Text in English with summaries and keywords in English, Afrikaans and Zulu / Bibliography: leaves 294-314 / How does an organisation turn good results into great results? What makes one organisation
good and another great? What defines high performance organisations? Which aspects within
an organisation play vital roles into taking an organisation from good to great? Are some
aspects more important than others, if so, which ones? These questions have been explored
and researched over the years and various researchers have proposed different theories and
models that impact high performance as well as definitions around high performance with
mixed results.
The general aim of this research was to develop and validate a High Performance Model for
an IT organisation. The concept of high performance was explored in terms of how to define
high performance, which high performance models and frameworks have been developed
within the literature and what sustains high performance. These existing High Performance
Organisation (HPO) models and frameworks were evaluated against an identified set of
criteria to arrive at a definitive theoretical model of high performance. The theoretical HPO
model was developed based on the evaluation of the literature reviews together with the
existing HPO model of the participating IT organisation.
The main purpose of the empirical research was to gather data by means of three
questionnaires, over six years, which were used to statistically determine the organisational
and behavioural constructs that influence High Performance in an IT organisation in South
Africa. Furthermore, the researcher developed an empirical model to verify the theoretical
model. A quantitative empirical research paradigm using the survey method was followed
and explanatory and descriptive research was used in this study. An HPO questionnaire was
developed and administered to employees. Over the six years and three questionnaire
administrations, 3,451 employees participated.
A new best fitting HPO model was postulated based on new constructs postulated in the
factor analysis. The model indicated that Leadership, Knowledge Management – team,
Strategic Focus as well as Job Satisfaction especially contributed to high performance within
the participating organisation, as well as that strong relationships exist between the HPO
factors.
This research should contribute towards longitudinal studies on high performance as well as a
comprehensive understanding of the factors that influence high performance, within South
Africa but also globally. The new HPO model should assist organisations and practitioners in
measuring high performance in any organisation after validation. With increased competition
and globalisation organisations struggle to survive, this study can provide a roadmap for
organisations to obtain and sustain high performance. / Hoe kan ‘n organisasie goeie resultate in uitnemende resultate verander? Wat maak een
organisasie goed en ‘n ander een uitnemend? Hoe word hoë prestasie organisasies
gedefinieer? Watter aspekte binne ‘n organisasie speel die belangrikste rol om die organisasie
van goed na uitnemend te neem? Is sommige aspekte belangriker as ander, indien wel,
watter? Hierdie vrae is al deur die jare heen ondersoek en nagevors. Verskeie navorsers het
verskillende definisies, teorieë en modelle wat hoe prestasie beïnvloed word ontwikkel, met
gemengde resultate.
Die algemene doel van hierdie navorsing was om ‘n Hoë Prestasie (HP) Model vir ‘n IT
organisasie te ontwikkel en te bekragtig. Die konsep van hoë prestasie word ondersoek, meer
spesifiek, die definisie van hoë prestasie, watter hoë prestasie modelle en raamwerke al
ontwikkel is in die literatuur en wat hou hoë prestasie in stand. Die bestaande HP modelle en
raamwerke word ge-evalueer teen kriteria wat vooraf geïdentifiseer is om sodoende ‘n
beslissende teoretiese model vir hoë prestasie te onwikkel. Die teoretiese HP model was
ontwikkel op grond van literatuur evaluasies, tesame met die bestaande HP model van die
deelnemende IT organisasie.
Die hoofdoel van die empiriese navorsing was om data te versamel deur middel van drie
vraelyste, oor ‘n tydperk van ses jaar, wat gebruik is om te bepaal watter organisasie- en
gedragsveranderlikes beïnvloed hoë prestasie in die deelnemende Suid-Afrikaanse IT
organisasie. Die navorser het ook ‘n empiriese model ontwikkel om die teoretiese model te
verifieer. ‘n Kwantitatiewe empiriese navorsingsparadigma, insluitend die vraelysmetode,
was gevolg in hierdie navorsingstudie, sowel as verklarende en bevestigende navorsing. ‘n
HP vraelys was ontwikkel en geadministreer. Gedurende die ses jaar en drie vraelys
administrasies, het 3,451 werknemers deelgeneem.
‘n Nuwe en beter-passende HP model word gepostuleer, gebaseer op nuwe konstrukte
gepostuleer in die faktoranalise. Die model wys dat Leierskap, Kennisbestuur—span, Strategiese Fokus, asook Werksbevrediging—veral bydra tot hoë prestasie in die
deelnemende organisasie en dat sterk verhoudings bestaan tussen dié HP faktore.
Die navorsing behoort by te dra tot longutidinale studies van hoë prestasie, asook ‘n
omvattende begrip van die faktore wat hoë prestasie beïnvloed, op globale vlak, maar ook
binne die Suid-Afrikaanse konteks. Die nuwe HP model behoort organisasies en praktisyns te
help om hoë prestasie te meet in enige IT organisasie, nadat bekragtiging gedoen is. Met
toenemende kompetisie en globalisering, sukkel organisasies om kop bo water te hou, dus
kan hierdie studie ‘n padkaart bied na die verkryging en handhawing van hoë prestasie. / Ngabe inhlangano ikwenza kanjani ukwenza ukusuka kwimiphumela emihle ibe
nemiphumela yezinga eliphezulu kakhulu? Ngabe yini okwenza ukuthi inhlangano ethile ibe
yinhle kanti enye ibe sezingeni eliphezulu kakhulu? Ngabe yini okuchaza inhlangano
esebenza ngezinga eliphezulu kakhulu? Ngabe yiziphi izinto kwinhlangano ezidlala indima
ebalulekile ekwenzeni ukuthi inhlangano isuke ezingeni elihle iye kweliphezulu kakhulu?
