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Die verband tussen lokus van beheer, transformasionele leierskap en bestuursuksesBadenhorst, Dina Carolina 30 November 2004 (has links)
The primary aim of this research was to determine whether there is a relation between locus of control, transformational leadership and management success. One hundred and one shift overseers completed selfevaluation questionnaires on locus of control and transformational leadership. Thereafter, in turn, the managers completed evaluation questionnaires on the work performance of the shift overseers. The Pearson correlation coefficient showed statistically significant interrelations between internal locus of control, autonomy and transformational leadership. The three scales of management success also showed a strong positive correlation. Canonical correlations indicated that only one variant could be interpreted and that high internal control and high autonomy are associated with high transformational leadership and laissez faire leadership style. According to the literature overview, a positive relation exists between internal locus of control, transformational leadership and management success as well as organisational performance. An attempt is made to account for these diverse findings in terms of the relevance of a performance model within an organisational context. / Die primere doel van hierdie navorsingstudie was om te bepaalof daar 'n verband is tussen lokus van beheer, transformasionele leierskap en bestuursukses. Eenhonderd en een skoftoesighouers het selfbeoordelings-vraelyste oor lokus van beheer en transformasionele leierskap voltooi. Daarna het die bestuurders beoordelingsvraelyste oor die skoftoesighouers se werksprestasie voltooi. Die Pearson korrelasietoets het getoon dat daar statisties beduidende verbande is tussen interne lokus van beheer, outonomie en transformasionele leierskap. Die drie skate van bestuursukses het onderling sterk positief gekorrelleer. Kanoniese korrelasies het aangedui dat slegs een variaat interpreteer kan word en dat hoe interne beheer en hoe outonomie geassosieer is met hoe transformasionele leierskap en lae laissez faire-leierskapstyl. Die literatuurstudie het getoon dat daar 'n positiewe verband is tussen interne lokus van beheer, transformasionele
leierskap en bestuursukses asook organisasie-prestasie. Verklarings vir hierdie teenstellende bevindings word gegee aan die hand van die relevansie van 'n prestasiemodel binne 'n organisasiekonteks. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)
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Adapting and validating the Strengths Use and Deficit Improvement Questionnaire for educators in Gauteng / Rachele PaverPaver, Rachele January 2014 (has links)
Education is essential in providing future human capital that is much needed to build a sustainable, competitive economy. However, the importance of a quality education is often underestimated. In order to enhance working conditions of educators, it seems essential to investigate the role of the positive psychology paradigm by means of developing teachers’ areas of deficiencies and capitalising on their strengths in order for them to reach their full potential and flourish. The current study aimed to adapt and validate the recently developed Strengths Use and Deficit Improvement Questionnaire (SUDIQ) in an attempt to make it suitable for educators.
The general objective of this research study was to establish the psychometric properties of the SUDIQ by means of confirmatory factor analysis (CFA), convergent, discriminant and empirical validity. A cross-sectional field survey design and a convenience sample of educators from several educational institutions in the Gauteng Province (N = 502) was utilised to gather the data. CFA was used to test the factorial validity of the adapted SUDIQ scale. In order to prove convergent and discriminant validity, the relationships between the SUDIQ dimensions and similar theoretical constructs (job resources, strengths use, psychological capital, proactive behaviour and person-job fit) as well as constructs postulated to be unrelated to the SUDIQ dimensions (age and education) were determined. Finally, the relationship between the SUDIQ dimensions with vigour, dedication, emotional exhaustion and depersonalisation was determined by using multiple regression analysis.
