , Non-neurotics , Neurotic workers , Personality shortcomings
  • Type: Article
  • Identifier: uj:6552 , http://hdl.handle.net/10210/2751
  • Description: A survey of the literature implies that neurotics are unable to compete on an equal footing with non-neurotics under normal working conditions. 12 Hypotheses relating to the relative effectiveness of neurotics versus non-neurotics in the work situation are formulated. Results indicate that neurotics are not significantly poorer workers than non-neurotics, except in respect of 3 of the 12 criteria used, i.e. reporting for duty late, sickness records, amenability to discipline. Conclusions are drawn that a fresh orientation to the problem of neurosis is necessary and that neurotic workers should be judged objectively on work ability and not on their personality shortcomings.
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Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum.

- Stroebel, L., Raubenheimer, I. van W.

  • Authors: Stroebel, L. , Raubenheimer, I. van W.
  • Date: 1983
  • Subjects: Psychometric predictors , Assessment centre , Achievement motivation , Individual's achievement
  • Type: Article
  • Identifier: uj:6554 , http://hdl.handle.net/10210/2785
  • Description: A survey of the literature indicates that the traditional selection methods, i.e. psychometric predictors, have up to date not been very successful in the identification of future leaders. The Assessment Centre is a technique that has in recent years been applied worldwide as an alternative method. Although scientifically justifiable, it is very costly and time consuming. In order to find a method of pre-selection to the assessment centre it is hypothesised that there is a significant positive correlation between achievement motivation and an individual's achievement at an assessment centre. A significant correlation (p < ,01) is reported between achievement motivation and tenacity as well as planning and organising. Results further indicate a significant correlation between the sum of the dimensions evaluated and achievement motivation.
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Die TAT-Z as voorspeller vir prestasiemotivering.

- Cilliers, F.V.N., Wissing, M.P.

Tydoriëntasie versus diepteoriëntasie as dimensies van die 4-D teorie.

- Raubenheimer, I. van W., Visser, J.H.

  • Authors: Raubenheimer, I. van W. , Visser, J.H.
  • Date: 1983
  • Subjects: 4D Theory , Depth dimension
  • Type: Article
  • Identifier: uj:6540 , http://hdl.handle.net/10210/2739
  • Description: The relationship between two of the dimensions of the 4-D theory (Raubenheimer, 1978), namely the time dimension (Augustyn, 1978) and the depth dimension (De Jager, 1979) has been investigated. The hypothesis that there is no correlation between an individual's time orientation and his depth orientation, is substantiated by the data. The possible influence of pre-selection factors on the results, however, cannot be ignored.
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'n Evaluering van die 6M-Simulasie opleidingkursus vir oningewyde swart werkers.

- Van Niekerk, R., Raubenheimer, I. van W.

  • Authors: Van Niekerk, R. , Raubenheimer, I. van W.
  • Date: 1984
  • Subjects: 6M Simulation training course , Job performance , Job situation
  • Type: Article
  • Identifier: uj:6553 , http://hdl.handle.net/10210/2784
  • Description: Evaluation of the 6M Simulation Training Course is discussed with reference to mastery of course content, influence of training on job performance and reaction of course attendants to the course. Results indicate a significant increase in knowledge, irrespective of variables such as age, educational qualifications, years of service, home language, place of origin and job category. A positive change in 34 items related to the job situation and a positive reaction to the course content and training techniques were also found.
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Die betekenis wat geld vir blankes en kleurlinge inhou.

- Raubenheimer, I. van W., Visagie, D.L.

  • Authors: Raubenheimer, I. van W. , Visagie, D.L.
  • Date: 1978
  • Subjects: Life experiences , Personal factors , Evaluation of money
  • Type: Article
  • Identifier: uj:6539 , http://hdl.handle.net/10210/2738
  • Description: A survey of the literature indicates that money (which is an important concept in a number of theories of work motivation) could mean different things to different people. Since this difference can be ascribed to early life experiences and personal factors, it could be expected that Coloureds and Whites would differ with respect to their evaluation of money. A semantic differential administered to 128 white and 109 coloured students, however, revealed no significant differences in general. The two groups differed significantly on only 2 of the 15 semantic scales.
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Keuring en opleiding van rekenaarstelselontleders.

- Raubenheimer, I. van W., Fick, L.J.

Kollektiewe bedinging binne die Suid-Afrikaanse vervaardigingsbedryftak.

- Kamffer, H.O.L., Lessing, B.C., Fouchè, M.M.

