Thesis (MA)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: This study was prompted by two significant aspects within the South African training field. Firstly, the attitude of the South African Government towards training in terms of legislation made it evident that trainers will progressively playa more important role in organisations. Secondly, although literature regard the trainer as one of the important role-players in the training situation, no substantial research has been done on training style as an aspect that can influence the trainer's performance and ultimately the effectiveness of training. In order to address this void, the research was dedicated to determine whether a systematic relationship exists between the personality of a __trainer and his/her training style. The following topics were examined by means of a selective study of the literature: adult learners as the target _ of training programmes; pedagogy and andragogy as orientations to training; the trainer; the definition of training style; the trait theory of personality as the basis of the study; and empirical studies done on the topic prior to this study. In order to gather the necessary information, three questionnaires were administered to a sample of 96 trainers. The 16-PF, which is an established questionnaire, was used to collect data about the personality traits of the respondents. Furthermore, a questionnaire namely the Training Style Inventory was developed to measure the training style of trainers. Trainers were then accordingly grouped in one of five types of training styles. The last questionnaire gathered information regarding demographic aspects of the sample. The study found limited support for the hypothesis that there exists a systematic relationship between personality and training style. However, it was found that certain dimensions of personality do playa role in the manifestation of a certain training style. / AFRIKAANSE OPSOMMING: Hierdie studie was geinspireer deur twee opmerklike aspekte binne die Suid-Afrikaanse opleidingsveld. Eerstens, die Suid-Afrikaanse Regering se houding jeens opleiding in terme van wetgewing, het dit duidelik gemaak dat opleiers voortaan 'n toenemend belangrike rol in organisasies sal vervul. Ten tweede het navorsing reeds bevestig dat die opleier een van die belangrike rolspelers in die opleiding situasie is. Daar is egter tot op hede geen noemenswaardige navorsing gedoen op opleidingstyl as 'n aspek wat die werkverrigting van die opleier en uiteindelik die effektiwiteit van opleiding beïnvloed nie. Ten einde hierdie leemte aan te spreek, was die doel van hiedie navorsing om te bepaal of daar 'n sistematiese verband bestaan tussen die persoonlikheid van 'n opleier en syjhaar opleidingstyl. Deur middel van selektiewe literatuurstudie is die volgende ondersoek: die volwasse leerder as die teiken van opleidingsprogramme; pedagogie en andragogie as orientasies tot opleiding; die opleier; definiering van opleidingstyl; die trekteorie van persoonlikheid as die basis van die studie; en empiriese studies oor die onderwerp wat hierdie navorsing vooraf gegaan het. Om die nodige inligting in te samel is drie vraelyste deur 'n steekproef van 96 opleiers ingevul. Die 16-PF wat as 'n gevestigde meetinstrument bekend staan, is gebruik om inligting in te sameloor die persoonlikheidstrekke van die respondente. Voorts is 'n vraelys naamlik die Training Style Inventory ontwikkelom die opleidingstyl van die opleiers te meet. Opleiers is daarna ooreenkomstig gegroepeer in een van vyf opleidingstyle. Die laaste vraelys het inligting ingesamel aangaande die demografiese aspekte van die steekproef. Die studie het beperkte steun gevind vir die hipotese dat daar 'n verwantskap bestaan tussen persoonlikheid en opleidingstyl. Daar is egter gevind dat sekere dimensies van persoonlikheid wel 'n rol speel in die verklaring van die manifestering van 'n sekere opleidingstyl.

Thesis (MA)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: The 1990s were characterised by a process of rapid political change in South Africa, which resulted in a period of transition in the economic and social spheres of this society. South Africans need to adapt to the shift in political leadership as well the rapid rate of technological innovation globally. Leadership theory has evolved from more traditional approaches such as the trait approach and behavioural approach to more recent theories such as situational leadership theories, leader-follower exchange theories and leadership decision-making theories. The recent trends in the field of Industrial Psychology lead to a more comprehensive and all-inclusive theory of leadership, namely transformational leadership. South Africa needs transformational leaders to drive and manage the change process. From the literature study it is evident that there is a need for transformational leadership training and development in South Africa. Therefore the main goal of this study was to determine the feasibility of transformational leadership training and development in South Africa. The main problem is divided into four sub-problems. In order to develop South African managers into transformational leaders, it is important that a need for transformational leadership training exists. Therefore the first subproblem is concerned with the need for the development of transformational leadership skills in South African leaders. The data of all South African leaders (7,563 cases) that were rated on Form 5X of the Multi-factor-Leadership Questionnaire (instrument measuring transformational leadership) was obtained from Productivity Development Pty. (Ltd.). This data was generated from March 1995 to June 1999. Firstly, the Ideal Theoretical Leadership Profile is compared to the total South African sample (N=7563). Secondly, leaders who performed effectively in the world of work were extracted from the total South African sample and were compared to the rest of the South African sample. Thus the Ideal Effectiveness Leadership Profile (N=657) is compared to the rest of the South African sample (N=6906). In both instances the profiles of the South African sample resembles the two ideal leadership profiles. The fact that the South African leaders scored well below the norms of the two ideal profiles on transformational leadership dimensions indicates that there is a need for the development of transformational leaders in South Africa. Thirdly, the t-test is utilised in order to compare the total South African sample (N=7,443) to an international sample (N=2080). The South African sample scored significantly higher on transformational leadership scales than their international counterparts. This indicates that South African leaders compare well to international standards regarding transformational leadership Once it was assessed that there is a need for South African leaders to be developed as transformational leaders, it was important to determine whether the Multi-factor Leadership Questionnaire (MLQ) is a valid instrument for measuring transformational leadership in South Africa. Transformational leadership training and development can not be managed in South Africa unless it can be measured. Therefore the second subproblem was concerned with the construct validity of the MLQ in South Africa. Confirmatory factor analysis was utilised