Thesis (MA)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: The primary purpose of this study was to determine whether there was a significant difference
between the achievement motivation levels of male and female subjects, and those of white
and black subjects. Gender and race are, according to research, two key factors in
determining the achievement motivation level of people. These two factors will also, as the
result of legislation, play an increasingly significant role in the future in determining the
career progress of employees in South African organisations.
The secondary aim of the present study was firstly to determine what effect gender, race, age
and education had on the achievement motivation level of subjects. Secondly, the present
study focussed on the relationship between achievement motivation, work performance and
salary progression.
A stratified sample of 240 subjects was selected from the clerical staff employed by an
Insurance company. The sample reflected the composition of the company in respect of
gender and race. The Indian, coloured and black subjects were grouped together under the
classification of "black subjects".
The 89 subjects utilised in the research around the relationship between achievement
motivation, work performance and salary progression, were a part of the total sample of 240
subjects. The 89 subjects were not selected in a specific manner. They were, however,
employees for whom salary information and supervisor assessment of work performance were
available.
The Work Preference Questionnaire was used to assess the achievement motivation of
subjects. Work performance of subjects was assessed by supervisors on a four point scale.
Salary progression was calculated by expressing subjects' 1994 salary as a percentage of their 1992 salary. Information in respect of educational level and age was provided by subjects
themselves.
Correlation coefficients between the variables were calculated to determine the existence and
direction of any relationships between the variables. Multiple regression analysis was then
used. The significance of the difference between the averages of white and black subjects in
respect of achievement motivation scores was calculated.
The most important findings can be summarised as follows:
A significant difference was found between the achievement motivation scores of white (X =
10,95) and black subjects (X = 9,6), t(238) = 3,5736, p<O,OOl.
The difference between the achievement motivation scores of men and women was not
significant.
Multiple regression analysis indicated that the effect of race on achievement motivation was
significant after the effect of age, education level and gender was eliminated, F(I,235) = 4,425,
P < 0,05. Multiple regression analyses in respect of the effect of gender, age and educational
qualifications on achievement motivation, indicated that the effect of each of these variables
on achievement motivation was not significant after the effect of the other variables was
eliminated.
A significant relationship was found to exist between achievement motivation and salary
progression, r(89) = 0,21, P < 0,05.
Decisionmakers and policymakers involved with affirmative action in the company where the
research was undertaken, should take note of a finding of the study which suggests that the beneficiaries of affirmative action (blacks, coloureds and Indians) do not have the same level
of achievement motivation as the people they have to replace. If one accepts that
achievement motivation contributes significantly to the economical growth of society and that
economic prosperity could play an important role in determining the success of affirmative
action, it is obvious and essential that the development of the achievement motivation of
these people should receive attention.
Another finding which decisionmakers in business enterprise should take note of, is that
women in the present study do not have a lower level of achievement motivation than men.
The reasons for the slow progress of women in the business world, when compared to men,
should probably rather be ascribed to factors outside the control of women. These factors will
include company policy, company politics and management practices resulting from
perspectives based on stereotypes of women.
The results of the research suggested that management rewards employees financially in
accordance with their levels of achievement motivation. This practice could be seen as a
calculated attempt on the side of management to maintain the services of employees who
contribute constructively to company results. At the same time, this practice serves as an
incentive to employees who do not contribute to the same extent to company results, to try to
do so. / AFRIKAANSE OPSOMMING: Die hoofdoelstelling met hierdie ondersoek was om te bepaal of daar 'n beduidende verskil
tussen die prestasiemotiveringsvlakke van manlike en vroulike subjekte, en tussen dié van
blanke en swart subjekte was. Geslag en ras wat volgens navorsing twee sleutelfaktore is in
die bepaling van die prestasiemotiveringvlak van persone gaan, as gevolg van wetgewing, in
die toekoms 'n toenemende belangrike rol in die beroepsvordering van persone in Suid-
Afrikaanse organisasies speel.
Die newedoelstellings met die ondersoek was eerstens om te bepaal wat die effek van geslag,
ras, ouderdom en opvoedkundige vlak op die prestasiemotiveringsvlak van subjekte was.
Tweedens het die ondersoek ook gefokus op die onderlinge verband tussen
prestasiemotivering, werksprestasie en salarisprogressie .
'n Gestratifiseerde steekproef van 240 subjekte is uit die klerklike personeel van 'n
lewensversekeringsmaatskappy geselekteer. Die steekproef is so saamgestel dat dit die
komposisie van die maatskappy in terme van geslag en ras weerspieël het. Die Indiër, bruin
en swart subjekte is saamgegroepeer onder die klassifikasie van "swart subjekte".