  • Authors: Kamffer, H.O.L. , Lessing, B.C. , Fouchè, M.M.
  • Date: 1984
  • Subjects: Collective bargaining systems , Likert Questionnaire
  • Type: Article
  • Identifier: uj:6506 , http://hdl.handle.net/10210/2705
  • Description: A comparative literary study of the collective bargaining systems of four countries (U.S.A., Britain, West Germany and South Africa) is presented in order to facilitate the identification of conflict issues in the South African collective system. 165 Employers and 75 trade unions in the South African manufacturing industry were used as u randomly selected sample. A Likert questionnaire was designed to measure the attitudes of the sample employers and unions regarding conflict issues. The results indicate strong differences of opinion between the participating groups about the efficiency of the present industrial relations and collective bargaining systems in South Africa. An explanation for obtained results is given and recommendations for further research and development work are made.
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Probleemareas by die gebruik van dieselfde of afsonderlike toetse vir verskillende bevolkingsgroepe in die beroepslewe.

- Raubenheimer, I. van W.

  • Authors: Raubenheimer, I. van W.
  • Date: 1984
  • Subjects: Personality types , Vocational Preference Inventory , Conventional personality types
  • Type: Article
  • Identifier: uj:6551 , http://hdl.handle.net/10210/2750
  • Description: The congruence between the personality types postulated by Holland and managerial traits was investigated. The Vocational Preference Inventory was used to determine the personality types of the subjects selected for the study and a management assessment system to determine their managerial traits. When the degree of personality differentiation was taken into account, meaningful differences were found between realistic and the conventional personality types in respect of initiative and between the artistic and the conventional personality types in respect of analytic, planning and organizing ability. No statistically significant difference between the personality patterns of high and low potential managers could be found, except in respect of the realistic scale. This result indicates that low potential managers possess more realistic characteristics than high potential managers. In general, the findings of this study provide little support for Holland’s formulations of the personality types.
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Semantiese meerduidigheid in motiveringsnavorsing.

- Zietsman, S.H., Raubenheimer, I. van W.

  • Authors: Zietsman, S.H. , Raubenheimer, I. van W.
  • Date: 1979
  • Subjects: Semantic ambiquity , Pottas Need Questionnaire
  • Type: Article
  • Identifier: uj:6533 , http://hdl.handle.net/10210/2732
  • Description: The premise is made that semantic ambiguity, which is manifested in measuring instruments, could lead to controversial and divergent research results often reported in studies on work motivation. Researchers, the literature indicates, are largely unaware of this phenomenon. In this investigation no studies were found in which semantic ambiguity in questionnaires had been controlled. In order to demonstrate the existence of semantic ambiguity as a phenomenon, a semantic differential was administered to 38 Industrial Psychology students in order to measure the meaning of the items on the Pottas Need Questionnaire. The results indicated that six of the 13 questionnaire items differed significantly from the need categories they purported to measure, which confirmed the notion that semantic ambiguity is a source of variance that should be controlled.
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Raamwerk vir die ontwikkeling van 'n 4-dimensionele teorie van menslike gedrag.

- Raubenheimer, I. van W.

  • Authors: Raubenheimer, I. van W.
  • Date: 1978
  • Subjects: 4 Dimensional theory , Psychological sphere
  • Type: Article
  • Identifier: uj:6550 , http://hdl.handle.net/10210/2749
  • Description: Directives for the development of a 4-dimensional theory of human behaviour are formulated and discussed. The 3 spatial dimensions length, height and depth, and time are used as points of departure from which psychic analogues are defined as fundamental constructs of human behaviour. The psychological sphere described by these 3 psychic dimensions together with orientation towards time are then used as a basis of typifying and classifying human behaviour. Possibilities for the further development and validation of the theory as well as some of its practical applications are discussed.
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Organisatoriese doeltreffendheid in Suid-Afrika en Japan.

- Spoelstra, H.I.J., Raubenheimer, I. van W.

  • Authors: Spoelstra, H.I.J. , Raubenheimer, I. van W.
  • Date: 1981
  • Subjects: Organisational practices , Individualism , Groupism , Organisational effectiveness
  • Type: Article
  • Identifier: uj:6544 , http://hdl.handle.net/10210/2743
  • Description: In different cultures various work values determine organisational practises which in turn tend to determine effectiveness. Three cultural groups namely Japanese, White South Africans and Black South Africans are compared by means of a questionnaire determining relative emphasis on the values of individualism and gregariousness (groupism). Attitudes of the various cultures with respect to organisational practises are also measured using an attitude scale. The data are analysed by means of descriptive statistics and discriminate analysis. Results show that although basic values are the same for White South Africans and Japanese their actual hierarchical structures differ. The gregarious characteristic of the Japanese appears to be to a large extent responsible for their organisational effectiveness. Further research concerning the values of Black workers is suggested.
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Die meting van die gelyktydige hantering van teenstrydige en dubbelsinnige inligting as kritieke eienskap in 'n verkeidenheid van beroepe.