in order to assess the construct validity of the MLQ on 7563 cases. The final first-order analysis indicated that there is not conclusive evidence for the 8-factor structure in the South African context. More comprehensive research is needed in order to prove the validity of the MLQ beyond reasonable doubt in the South African context. After the conclusion was reached that transformational leadership training is needed in South Africa, it was decided to investigate the practical implementation of transformational leadership training in South Africa. In order to investigate the practical implementation of transformational leadership training, high-level managers trained at the Graduate School of Business, University of Stellenbosch (USB) were assessed as a microcosm of the larger South African sample. The USB group (N=120) was compared by means of t-tests to two other groups, namely the rest of the South African sample (N=7443) and an international sample (N=2080). The third sub-problem was thus concerned whether the USB group was a select group. The USB group scored significantly higher on all of the individual transformational factors than the two other groups. The results suggest that the USB is a select group. Once it was concluded that the USB group was a select group, they were tested on Kirkpatrick's reaction level of evaluation in order to determine whether they benefited from the course, although their MLQ scores reflected that they were already acting in a transformational manner. The fourth sub-problem was thus concerned with evaluating the reactions of the USB group towards the Full Range Leadership Programme. Overall the participants (N=46) gave a positive reaction towards the programme. Although the USB group can be classified as a select group, participants believed that the programme was of practical use. This substantiates the argument that there is a need for developing transformational leaders. The results indicate that transformational leadership training and development is feasible in South Africa. Finally, on the basis of the results of this study, conclusions and recommendations are made for future research. / AFRIKAANSE OPSOMMING: Die negentigerjare word gekenmerk deur 'n proses van snelle politieke verandering in die Suid-Afrikaanse samelewing, wat In oorgangsperiode in die ekonomiese en sosiale sektore ingewy het. Dit is noodsaaklik dat Suid-Afrikaners aanpas by die veranderinge in politieke leierskap, asook by tegnologiese vooruitgang. Die leierskapsteorie, wat vroeër bestaan het uit die meer tradisionele benaderings soos die karaktertrek- en die gedragsbenadering, het gestalte gekry in meer onlangse teorieë. Hierdie teorieë sluit in die gebeurlikheids-, leier-volgeling-uitruilings- asook die leierskapsbesluitnemingsbenaderings. Die huidige neiging binne die wêreld van die Bedryfsielkunde is In meer omvattende en alles-inklusiewe benadering ten opsigte van die leierskapsteorie, naamlik transformasieleierskap. Suid-Afrika benodig transformasieleiers om die proses van verandering aan te dryf en te bestuur. Uit die literatuurstudie is dit duidelik dat daar 'n behoefte is aan transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika. Vervolgens is ~die hoofdoel van hierdie studie om die praktiese uitvoerbaarheid van transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika te bepaal. Die hoofprobleem word in vier sub-probleme verdeel. Daar word van die standpunt uitgegaan dat dit belangrik is om die transformasieleierskapsvaardighede van Suid-Afrikaanse bestuurders te ontwikkel. Die eerste sub-probleem fokus op die behoefte van Suid-Afrikaanse bestuurders aan opleiding in transformasieleierskap. Die data is ingesamel van alle Suid-Afrikaanse leiers (7,563 proefpersone) wat op die Multi-faktor Leierskapsvraelysvorm 5X (instrument wat transformasieleierskap meet) beoordeel is. Hierdie data is deur Productivity Development (Pty) Ltd beskikbaar gestel, en is vanaf Maart 1995 tot Junie 1999 ingesamel. Eerstens is die Ideale Teoretiese Leierskapsprofiel vergelyk met die leierskapsprofiel van die totale Suid-Afrikaanse steekproef (N=7,563). Tweedens is leiers wat effektief in die praktyk funksioneer, die Ideale Effektiwiteit Leierskapsprofiel (N=657), onttrek van die totale Suid-Afrikaanse steekproef en vergelyk met die res van die Suid-Afrikaanse steekproef (N=6,906). In beide gevalle is daar 'n verwantskap gevind tussen die Suid-Afrikaanse steekproef en die twee ideale leierskapsprofiele. Derdens is daar van 'n t-toets gebruik gemaak om die res van die Suid-Afrikaanse steekproef (N=7,443) met In internasionale steekproef te vergelyk. Die Suid-Afrikaanse steekproef het beduidend hoër tellings as die internasionale steekproef op alle transformasieskale behaal. Hiervolgens voldoen die Suid-Afrikaanse steekproef aan internasionale standaarde ten opsigte van transformasievaardighede. Nadat vasgestel is dat daar 'n behoefte bestaan aan transformasieleierskap-opleiding in Suid-Afrika, is daar ook besluit om die geldigheid van die Multi-faktor Leierskapsvraelys (MLO) onder Suid-Afrikaanse omstandighede te ondersoek. Transformasieleierskapopleiding en -ontwikkeling in Suid-Afrika kan nie bestuur word tensy dit akkuraat gemeet word nie. Daarom fokus die tweede sub-probleem op die konstrukgeldigheid van die MLO onder Suid-Afrikaanse omstandighede. Daar is van bevestigende faktor-ontleding gebruik gemaak om die konstrukgeldigheid van die MLO by 7,563 proefpersone te bepaal. Die 8-faktorpatroon lewer nie voldoende bewys dat die MLO weloor 'n mate van konstrukgeldigheid onder Suid-Afrikaanse omstandighede beskik nie. Nog in-diepte navorsing word benodig om bo redelike twyfel die geldigheid van die MLO onder Suid-Afrikaanse omstandighede te bevestig. Nadat tot die gevolgtrekking gekom is dat daar 'n behoefte aan opleiding in tranformasievaardighede bestaan, is die praktiese implementering van transformasieleierskap-opleiding in Suid-Afrika ondersoek. Vir hierdie doel is hoëvlakbestuurders, wat opgelei is by die Nagraadse Bestuurskool aan die Universiteit van Stellenbosch (USB), ondersoek as 'n mikrokosmos van die groter Suid-Afrikaanse steekproef. Die USB-groep (N=120) is deur middel van t-toetse met die res van die Suid-Afrikaanse groep (N=7,443) en 'n internasionale steekproef (N=2,080) vergelyk. By die derde sub-probleem moes bepaal word of die USB-groep 'n uitgelese groep is. Dié groep het beduidend hoër tellings by al die afsonderlike transformasiefaktore as die ander twee groepe behaal. Die gevolgtrekking kan dus gemaak word dat die USB-groep wel uitgelese is. Hierna is die groep gemeet aan Kirkpatrick se reaksievlak. By die vierde sub-probleem is die USB-groep se reaksie ten opsigte van die "Full Range Leadership Programme" geëvalueer. Oor die algemeen het respondente (N=46) 'n positiewe reaksie teenoor die program getoon. Die USB-groep het die program as betekenisvol beskou, en alhoewel hulle 'n geselekteerde groep is, dui dit aan dat daar tog onder hulle 'n behoefte is aan opleiding in transformasievaardighede van Suid- Afrikaanse bestuurders. Die resultate dui aan dat daar onder bestuurslui in die algemeen 'n behoefte aan transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika is. Ten slotte is gevolgtrekkings en aanbevelings wat op die resultate van die studie gebaseer is, vir toekomstige navorsing gemaak.