The results confirmed that the SUDIQ comprised a four-factor structure. These four factors were perceived organisational support for strengths use, perceived organisational support for deficit improvement, proactive behaviour towards strengths use and proactive behaviour towards deficits improvement. These dimensions were positively related to the scales such as the strengths use scale, autonomy, supervisor and colleague support, psychological capital, proactive behaviour, and person-job fit. Anticipated perceived organisational support for deficit improvement and proactive behaviour towards strengths use and proactive behaviour towards deficit improvement were unrelated to age. The scales were also relatively weakly related to education. Furthermore, the results revealed that perceived organisational support for strengths use, proactive behaviour towards strengths use and proactive behaviour towards deficit improvement were significant predictors of both vigour and dedication. However, it was found that the only SUDIQ dimension that predicted emotional exhaustion and depersonalisation was proactive behaviour toward strengths use.
Recommendations were made to be applied in practice, as well as for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014
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Adapting and validating the Strengths Use and Deficit Improvement Questionnaire for educators in Gauteng / Rachele PaverPaver, Rachele January 2014 (has links)
Education is essential in providing future human capital that is much needed to build a sustainable, competitive economy. However, the importance of a quality education is often underestimated. In order to enhance working conditions of educators, it seems essential to investigate the role of the positive psychology paradigm by means of developing teachers’ areas of deficiencies and capitalising on their strengths in order for them to reach their full potential and flourish. The current study aimed to adapt and validate the recently developed Strengths Use and Deficit Improvement Questionnaire (SUDIQ) in an attempt to make it suitable for educators.
The general objective of this research study was to establish the psychometric properties of the SUDIQ by means of confirmatory factor analysis (CFA), convergent, discriminant and empirical validity. A cross-sectional field survey design and a convenience sample of educators from several educational institutions in the Gauteng Province (N = 502) was utilised to gather the data. CFA was used to test the factorial validity of the adapted SUDIQ scale. In order to prove convergent and discriminant validity, the relationships between the SUDIQ dimensions and similar theoretical constructs (job resources, strengths use, psychological capital, proactive behaviour and person-job fit) as well as constructs postulated to be unrelated to the SUDIQ dimensions (age and education) were determined. Finally, the relationship between the SUDIQ dimensions with vigour, dedication, emotional exhaustion and depersonalisation was determined by using multiple regression analysis.
The results confirmed that the SUDIQ comprised a four-factor structure. These four factors were perceived organisational support for strengths use, perceived organisational support for deficit improvement, proactive behaviour towards strengths use and proactive behaviour towards deficits improvement. These dimensions were positively related to the scales such as the strengths use scale, autonomy, supervisor and colleague support, psychological capital, proactive behaviour, and person-job fit. Anticipated perceived organisational support for deficit improvement and proactive behaviour towards strengths use and proactive behaviour towards deficit improvement were unrelated to age. The scales were also relatively weakly related to education. Furthermore, the results revealed that perceived organisational support for strengths use, proactive behaviour towards strengths use and proactive behaviour towards deficit improvement were significant predictors of both vigour and dedication. However, it was found that the only SUDIQ dimension that predicted emotional exhaustion and depersonalisation was proactive behaviour toward strengths use.
Recommendations were made to be applied in practice, as well as for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014
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Knowledge management as a sustainable competitive advantage in the steel industry / Pieter ConradieConradie, Pieter Jacobus January 2010 (has links)
The aim of this study is to conduct a thorough theoretical study on the relevant
aspects involved in knowledge management and organisational learning, and to
assess the maturity level of knowledge management within the South African steel
industry.
Various aspects of knowledge, knowledge management and organisational learning
with specific relation to sustainable competitive advantage are discussed in the
literature study. During the literature research several factors which either promote or
hinder the effective management of knowledge were identified and a list of lessons
learned by other successful knowledge focused companies, are discussed. The
critical success factors for a successful knowledge management program are also
discussed.