Ngabe kukhona izinto ezibalulekile ukudlula ezinye, uma zikhona, ngabe yiziphi? Le mibuzo
iye yacutshungulwa nokucwaningwa eminyakeni eminingi kanti abacwaningi abehlukene
baphakamise amathiyori ehlukene kanye namamodeli athinta umphumela wezinga eliphezulu
kanye nezincazelo ngokusebenza kwezinga eliphezulu, ngemiphumela ehlukene.
Inhloso enabile yalolu cwaningo bekuwukwenza kanye nokuqinisekisa imodeli ye-high
performance model (HPO) ngokwenhlangano ye-Information Technology (IT). Kuye
kwahlolisiswa umbono wokusebenza ngezinga eliphezulu ngokulandela indlela yokuchaza
ukusebenza ngezinga eliphezulu, nokuthi ngabe yiwaphi amamodeli okusebenza ngezinga
eliphezulu nezinhlaka ezenziwe ngaphansi kwemibhalo, kanye nokuthi yini ukuqikelela
ukuqhubeka kokusebenza ngezinga eliphezulu. Amamodeli akhona e-HPO kanye nezinhlaka
zahlolwa ngaphansi kwama-criteria aboniwe akhona ukuze kufinyelelwe kwithiyori echazayo
ngemodeli yokusebenza ngezinga eliphezulu. Ithiyori yemodeli ye-HPO yenziwe
ngokulandela uhlolo lwemibhalo ebuyekeziwe kanye nokulandela imodeli ye-HPO ekhona
kwinhlangano ye-IT ebingenele ucwaningo.
Inhloso enkulu yocwaningo olunobufakazi bekuwukuqoqa idata ngokwenza uhla lwemibuzo
emithathu, esikhathini seminyaka eyisithupha, kanti yasetshenziswa ukunquma ngezinto
ezihlukene eziphathelene nenhlangano kanye nokuziphatha kwayo okunomthelela
ekusebenzeni ngezinga eliphezulu kwinhlangano ye-IT eNingizimu Afrika. Kanti futhi,
umcwaningi wenze imodeli yobufakazi ukuqinisekisa imodeli yethiyori. Kulandelwe
ipharadayimi yocwaningo lwamanani ngokusebenzisa inqubo ye-survey kanye nocwaningo
lwencazelo nengcaciso okusetshenziswe kulolu cwaningo. Kwenziwe uhla lwemibuzo yeHPO yasetshenziswa kubasebenzi. Eminyakeni eyisithupha kusetshenziwswe uhla oluthathu
lwemibuzo, kubasebenzi ababambe iqhaza abangu 3, 451.
Imodeli engcono kakhulu ye-HPO iye yasetshenziswa ngokulandela uhlelo olusha olwenziwe
kwinqubo yohlaziyo. Imodeli ibonise ukuthi Ubuholi, kanye Nokuphathwa koLwazi –
ithimba, Ukugxilisa kwinhloso ethile kanye Nokuneliseka Ngomsebenzi ikakhulukazi yikho
okunomthelela ekusebenzeni ngezinga eliphezulu enhlanganweni ebamba iqhaza.
Imiphumela ibonise nobudlelwane obukhulu obuqinile obukhona phakathi kwezinto
eziphathelene ne-HPO, ikakhulukazi phakathi Kwenhlangano Yokuphathwa Kolwazi,
okuhambelane kakhulu ngokuqinile nezinto ezinhlano kweziyisishagalolunye eziphathelene
ne-HPO.
Ucwaningo lungathela esivivaneni ekuqondisiseni okujulile kwizinto ezinomthelela
ekusebenzeni ngezinga eliphezulu, kuwo wonke umhlaba kanye neNingizimu Afrika
ngokwayo. Imodeli entsha ye-HPO ingasiza inhlangano kanye nabasebenzi ekukaleni
ukusebenza ngezinga eliphezulu kunoma yiyiphi inhlangano ye-IT, ngemuva
kokuqinisekiswa. Ngokukhula kokuqhudelana kanye ne-globalisation, izinhlangano zikuthola
kunzima ukuqhubekela phambili, lolu cwaningo lungahlinzeka ngomhlahlandlela
kwizinhlangano ukuthola indlela yokusebenza ngezinga eliphezulu nokugcina lezo zindlela
zokusebenza ngezinga eliphezulu. / Industrial and Organisational Psychology / D. Phil. (Industrial and Organisational Psychology)
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:unisa/oai:uir.unisa.ac.za:10500/27009 |
| Date | 05 1900 |
| Creators | Van Zyl, Anize |
| Contributors | Martins, Nico |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | 1 online resource (xx, 466 leaves; illustrations, charts), application/pdf |
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