- De Villiers, W.S., Raubenheimer, I. van W.

  • Authors: De Villiers, W.S. , Raubenheimer, I. van W.
  • Date: 1983
  • Subjects: Conflicting information , Ambiguous information , In basket exercise , Intelligence , Sensory cognitive judgement , Personality traits
  • Type: Article
  • Identifier: uj:6555 , http://hdl.handle.net/10210/2786
  • Description: Since very little is known about how to deal with conflicting and ambiguous information as a work attribute an attempt was made to define this particular construct and subject it to empirical research. An instrument (the in basket exercise) was developed to measure employees' efficiency in dealing with conflicting and ambiguous information. This instrument together with instruments for measuring a number of related traits were administered to 468 subjects. It was determined that the capacity to deal with conflicting and ambiguous information has a certain relationship with intelligence and sensory cognitive judgment. No relationship could be found with certain personality traits. In all probability a separate construct is indicated by this research.
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Die semantiese differensiaal as telefoonopnametegniek.

- Joubert, J.P.R., Raubenheimer, I. van W.

  • Authors: Joubert, J.P.R. , Raubenheimer, I. van W.
  • Date: 1987
  • Subjects: Semantic differential , Likert type , Telephone surveys
  • Type: Article
  • Identifier: uj:6541 , http://hdl.handle.net/10210/2740
  • Description: The Semantic Differential as a telephone survey technique. The public image of an organisation plays an important role in the success thereof since it continually determines whether the environment reacts favourably or unfavourably towards it. It is therefore important to be aware of the public image of an organisation, and which methods can be used to determine it. This study compared two attitude scales (a Likert type mail questionnaire and a Semantic Differential type telephone questionnaire) which can be used in the determination of an organisation's image. A comparison of the two scales produced significant results. These results indicate that a Semantic Differential type scale can be used successfully in telephone surveys.
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Some facts and thoughts on the training and practice of Industrial Psychologists.

- Raubenheimer, I. van W.

Influence of higher order need strength and job characteristics on job performance.

- Blignaut, C.J.H., Raubenheimer, I. van W.

  • Authors: Blignaut, C.J.H. , Raubenheimer, I. van W.
  • Date: 1975
  • Subjects: Psychological value , Contemporary theories , Work motivation , Work satisfaction
  • Type: Article
  • Identifier: uj:6536 , http://hdl.handle.net/10210/2735
  • Description: Contemporary theories of work motivation are classified according to (1) those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2) those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level) needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01) - a finding which favours category (1) theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found.
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The validity of the assessment centre method as a predictor of managerial potential.

- Sakinofsky, I.G., Raubenheimer, I. van W.

  • Authors: Sakinofsky, I.G. , Raubenheimer, I. van W.
  • Date: 1982
  • Subjects: Assessment centre , Job situation , Individual performance , Managerial potential
  • Type: Article
  • Identifier: uj:6558 , http://hdl.handle.net/10210/2789
  • Description: The Assessment Centre is a process involving a number of participants who take part in a series of individual and group exercises administered by a specialist, while being observed by several specially trained impartial observers. The prime objective of the Assessment Centre is the assessment of managerial personnel, and consequently the exercises in which the participants are involved simulate the problems and challenges of jobs for which their potential is being considered. Such jobs are referred to as target level jobs. By simulating a futuristic job situation, the Assessment Centre provides empirical information which can be used to predict an individual's performance in a future situation. An advantage is that information thus derived can be used to prepare individuals for the future by identifying weak points which can be developed.
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Spesialisasie binne die bedryfsielkunde.

- Raubenheimer, I. van W.

  • Authors: Raubenheimer, I. van W.
  • Date: 1985
  • Subjects: Personnel selection , Personnel psychologist , Personnel practitioner , Job analysis , Work performance
  • Type: Article
  • Identifier: uj:6545 , http://hdl.handle.net/10210/2744
  • Description: Personnel selection is carried out by the personnel psychologist/ personnel practitioner responsible for the supply of human resources. Selection models and -technology have been refined to a high degree and are scientifically acceptable. With regards to the identification of critical attributes on which selection is based, it is suggested in the study that job analysis be performed in the light of insights and knowledge gained in other branches of Industrial Psychology. Specifically the study shows that high and low work performance operators (N=25) involved in a vigilance task, can be differentiated on the basis of signal detection theory. The results of the study (t-test for differences between means) suggest that selection in the situation investigated, should be based on the ability to discriminate between signals and not on the response bias of operators. The results also indicate that the task, based on signal detection theory, which was designed for the study, could be used as a selection instrument.
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Die opleiding van bedryfsielkundiges aan die universiteit van Stellenbosch.

- Augustyn, J.C.D., Raubenheimer, I. van W., Van Biljon, I.J.

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