Knowledge can create a sustainable competitive advantage within an organisation, if
successfully applied to make value adding decisions and to enable learning, and if it
is applied to make decisions which are superior to that of its rivals across the supply
chain. An integrated approach needs to be followed when KM is pursued and the
knowledge must be applied to make value added decisions and facilitate learning
across all processes in the value chain. The focus must be to retain an
organisation’s tacit knowledge as this is a key success factor to ensure a
sustainable competitive advantage. The study includes research on whether knowledge management is effectively used
as a sustainable competitive advantage in the South African steel industry. The
maturity level of the application of knowledge and learning principles implemented
within the South African steel industry is assessed and compared to the maturity
level of ArcelorMittal, Monlevade, located in Brazil. A survey was designed and
distributed to determine the knowledge management and organisational learning
maturity levels at two steel facilities of ArcelorMittal in South Africa and one facility in
Brazil.
The key problem areas as identified through the empirical research are discussed
and it is concluded that South African facilities do not effectively use knowledge
management as a sustainable competitive advantage. The maturity level of
knowledge management in ArcelorMittal, South Africa is low compared to the
maturity at Monlevade and rival companies such as Tata and Posco steel.
A significant effort needs to be made in order to allow the effective creation,
acquisition, sharing and leveraging of knowledge within the South African steel
facilities. The key factors which constrain effective knowledge management is
related to ineffective Human Resource policies, organisation structure, lack of
knowledge exchange forums, collaboration and communication, coaching, and a lack
of incentives to share tacit knowledge.
It is also evident that knowledge is not seen as a sustainable competitive advantage
by many respondents and that they perceive they do not have the time or capacity to
transfer knowledge. Ten practical design principles were constructed and a
knowledge management framework was developed to guide South African steel
companies during the design and execution of a knowledge management
programme which will ensure that knowledge management will result into a
sustainable competitive advantage. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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Knowledge management as a sustainable competitive advantage in the steel industry / Pieter ConradieConradie, Pieter Jacobus January 2010 (has links)
The aim of this study is to conduct a thorough theoretical study on the relevant
aspects involved in knowledge management and organisational learning, and to
assess the maturity level of knowledge management within the South African steel
industry.
Various aspects of knowledge, knowledge management and organisational learning
with specific relation to sustainable competitive advantage are discussed in the
literature study. During the literature research several factors which either promote or
hinder the effective management of knowledge were identified and a list of lessons
learned by other successful knowledge focused companies, are discussed. The
critical success factors for a successful knowledge management program are also
discussed.
Knowledge can create a sustainable competitive advantage within an organisation, if
successfully applied to make value adding decisions and to enable learning, and if it
is applied to make decisions which are superior to that of its rivals across the supply
chain. An integrated approach needs to be followed when KM is pursued and the
knowledge must be applied to make value added decisions and facilitate learning
across all processes in the value chain. The focus must be to retain an
organisation’s tacit knowledge as this is a key success factor to ensure a
sustainable competitive advantage. The study includes research on whether knowledge management is effectively used
as a sustainable competitive advantage in the South African steel industry. The
maturity level of the application of knowledge and learning principles implemented
within the South African steel industry is assessed and compared to the maturity
level of ArcelorMittal, Monlevade, located in Brazil. A survey was designed and
distributed to determine the knowledge management and organisational learning
maturity levels at two steel facilities of ArcelorMittal in South Africa and one facility in
Brazil.
The key problem areas as identified through the empirical research are discussed
and it is concluded that South African facilities do not effectively use knowledge
management as a sustainable competitive advantage. The maturity level of
knowledge management in ArcelorMittal, South Africa is low compared to the
maturity at Monlevade and rival companies such as Tata and Posco steel.
A significant effort needs to be made in order to allow the effective creation,
acquisition, sharing and leveraging of knowledge within the South African steel
facilities. The key factors which constrain effective knowledge management is
related to ineffective Human Resource policies, organisation structure, lack of
knowledge exchange forums, collaboration and communication, coaching, and a lack
of incentives to share tacit knowledge.