Thesis (MA)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: The need for the wise employee in modern organisations can, especially in the light of technological advancement and global competition, not be denied. The current work environment is dynamic and poses numerous challenges to employees. Attributes such as insight, good judgement and decision-making are required; attributes that correlate with wisdom. Certain personality attributes such as maturity, tranquility, flexibility and empathy are often being used in the description of wise individuals and are also being set as requirements for the modern employee. Research and studies with regard to wisdom are limited. As limited and contradictory results exist with regard to the Industrial Psychological enquiry into wisdom, a need exists for further research, especially with regard to the circumstances and factors that are applicable to the South African business organisation. As a potential relationship between wisdom and personality traits exists, it has been set as the subject of investigation for this study. Certain personality traits grant possible access to or might faseilltate the development of wisdom. If the wise employee can be identified by means of a personality test, it can be of significant value in for example the selection process. Wisdom, for the purpose of this study, refers to expert knowledge with regard to insight, good advice and judgement for complicated life problems. The concept of personality is for the purpose of the study, based on the trait approach where the second order factors of the 16 PF-questionnaire, namely extroversion, anxiety, tough mindedness, independence and compulsivity, serve as the structural components of personality. The sample comprises 67 employees who are employed at the central office of a big South African retail company. A wisdom knowledge instrument has been used for the measurement of wisdom knowledge where participants advise on three difficult life problems. The adjusted evaluation instrument of Hira and Faulkender (1997), based on Smith and Baltes' definition of wisdom (1995) as an expert knowledge system, has been used by two evaluators for the evaluation of the responses. The biographical questionnaire was specifically developed to comply with the requirements of the investigation. The results of this investigation shows that a significant correlation between wisdom knowledge and the second order personality factors (-traits) of the 16PF exists, namely anxiety and independence. No significant correlation has been found between wisdom knowledge and the other three second-order factors, namely extroversion, tough mindedness and compulsivity. The personality traits have also indicated a low, but significant variance of the wisdom counts. Personality nevertheless shows a correlation with wisdom, in this study. Biographical variables that show a significant positive correlation with wisdom knowledge counts are sex and level of training. Male participants have performed significantly better than female participants. It is evident from the study that age does not have a significant influence on wisdom knowledge performance. It is also evident from the results that the measuring instrument reflects a valid measurement of wisdom performance and that the two evaluators' evaluations show a positive correlation with each other. Conclusions and suggestions for future research are made in accordance with the results of the investigation. / AFRIKAANSE OPSOMMING: Die behoefte aan die wyse werknemer in hedendaagse organisasies kan, veral in die lig van snelle tegnologiese verandering en globale kompetisie, nie meer ontken word nie. Die hedendaagse werksomgewing is vinnigveranderend en stel talle uitdagings aan werknemers. Eienskappe soos insig, goeie oordeel en besluitneming word vereis, eienskappe wat met wysheid verband hou. Sekere persoonlikheidseienskappe soos volwassenheid, rustigheid, buigsaamheid en empatie word dikwels in die beskrywing van wyse persone gebruik en word ook as vereistes vir die hedendaagse werknemer gestel. Navorsing en studies ten opsigte van wysheid is beperk. Aangesien beperkte en teenstrydige resultate bestaan ten opsigte van die Bedryfsielkundige ondersoek na wysheid, bestaan daar 'n behoefte aan verdere navorsing, veral ten opsigte van die omstandighede en faktore wat van toepassing is op die Suid- Afrikaanse besigheidsorganisasie. Aangesien daar 'n potensiële verband tussen wysheid en persoonlikheidstrekke bestaan, is dit as die onderwerp van ondersoek vir hierdie studie gestel. Sekere persoonlikheids- eienskappe verleen moontlik toegang tot of fasiliteer die ont- wikkeling van wysheid. Indien die wyse werknemer deur middel van 'n persoonlikheidstoets geïdentifiseer kan word, kan dit van belangrike waarde wees in onder andere die keuringsproses. Wysheid verwys vir die doel van hierdie studie na ekspert kennis ten opsigte van insig, goeie raad en oordeel tot ingewikkelde lewensprobleme. Die begrip van persoonlikheid is vir die doel van die studie op die trekbenadering gebaseer waar die tweede-orde faktore van die 16 PF-vraelys; naamlik ekstroversie, angs, geharde ewewig, onafhanklikheid en kompulsiwiteit, as die strukturele komponente van persoonlikheid dien. Die steekproef bestaan uit 67 werknemers wat by die sentrale kantoor van 'n groot Suid-Afrikaanse kleinhandelsmaatskappy werksaam is. Vir die meting van wysheidskennis is 'n wysheidskennis- instrument gebruik waar deelnemers advies moet verskaf ten opsigte van drie moeilike lewensprobleme. Die aangepaste nasieninstrument van Hira en Faulkender (1997), wat op Smith en Baltes (1995) se definisie van wysheid as 'n ekspert kennissisteem gebaseer is, is deur twee evalueerders gebruik in die evaluering van die response. Die biografiese vraelys is ontwikkelom spesifiek aan die vereistes van die ondersoek te voldoen. Die resultate van hierdie ondersoek toon dat daar slegs beduidende korrelasies tussen wysheidskennis en die tweede-orde persoonlikheidsfaktore (-trekke) van die 16 PF angs en onafhanklikheid bestaan. Geen beduidende korrelasies tussen wysheidskennis en die ander drie tweede-orde faktore naamlik ekstroversie, geharde ewewig en kompulsiwiteit is gevind nie. Die persoonlikheidstrekke het ook 'n lae, maar beduidende variansie van die wysheidstellings getoon. Persoonlikheid toon dus wel 'n verband met wysheid in hierdie studie. Biografiese veranderlikes wat 'n beduidende positiewe verband met wysheidskennistellings toon, is geslag en vlak van opleiding. Manlike deelnemers het beduidend beter presteer as die vroulike deelnemers. Uit die studie blyk dit dat ouderdom nie 'n beduidende invloed op wysheids- kennisprestasie uitoefen nie. Dit blyk ook vanuit die resultate dat die metingsinstrument 'n geldige meting van wysheidsprestasie weergee en dat die twee evalueerders se evaluasies 'n positiewe korrelasie met mekaar toon. Gevolgtrekkings en aanbevelings vir toe- komstige navorsing word op grond van die resultate van die ondersoek gemaak.