Die 89 subjekte wat betrek is by die navorsing rondom die onderlinge verband tussen
prestasiemotivering, werksprestasie en salarisprogressie, was 'n deel van die totale steekproef
van 240 subjekte. Die 89 subjekte is nie op 'n spesifieke wyse uit die steekproef geselekteer
me. Hulle was egter werknemers vir wie inligting ten opsigte van salarisprogressie en
toesighouerbeoordeling beskikbaar was.
Die Werkvoorkeurvraelys is gebruik om 'n meting van die prestasiemotiveringsvlak van elke
subjek te verkry. Werksprestasie van subjekte is deur toesighouers op 'n vierpuntskaal
beoordeel. Subjekte se 1994-salaris is uitgedruk as 'n persentasie van hul 1992-salaris om 'n aanduiding van salarisprogressie te verskaf. Inligting ten opsigte van opvoedkundige vlak en
ouderdom is deur subjekte self verstrek.
Korrelasiekoëffisiënte tussen die onderskeie veranderlikes is eers bereken sodat enige
moontlike verwantskappe tussen die veranderlikes en die rigting daarvan bepaal kon word.
Meervoudige regressieanalise is daarna uitgevoer. Beduidendheid van verskille tussen die
rekenkundige gemiddeldes van swart en blanke subjekte ten opsigte van
prestasiemotiveringstellings is bepaal.
Die belangrikste bevindinge kan soos volg opgesom word:
Daar is 'n beduidende verskil gevind tussen die prestasiemotiveringstellings van blanke (X =
10,95) en swart subjekte (X = 9,6), t (238) = 3,5736, P < 0,001.
Die verskil tussen die prestasiemotiveringstelling van mans en vroue was nie beduidend nie.
Meervoudige regressieontleding het getoon dat die effek van ras op prestasiemotivering
beduidend was, nadat die effek van ouderdom, opvoedkundige vlak en geslag verwyder is,
F(I,235) = 4,425, P < 0,05. Meervoudige regressieontledings ten opsigte van die effek van
geslag, ouderdom en opvoedkundige kwalifikasies op prestasiemotivering, het daarop gedui
dat die effek van elk van hierdie veranderlikes op prestasiemotivering nadat die effek van die
ander veranderlikes verwyder is, nie beduidend was nie.
Daar is 'n beduidende verband gevind tussen prestasiemotivering en salarisprogressie, r(89) =
0,21, P < 0,05.
'n Belangrike bevinding van die ondersoek waarvan besluitnemers en beleidmakers wat
betrokke is by regstellende aksie binne die organisasie waar die navorsing onderneem is,
behoort kennis te neem, is dat die persone (swartmense, bruinmense en Indiërs) wat die begunstigdes van hierdie aksies is, nie oor dieselfde vlak van prestasiemotivering beskik as
die persone (blankes) wat hulle moet vervang nie. Indien aanvaar word dat
prestasiemotivering 'n beduidende bydrae lewer tot die ekonomiese welvaart van
gemeenskappe, en dat ekonomiese welvaart 'n belangrike rol kan speel in die bepaling van die
sukses van regstellende aksie, is dit vanselfsprekend en noodsaaklik dat die ontwikkeling van
prestasiemotivering by hierdie persone aandag moet geniet.
Nog'n bevinding waarvan besluitnemers in sakeondernemings spesifiek moet kennis neem, is
dat vroue in hierdie ondersoek nie oor 'n laer prestasiemotiveringsvlak as mans beskik nie.
Dieredes vir die stadige vordering van vroue in vergelyking met mans in die sakewêreld, moet
waarskynlik eerder toegeskryf word aan faktore buite beheer van vroue, soos byvoorbeeld
maatskappybeleid, maatskappypolitiek en bestuurspraktyke gebaseer op stereotipe
aannames oor vroue.
Die resultate van die ondersoek het ook getoon dat werknemers finansieel beloon word na
gelang van hul vlak van prestasiemotivering. Hierdie benadering is waarskynlik 'n berekende
poging deur bestuur om deur middel van die verlening van erkenning, werknemers wat 'n
positiewe bydrae tot maatskappy resultate lewer, te behou. Terselfdertyd dien dié praktyk
ook as 'n aansporing vir werknemers wat nie dieselfde mate van positiewe bydrae tot die
maatskappy lewer nie, om dit wel te probeer doen.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/51856 |
| Date | 03 1900 |
| Creators | Braxton, William Thomas Frederick |
| Contributors | Meyer, J. C., Stellenbosch University. Faculty of Arts and Social Sciences. Dept. of Psychology. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | af_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 149 p. |
| Rights | Stellenbosch University |
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