It is also evident that knowledge is not seen as a sustainable competitive advantage
by many respondents and that they perceive they do not have the time or capacity to
transfer knowledge. Ten practical design principles were constructed and a
knowledge management framework was developed to guide South African steel
companies during the design and execution of a knowledge management
programme which will ensure that knowledge management will result into a
sustainable competitive advantage. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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Tax administration reform in certain African Tax Administration Forum members in Southern Africa / Gerwin VosVos, Gerwin January 2013 (has links)
During August 2008 commissioners, senior tax administrators and policy makers from 28 African countries attended the International Conference on Taxation, State Building and Capacity Development in Africa. The objective of the conference had been to investigate how African countries can improve their resource mobilization, thereby decreasing Africa’s reliance on foreign aid, improving the fiscal independence of African countries and improving the living conditions of their citizens. It was identified during the conference that African countries can improve their resource mobilization through an improvement of their existing taxation structures. An improvement in existing taxation structures could in turn be achieved through improved sharing of information between African tax authorities on their tax structures currently in place, as well as the habits of their respective taxpayers. In order to facilitate the improved sharing of information, as well as to better equip African Tax Administrations for the task at hand, the African Tax Administration Forum (ATAF) was formed.
The aim of this research is to determine whether any progress has been made regarding tax administration reform by African countries following the Conference on Taxation, State Building and Capacity Development in Africa, during the period 2008 to 2012. This has been determined by evaluating the structures of the ATAF and the activities implemented by the ATAF during the period 2008 to 2012 to meet its initial strategic objectives. Secondly, African countries that were previously members of SADC, and have since become members of the ATAF as well, were evaluated in order to determine whether the countries in question have implemented tax administration and governance reforms during the period 2008 to 2012, which have led to an improvement in the tax administration and governance structures of the countries in question. Furthermore, an evaluation was performed as to whether the improvements have led to an improvement in the fiscal independence and humanitarian conditions of the countries in question, during the period 2008 to 2012.
The conclusion arrived at reveals that the ATAF has implemented several activities during the period 2008 to 2012, to meet its initial strategic objectives. Furthermore, all the analysed African countries have improved their tax administration structures during the period 2008 to 2012. Unfortunately, not all the countries analysed have been able to improve their governance structures during the period 2008 to 2012 as well. However, where a country has been able to improve both its tax administration and governance structures during the period 2008 to 2012, its fiscal independence and humanitarian conditions have also improved during the period 2008 to 2012. / MCom (South African and International Taxation), North-West University, Potchefstroom Campus, 2014
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Tax administration reform in certain African Tax Administration Forum members in Southern Africa / Gerwin VosVos, Gerwin January 2013 (has links)
During August 2008 commissioners, senior tax administrators and policy makers from 28 African countries attended the International Conference on Taxation, State Building and Capacity Development in Africa. The objective of the conference had been to investigate how African countries can improve their resource mobilization, thereby decreasing Africa’s reliance on foreign aid, improving the fiscal independence of African countries and improving the living conditions of their citizens. It was identified during the conference that African countries can improve their resource mobilization through an improvement of their existing taxation structures. An improvement in existing taxation structures could in turn be achieved through improved sharing of information between African tax authorities on their tax structures currently in place, as well as the habits of their respective taxpayers. In order to facilitate the improved sharing of information, as well as to better equip African Tax Administrations for the task at hand, the African Tax Administration Forum (ATAF) was formed.
The aim of this research is to determine whether any progress has been made regarding tax administration reform by African countries following the Conference on Taxation, State Building and Capacity Development in Africa, during the period 2008 to 2012. This has been determined by evaluating the structures of the ATAF and the activities implemented by the ATAF during the period 2008 to 2012 to meet its initial strategic objectives. Secondly, African countries that were previously members of SADC, and have since become members of the ATAF as well, were evaluated in order to determine whether the countries in question have implemented tax administration and governance reforms during the period 2008 to 2012, which have led to an improvement in the tax administration and governance structures of the countries in question. Furthermore, an evaluation was performed as to whether the improvements have led to an improvement in the fiscal independence and humanitarian conditions of the countries in question, during the period 2008 to 2012.