Thesis (PhD (Industrial Psychology))--University of Stellenbosch, 2005 / South African organisations have to survive in an increasingly competitive and globalised environment. Many believe that South African organisations are ill prepared for these challenges, based on the fact that many organisations are plagued by low productivity, low levels of trust between employees and employers, as well as low levels of organisational commitment, effectiveness and efficiency. Solutions must be found for these problems and the present study offers one such solution. Organisational citizenship behaviour is essentially pro-social organisational behaviour that is characterised by going beyond what is expected in role requirements or role descriptions and is seen as a key driver of individual and organisational performance. Furthermore, an organisation’s ability to elicit organisational citizenship behaviour is believed to be a vital asset that is difficult for competitors to imitate and which provides the organisation with a competitive advantage. Having completed a literature study concerning possible antecedents of organisational citizenship behaviour, and taking into account various suggested future directions for organisational citizenship behaviour research, it was decided that the present study would focus on five variables: three variables that are characteristic of employees, and two that are characteristic of the management or leadership in the organisation. The primary goal of the present study was to design and conduct a scientific investigation that would attempt to determine the relationships between leader emotional intelligence, transformational leadership, trust, meaning intention to quit, and organisational citizenship behaviour, as well as to further determine the role that these five constructs play in influencing organisational citizenship behaviour. A study of the available literature was made to learn as much as possible about each of these six constructs and to determine what is known about the relationships that exist between them. The knowledge gained from the literature study was used to propose several hypotheses and a conceptual model explaining the relationships between these constructs. The relationships and the conceptual model were then empirically tested, using various (mostly confirmatory) statistical methods. This makes the present study confirmatory in nature. Existing measuring instruments were used to measure each of the constructs in a South African sample (n=496). This sample represented a wide range of organisations. Each of the measuring instruments (excepting the intention to quit scale) was subjected to a double cross-validation Exploratory and Confirmatory Factor Analysis procedure to test its construct validity. Internal reliability was determined for all of the instruments and their subscales. The Confirmatory Factor Analysis and internal reliability results were then compared to those obtained when the original measurement model was studied, using these same methods (i.e. Confirmatory Factor Analysis and internal reliability) and the data from the present sample. It was found, in all cases, that the derived factorial configuration differed, in some to a lesser degree and in others radically, from that proposed by the original author/s. It was also found that the EFA-derived measurement models and configurations had a better fit to the data than the original measurement model and its configuration. Once the criteria for construct validity and internal reliability were satisfied, the rest of the statistical analyses could be conducted. The next step was to test the hypotheses concerning the individual relationships that made up the conceptual model. Pearson correlations and Standard Multiple Regression was used to study these bivariate relationships. Several indirect or mediating relationships followed from these direct relationships and these were tested using Path Analysis. In a similar vein, four prediction hypotheses were formulated from the conceptual model and these were also tested, using Standard Multiple Regression. Lastly, Structural Equation Modelling (SEM) was used to see to what extent the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs when taking the complete conceptual model into account. Both trust and meaning were found to individually mediate the relationships between transformational leadership and organisational citizenship behaviour, and leader emotional intelligence and organisational citizenship behaviour. The relationship between leader emotional intelligence and organisational citizenship behaviour was further found to be mediated by transformational leadership and trust, while this relationship was also found to be mediated by transformational leadership and meaning. No significant direct relationships could be found between leader emotional intelligence and organisational citizenship behaviour, or between transformational leadership and both organisational citizenship behaviour and intention to quit. No significant correlation was found between intention to quit and organisational citizenship behaviour either. This meant that several postulated mediating hypotheses could not be corroborated. The SEM result shows that the conceptual model did not fit the data very well, therefore an alternative model was recommended. The results in essence show that effective leaders who are emotionally intelligent and make use of the transformational leadership style can positively influence trust and meaning among followers. This, in turn, will motivate followers to display organisational citizenship behaviour and reduce their intention to quit. These are believed to positively influence organisational effectiveness and performance. Further conclusions were drawn from the obtained results and recommendations are made for future studies. New insights were gained through the results and it is believed that the present study has contributed to the field of organisational psychology and Industrial Psychology in general, on both the academic and the practioner level.