The conclusion arrived at reveals that the ATAF has implemented several activities during the period 2008 to 2012, to meet its initial strategic objectives. Furthermore, all the analysed African countries have improved their tax administration structures during the period 2008 to 2012. Unfortunately, not all the countries analysed have been able to improve their governance structures during the period 2008 to 2012 as well. However, where a country has been able to improve both its tax administration and governance structures during the period 2008 to 2012, its fiscal independence and humanitarian conditions have also improved during the period 2008 to 2012. / MCom (South African and International Taxation), North-West University, Potchefstroom Campus, 2014
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Invloed van organisasieklimaat op werkmotivering / The influence of organisational climate on work motivationGerber, Frans Jacobus 30 November 2003 (has links)
Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering
te bepaaL
Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en
werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat
gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser
aangepas is vir die steekproef en deur faktorontleding valideer is.
Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese
posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en
korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van
organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die
navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die
Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil.
Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik
taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens
Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is
hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate
and work motivation.
Organisational climate was measured by the Organisational Diagnostic Questionnaire
(ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire
(EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of
factor analysis for the population.
The interaction of the biographical and organisational variables on the main variables was
studied by means of ANOVA as well as correlations. The correlation between total
organisational climate and total work motivation (calculated according to the Lawler
formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis.
By following the stepwise regression analytical procedures, the two dimensions of
organisational climate (task characteristics and manager/leadership) used to forecast work
motivation (as calculated by the Lawler formula), explained 30% of the variance of work
motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)
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Gestruktureerde onderhoud as voorspeller van opleidingsukses vir bestuursdienstepraktisyns / The structured interview as predictor of training success for management services practitionersCrous, Charl Jacobus 11 1900 (has links)
Die doel van hierdie ondersoek is om die gestruktureerde onderhoud, in die vorm van die
Targeted Selection Interview tegniek, as geldige keuringsinstrument ter voorspelling van
opleidingsukses van bestuursdienstepraktisyns in die Suid-Afrikaanse Polisiediens te
ondersoek. Daar is gebruik gemaak van 'n opnamemetode en die opleidingsprestasie van
kandidaatbestuursdienstepraktisyns is vergelyk met die resultate wat kandiddate behaal het
in hulle evaluering tydens die gestruktureerde onderhoud. Korrelasies is bereken tussen die
tellings behaal vir elke dimensie wat die onderhoud evalueer en die tellings onderskeidelik
behaal vir elke opleidingsmodule voltooi tydens die 1 0-weke-bestuurs-dienstesertifikaatkursus
wat aangebied word deur die Technikon Pretoria. Die resultate behaal in die
ondersoek dui op lae, nie-beduidende korrelasies tussen die gestruktureerde onderhoud as
keuringsinstrument en die kandidaatbestuursdienstepraktisyns se prestasie tydens opleiding.
Die resultate dui dus daarop dat die Targeted Selection Interview wat die Suid-Afrikaanse
Polisiediens toepas, nie opleidingsprestasie voldoende voorspel nie. / The aim of this study is to investigate the validity of the structured interview, in the form
of the Targeted Selection Interview technique to predict training success of management
services practitioners in the South African Police Service. A survey method has been used
to obtain the data regarding the training success of candidates and the evaluation results of
the structured interview. The correlation was calculated between scores obtained for every
dimension measured by the interview and the scores for every training module compl~ted
on the 1 0-week management services certificate course, presented by the Technikon
Pretoria. The results obtained indicates low, insignificant correlations between the
structured interview as selection instrument and the training results of candidate
Management Services practitioners. The results thus indicate that the Targeted Selection
Interview as applied by the South African Police Service, does not sufficiently predict
training success. / Industrial and Organisational Psychology / M.A. (Bedryfsielkunde)
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Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser.Visser, Anntha January 2012 (has links)
Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively.
The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables.
A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention.
Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention.
Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
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