Thesis (PhD (Industrial Pshychology))--University of Stellenbosch, 2007. / A study of the literature revealed that the content and the structure of several constructs that are used in research in the framework of Positive Organisational Behaviour are subject to doubt. It also became clear that the relationship between the constructs (servant leadership, trust, team commitment, and unit effectiveness) could profitably be investigated further. A study to obtain more clarity about these aspects was therefore planned and executed. In order to conduct this exploratory survey research, an electronic web-based questionnaire was used as the method of data gathering. The questionnaire was programmed and posted for a period of three weeks on the portal of the company where the survey was conducted. A total of 531 respondents from the vehicle sales division of the particular organisation participated in the study. Sales persons (n=417) who were working in 100 dealerships in the automobile business completed three questionnaires. The three questionnaires were the rater version of the Servant Leadership Questionnaire of Barbuto and Wheeler (a self-report version also exists), the Workplace Trust Survey developed by Ferres, the Team Commitment Survey of Bennett. The sales persons assessed the level of servant leadership of their superiors (sales managers) and their own levels of trust and of team commitment. The sales managers (n=114) assessed the effectiveness of the sales persons who reported to them by completing the Team Effectiveness Questionnaire developed by Larson and LaFasto. The Directors who were responsible for the marketing of the products of the organisation completed an internal questionnaire on the performance of the sales function in the dealerships. Answers were sought to five research questions, dealing with the content of the constructs, their configurations, their interrelations and biographic and organisational variables that could possibly have an influence on the constructs.

Dissertation (D.Phil.) -- University of Stellenbosch, 1999. / ENGLISH ABSTRACT: The conditions under which selection procedures are typically validated and those prevailing at the eventual use of a selection procedure normally differ to a sufficient extent to challenge the relevance of the validation research evidence. Statistical corrections to the validity coefficient are generally available. The remainder of the argument in terms of which a selection procedure is developed and justified could, however, also be biased by any discrepancy between the conditions under which the selection procedure is simulated and those prevailing at the eventual use of the selection procedure. Relatively little concern, however, seem to exist for the transportability of the decision function derived from the selection simulation or the descriptions/ assessments of selection decision utility and fairness. This seems to be a somewhat strange state of affairs. The external validity problems with validation designs are reasonably well documented. It is thus not as if the psychometric literature is unaware of the problem of generalizing validation study research fmdings to the eventual area of application. The decision function is probably the pivot of the selection procedure in that it firstly captures the underlying performance theory, but more importantly from a practical perspective, because it guides the actual accept and reject choices of applicants. Restricting the statistical corrections to the validity coefficient would leave the decision function unaltered even though it might also be distorted by the same factors affecting the validity coefficient. Basically the same logic also applies to the evaluation of the decision rule in terms of selection utility and fairness. Correcting only the validity coefficient would leave the "bottom-line" evaluation of the selection procedure unaltered. Restricting the statistical corrections to the validity coefficient basically means that practically speaking nothing really changes. The fundamental research objective is to determine whether any discrepancy between the conditions under which the selection procedure is simulated and those prevailing at the eventual use of the selection procedure produces bias in estimates required to specify and justify the procedure; to delineate appropriate statistical corrections of the validity coefficient, decision rule and descriptions/ assessments of selection decision utility and -1< fairness, required to align the contexts of evaluation/validation and application; and to determine whether the corrections should be applied in validation research. The study provides no unqualified answers to the question whether corrections for various forms of range restriction and/ or criterion unreliability should be applied to the validity coefficient, the standard error of the validity coefficient or the parameters of the regression of the criterion on the predictor. Under specific conditions the corrections do affect decisions on the validity of performance hypotheses due to its effect on decisions on the significance of the uncorrected versus the corrected validity coefficient. Under specific conditions the corrections do affect decisions on applicants, especially when selection decisions are not restricted by selection quotas, due to its effect on the slope and intercept parameters of the regression of Y on X, and/ or due to its effect on the standard error of estimate. / AFRIKAANSE OPSOMMING: Die toestande waaronder keuringsprosedures tipes gevalideer word en die toestande waaronder die prosedure uiteindelik gebruik word, verskil normaalweg tot so 'n mate dat die relevansie van die bevindinge in die gedrang kom. Statistiese korreksies vir die geldigheidskoeffisient is algemeen beskikbaar. Die res van die argument in terme waarvan 'n keuringsprosedure ontwikkel en regverdig word kan egter ook verwring word deur dieselfde verskille tussen die toestande waaronder die keuringsprosedure gesimuleer word en die waaronder die prosedure uiteindelik gebruik word. Relatief min kommer bestaan skynbaar egter ten opsigte van die oordraagbaarheid van die besluitnemingsfunksie wat onder die gesimuleerde toestande ontwikkel is of ten opsigte van die verkree beskrywings van nut en billikheid. Hierdie toedrag van sake val ietwat vreemd op. Die eksteme geldigheidprobleme geassosieer met validasie-ontwerpe is redelik goed gedokumenteer. Dit is dus nie asof die psigometrika-literatuur onbewus is van die probleem wat by die veralgemening van resultate van geldigheidstudies ter sprake is nie. Die besluitnemingsfunksie is waarskynlik die spil waarom die keuringsprosedure draai daarin dat dit die onderliggende prestasie-teorie vergestalt, maar meer belangrik, daarin dat dit die daadwerklike aanvaarding en verwerping van applikante bepaal. Indien statistiese korreksies tot die geldigheidskoeffisient beperk word bly die besluitnemingsfunksie onveranderd, alhoewel dit ook moontlik verwring mag word deur dieselfde faktore wat sydigheid in die geldigheidskoeffisient te weeg bring. Dieselfde logika geld ook ten opsigte van die evaluasie van die besluitnemingsfunksie in terme van nut en billikheid. Indien slegs die geldigheidskoeffisient gekorrigeer word bly d.e "bottom-line" evaluasie van die keuringsprosedure onveranderd. Prakties gesproke dus, verander niks indien statistiese korreksies tot die geldigheidskoeffisient beperk word. Die fundamentele navorsingsdoelstelling is om vas te stel of verskille tussen die toestande waaronder die keuringsprosedure gevalideer word, en die toestande waaronder die prosedure uiteindelik gebruik word, sydigheid te weeg bring in die maatstawwe wat vereis word om die keuringsprosedure te spesifiseer en te regverdig; om toepaslike statistiese korreksies vir die geldigheidskoeffisient, besluitnnemingsreel en beskrywings van nut en billikheid af te lei ten einde die kontekste van simulasie/ validasie en toepassing te versoen; en om vas te stel of sodanige korreksies wel in validasie-navorsing toegepas behoort te word. Die studie verskaf geen ongekwalifiseerde antwoord op die vraag of korreksies vir die verskeie vorms van variansie-inperking en/ of kriterium onbetroubaarheid op die geldigheidskoeffisient, die standaardfout van die geldigheidskoefisient of die parameters van die regressie van die kriterium op die voorspeller toegepas behoort te word nie. Die korreksies affekteer wel besluite aangaande die geldigheid van prestasiehipoteses onder spesifieke toestande. Die korreksies het ook onder bepaalde toestande 'n effek op besluite aangaande applikante deur hul effek op die regressiekoeffisiente en/ of die standaardskattingsfout.

Thesis (DPhil)--Stellenbosch University, 1977. / ENGLISH ABSTRACT: see item for full text / AFRIKAANSE OPSOMMING: sien item vir volteks.

Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Organisations attempt to select employees that will make an effective contribution towards organisational performance. Traditionally, the emphasis was on selecting new staff on the basis of cognitive and behavioural attributes, which are linked to positive constructs such as technical competence, involvement, commitment and productivity. More recently, the domain of staff selection has widened to include the selection of individuals who would avoid counterproductive work behaviours. Based on previous studies, this study investigated the three most dominant constructs in this domain, i.e. personality, integrity and counterproductive work behaviour. The goal of this study was to investigate the relationship between selected personality dimensions and integrity, and how these personality dimensions and integrity are related to counterproductive work behaviour. Based on the existing literature, a theoretical model depicting how these constructs are related to one another was developed and a number of hypotheses were formulated. The data for this study were obtained via questionnaires from a non-probability sample in the South African retail and security industries. The total sample size consisted of 1176 non-managerial employees and job applicants. The postulated relationships were empirically tested using various statistical methods. Reliability analyses were done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory, and where necessary, exploratory factor analyses. The results indicated that reasonable fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. In line with previous research, the results indicated positive relationships between conscientiousness and integrity, and adjustment and integrity. Negative relationships between neuroticism and integrity and fearfulness and integrity were found. Contrary to the literature, agreeableness showed a negative relationship with integrity and external locus of control and personalised power showed non-significant relationships with integrity. In line with the literature, positive relationships were found between neuroticism and counterproductive work behaviour, external locus of control and counterproductive work behaviour, personalised power and counterproductive behaviour. Negative relationships were found between conscientiousness and counterproductive work behaviour, and integrity and counterproductive work behaviour. Contrary to the literature, positive relationships were found between adjustment and counterproductive work behaviour, and agreeableness and fearfulness showed non-significant relationships with counterproductive work behaviour. The present study contributes meaningfully to existing literature on personality, integrity and counterproductive work behaviour by providing insights into the nature of the relationships amongst these constructs. The study also specifies practical implications to be considered by management in order to enhance integrity behaviour and to reduce counterproductive behaviour in organisations. The limitations and recommendations provide additional insights and opportunities to be explored through future studies. / AFRIKAANSE OPSOMMING: Organisasies poog om werknemers aan te stel wat ‘n doeltreffende bydrae tot organisatoriese werkverrigting sal lewer. Voorheen was die klem hoofsaaklik op die keuring van personeel aan die hand van positiewe konstrukte soos vakkundige bedrewenheid, sowel as kognitiewe en gedragseienskappe, byvoorbeeld betrokkenheid, verbondenheid en produktiwiteit. Die fokusgebied van personeelkeuring het egter onlangs verder uitgebrei sodat teen-produktiewe werksgedrag as ‘n bykomende konstruk ingesluit is. Hierdie studie fokus op die drie mees prominente konstrukte op hierdie terrein, naamlik persoonlikheid, integriteit en teen-produktiewe werksgedrag. Die doel van hierdie studie was om die verwantskap tussen bepaalde persoonlikheidsfaktore en integriteit te ondersoek en vas te stel hoe die gekose persoonlikheidsfaktore en integriteit met teen-produktiewe werksgedrag verband hou. ‘n Teoretiese model wat aandui hoe die verskillende konstrukte met mekaar verband hou, is op grond van die bevindings wat in bestaande literatuur vervat is, ontwikkel. Verskeie hipoteses is geformuleer. Die data vir hierdie studie is deur middel van vraelyste ingesamel. ‘n Nie-waarskynlikheidsteekproef in die Suid-Afrikaanse kleinhandel- en veiligheidsektore is gebruik. Die totale steekproef het bestaan uit 1176 persone in nie-bestuursposte asook werkaansoekers. Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsontleding van die relevante meetinstrumente is gedoen en voldoende betroubaarheid is gevind. Die inhoud sowel as die struktuur van die konstrukte is ontleed aan die hand van bevestigende en, waar nodig, verkennende faktorontleding. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Vervolgens is Struktuur-Vergelykings-Modellering (SVM) aangewend om te bepaal in hoeverre die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Ooreenkomstig vorige navorsing is positiewe verwantskappe gevind tussen toegewydheid en integriteit, en tussen aanpassing en integriteit; negatiewe verwantskappe tussen neurotisisme en integriteit, en vrees en integriteit; positiewe verwantskappe tussen neurotisisme en teen-produktiewe werksgedrag, eksterne lokus van kontrole en teen-produktiewe werksgedrag; verpersoonlikte mag en teen-produktiewe werksgedrag; negatiewe verwantskappe tussen toegewydheid en teen-produktiewe werksgedrag, en integriteit en teen-produktiewe werksgedrag. Teenstrydig met vorige navorsing is ‘n negatiewe verwantskap gevind tussen inskiklikheid en integriteit. Ook teenstrydig met vorige navorsing is onbeduidende verwantskappe gevind tussen inskiklikheid en teen-produktiewe werksgedrag, eksterne lokus van kontrole sowel as verpersoonlikte mag en integriteit, asook tussen inskiklikheid, vrees, en teen-produktiewe werksgedrag, en aanpassing en teen-produktiewe werksgedrag. Hierdie studie vul die bestaande literatuur aan ten opsigte van persoonlikheid, integriteit en teen-produktiewe werksgedrag deurdat dit insig verskaf betreffende die aard van die verband tussen hierdie konstrukte. Die studie noem ook praktiese implikasies wat deur bestuur oorweeg kan word om bestuurspraktyke te verbeter ten einde integriteitsgedrag te verhoog, asook teen-produktiewe werksgedrag te verminder. Die beperkings van die studie wat uitgelig word en aanbevelings wat gemaak word, verskaf bykomende insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Pay satisfaction is an essential aim in any company’s reward system, since various studies indicate that it affects employee job performance. With limited resources and restricted capacity to increase pay, firms require a better understanding of how employee pay satisfaction develops and how employee work-related behaviour is affected by pay satisfaction. The purpose of this study was threefold: First, to investigate the relationship between actual pay and pay satisfaction, and second, to explore the effect that pay motivation dimensions derived from expectancy theory (Vroom, 1964) — pay valence and pay instrumentality — have on this relationship. Lastly, the study aimed to explore the relative effects of these objective (pay) and subjective (pay perceptions) variables on employee job performance. Self-report survey data of managerial employees (N = 177) from a South African retail organisation were collected, along with supervisor ratings of job performance and objective actual pay data, for each participant. The Pay Satisfaction Questionnaire (PSQ) and a selfdeveloped Pay Valence and Instrumentality Questionnaire (PVIQ) were administered through an intranet-based survey. Data were analysed with a variety of statistical techniques. Descriptive statistics were used to assess underlying assumptions of the multivariate analysis techniques used to analyse the research data, and to describe the central tendency and dispersion of study variables. Pearson product moment correlations were calculated to assess bivariate relationships. Standard multiple regression analysis was utilised to assess the joint relationship between IVs and DVs, and relative weights analysis (RWA) to assess the relative importance of IVs within respective regression models. Moderated multiple regression (MMR) analysis was used to examine possible moderator effects. To determine whether mediating (indirect) influences were present, normal theory and bootstrap estimates of indirect effects were obtained. In this research, selected antecedents and consequences of pay satisfaction were investigated. Regarding antecedents of pay satisfaction, the results suggested that actual pay had a small but significant effect on pay satisfaction, but not pay valence, nor pay instrumentality. Pay motivation perceptions (pay valence and pay instrumentality) neither moderated, nor mediated, the relationship between pay and pay satisfaction. The consequences of pay perceptions, in conjunction with actual pay, were also assessed. Pay satisfaction had no statistically significant relationship with job performance (p > .05), although actual pay had a moderate association with job performance. Although pay perceptions slightly incremented the validity of predicting performance from actual pay itself, this increment was not statistically significant (p < .05). In summary, the present research highlights the central role of actual pay in influencing pay satisfaction and job performance, but questions still remain about the way in which performance results from pay, since pay satisfaction did not mediate this relationship. The implications for future research are discussed and recommendations for research are made. / AFRIKAANSE OPSOMMING: Vergoedingstevredenheid is noodsaaklike doelwit in maatskappy se vergoedingsisteem en verskeie studies toon hoe dit werksprestasie van werknemers positief beïnvloed. Aangesien maatskappye oor beperkte hulpbronne en kapasiteit beskik om vergoeding te verhoog, word ‘n beter begrip vereis oor hoe werknemers se gedrag deur vergoedingstevredenheid beïnvloed word. Die doel van hierdie studie was drieledig: eerstens, om die verband tussen werklike vergoeding en vergoedingstevredenheid te ondersoek, en tweedens, om die effek van vergoedingsmotiveringsdimensies — afgelei van die verwagtingsteorie (Vroom, 1964), naamlik betalingsvalensie en betalingsinstrumentaliteit — en die verband te ondersoek. Derdens, om die invloed van hierdie objektiewe (vergoeding) en subjektiewe (vergoedingspersepsies) veranderlikes op werknemerprestasie te ondersoek. Die data is in Suid-Afrikaanse kleinhandelsonderneming versamel. Die volgende inligting is bekom van deelnemers: selfrapporteringsdata vanaf werknemers in bestuursposte (N = 177), werksprestasiebeoordelings deur hul onderskeie toesighouers, asook objektiewe werklike vergoedingsvlakke vir elke respondent. Die Vergoedingstevredenheidsvraelys en die selfontwikkelde Betalingsvalensie- en Instrumentaliteitvraelys is deur intranetopname geadministreer. Die data is met behulp van verskeidenheid statistiese tegnieke ontleed. Beskrywende statistiek is gebruik om die onderliggende aannames van meerveranderlike analise in die navorsingsdata te evalueer, en die sentrale neiging en verspreiding van die studieveranderlikes te beskryf. Pearsonprodukkorrelasiestatistiek is gebruik om die beduidendheid van die hipoteses rakende tweeveranderlike korrelasies te evalueer. Standaard meervoudige regressie-analise is gebruik om die gesamentlike verwantskap tussen onafhanklike veranderlikes en afhanklike veranderlikes te evalueer. Relatiewegewigte-analise (RWA) was gebruik om die relatiewe belangrikheid van onafhanklike veranderlikes, binne die onderskeie modelle, te evalueer. Gemodereerde meervoudige regressie-(MMR)-analise is gebruik om die moontlike bemiddelende uitwerking van veranderlikes te ondersoek. Normale teorie en “bootstrap”-raming van die indirekte invloede van veranderlikes is verkry om die moontlike mediëring van verbandskappe te evalueer. In hierdie navorsing is die voorafgaande faktore, sowel as die gevolge van, vergoedingstevredenheid ondersoek. Wat die oorsake van vergoedingstevredenheid betref, het die resultate aangedui dat werklike vergoedingsvlakke klein, maar wel statisties beduidende uitwerking het op vergoedingstevredenheid, terwyl betalingsvalensie en betalingsinstrumentaliteit geen beduidende uitwerking getoon het nie. Verder toon die resultate dat die verband tussen betaling en vergoedingstevredenheid word nie deur vergoedingsmotiveringspersepsies (betalingsvalensie en betalingsinstrumentaliteit) bemiddel of medieër nie. Die nagevolge van vergoedingspersepsies is onderling met werklike betaling ondersoek. Vergoedingstevredenheid het geen statistiese beduidende verband met werksprestasie getoon nie, tog het werklike betaling matige verband met werksprestasie getoon. Alhoewel betalingspersepsies die geldigheid van die voorspelling van werksprestasie vanaf werklike betaling inkrementeer, toon dit nie beduidende effek (p < .05) nie. Die huidige navorsing beklemtoon die sentrale rol wat werklike betaling steeds in die beïnvloeding van vergoedingstevredenheid en werksprestasie speel, hoewel die rede vir die verband tussen werklike betaling en prestasie steeds nie ten volle begryp word nie, aangesien vergoedingstevredenheid nie hierdie verband medieër nie. Beperkinge van die navorsing, asook die implikasies vir vergoedingspraktyk en toekomstige navorsing word bespreek.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Assessor bias remains an interesting and important topic for Assessment Centre (AC) practitioners, candidates and clients, but it has received relatively little research attention. By using social identity theory, this research project studied the effects of demographic characteristics (gender, age and race) on ratings in assessment centres. We studied main and interaction effects of assessor and assessee demographic variables on ratings in a national sample of managers (N = 220). Descriptive statistics (means, SD) and inferential statistical analysis (moderated multiple regression) were used to test for both main and interaction effects (between assessor and assessee characteristics) of demographic variables on ratings. The regression analysis revealed a highly statistically significant (p < .001.) gender main effect (for assessor) — male assessors consistently rated assessees higher that female assessors did. Neither assessor nor assessee race had a main effect on ratings (p > .05). Age showed no main or interaction effects, although evidence of possible interaction effects was seen in descriptive statistics. Demographic similarity did not seem to affect assessment centre ratings in the present study. Recommendations for future research and AC practice are made. / AFRIKAANSE OPSOMMING: Assessorsydigheid het tot dusver betreklik min navorsingsaandag ontvang, alhoewel dit steeds 'n interessante en belangrike onderwerp vir alle takseersentrumbelanghebbendes verteenwoordig. Vanuit ‘n sosiale identiteitsteorieraamwerk, het hierdie navorsingsprojek die invloed van demografiese kenmerke (geslag, ouderdom en ras) op takseersentrumbeoordelings ondersoek. Beide die hoofeffekte en interaksie-effekte van assessors en assessees se demografiese veranderlikes op beoordelings is ondersoek. Die studie het ‘n nasionale steekproef van bestuurders (N = 220) gebruik om die hipoteses te toets. Beskrywende statistiek (gemiddelde en standaardafwykings) en inferensiële analises (gemodereerde meervoudige regressie-analise) is gebruik om beide hoofen interaksie-effekte (tussen die assessor en assessee se demografiese veranderlikes) op beoordelings te toets. Die regressie-analise het hoogs statisties betekenisvolle (p < .001) geslagshoofeffekte (assessor) aan die lig gebring - manlike assessors het konsekwent hoër tellings as vroulike assessors aan assessees toegeken het. Rasgroep (van beide assessor en assessee) het geen hoofeffek op beoordelingstellings gehad nie (p > .05). Ouderdom het nie hoof- of interaksieeffekte getoon nie, alhoewel bewyse van moontlike interaksie-effekte bespeur is in beskrywende statistiek. Die resultate van die studie toon dat demografiese gelyksoortigheid tussen die assessee en assessor nie ‘n beduidende effek op takseersentrumbeoordelings het nie. Aanbevelings vir toekomstige navorsing en takseersentrumpraktyk word gemaak.