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Cross-cultural psychology in the Rainbow Nation of Africa:Nurturing diversity for sustainable development. Report of the XXI International Congress of the International Association for Cross-Cultural Psychology
No full textCross-cultural psychology in the Rainbow Nation of Africa:Nurturing diversity for sustainable development. Report of the XXI International Congress of the International Association for Cross-Cultural Psychology
Get PDFExploring challenges faced by women in leadership positions in private Chemical organisations in the Gauteng province
Get PDFMaster of Business
Administration , North-West University, Vanderbijlpark Campus, 2024.The study explores the challenges experienced by women in leadership positions in a chemical organisation in the Gauteng province of South Africa. To achieve this, a qualitative study was employed with the aid of an open-ended questionnaire. A purposive sample of eight (8) participants was used since the data collection reached saturation with those participants. The data were analysed using thematic analysis. The key themes that came out of the study include gender discrimination, gender stereotyping, lack of management support, lack of mentorship, lack of peer support, and the queen bee syndrome. These are some of the challenges experienced by female employees in a chemical organisation in the Gauteng province of South Africa. The study recommends that the organisation should consider women in management positions and effectively implement employment equity policies in the workplace.Master
Situational variables and related work attitudes and outcomes in a manufacturing concern in the Gauteng Province
Get PDFThesis (MBA)--North-West University, Potchefstroom Campus, 2013.The study was done to investigate the state of situational variables and how these variables affect work attitudes and subsequently intentions to quit in a manufacturing company in Gauteng Province. The study was carried out under normal business operating conditions without reinforcing any of the research variables within the period of the study. A stratified random sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a five-point Likert scale with situational variables such as learning and development, recognition, respect, appreciation, benefits and perks, salary, promotion, organisational support, perceived opportunity for rewards, fair leadership, organisational culture, working conditions, communication, trust and relationships and job security and work related attitudes such as organisational commitment, organisational citizenship, job satisfaction, job involvement, employee engagement and intentions to quit the organisation, was designed to capture the state of affairs within the organisation based on the employees’ percep tions of their experiences of these variables. Data was analysed using statistical analysis tools namely correlation and regression analysis. 200 questionnaires were issued and 111 were returned of which 103 were useable. The research data showed a moderate state of unhappiness with eight of the ten situational variables scoring below the midpoint signalling a need for the organisation to reinforce these variables. Work related attitudes were moderate and almost all scoring around the midpoint but intention to quit yielded a lower score. Correlations analysis showed statistically significant and strong positive relationships between situational work variables. Correlations also showed statistically significant medium to strong positive relationships between situational variables with work related attitudes. There was a statistically significant medium to strong negative relationship between intentions to quit and work related attitudes showing that as work attitudes improve intentions to quit decrease. The regression analyses showed that key situational work-related variables did predict work related attitudes and outcomes with perceived organisational support proving to be the most important predictor for all work related attitudes and outcomes; fair leadership were only a significant predictor for organisational citizenship behaviour and work engagement, while job security were only a significant predictor of job satisfaction, work engagement and intentions to quit. Organisational climate was also a significant predictor of organisational commitment, organisational citizenship and work engagement. Recommendations are provided for the organisation and for future research.Master
Continuous improvement and employee attitudes in a manufacturing concern
Get PDFThesis (MBA)--North-West University, Potchefstroom Campus, 2013.Continuous improvement as a business philosophy and quality management strategy has become the choice of many organisations world-wide. It is a concept filled with the promise for excellence in quality, customer service distinction and business efficiencies. Continuous improvement philosophies like Lean Manufacturing, promote tools, techniques and a culture of quality values that have the potential to create a dynamic business environment, capable of seizing opportunity, predicting failures and surpassing competition. Why then, are these organisations that are so vehemently pursuing continuous improvement initiatives with concerted efforts not reaping the rewards that have been successfully achieved by a monumental few great organisations? According to the literature study, failure to implement continuous improvement (CI) programs successfully stems from a lack of focus on the soft side of continuous improvement efforts. The soft issues that are considered vital to successful implementation include an employee’s quality cultural values and an organisations soft key success factors for CI implementation. This study focused on how these soft variables have an impact on employee attitudes such as job satisfaction, employee commitment, intentions to quit and work success. The theoretical research conducted in this study focused on continuous improvement cultural values and the key soft success factors for CI implementation impact on work related attitudes like job satisfaction, employee commitment, intentions to quit and work success. The empirical study was conducted on 149 employees in a multi-national manufacturing company. A questionnaire was distributed throughout the entire company to verify how the theoretical and empirical data compared.
The study concluded that the specific cultural value of shared vision and goals was a significant predictor of all four work related attitudes, whilst other cultural values of purpose and continuous improvement also proved to be significant predictors. The study concluded that key soft success factors like leadership, training and development and job security were significant predictors of employee commitment, whilst communication and job security were significant predictors of job satisfaction. Thus, work related attitudes like employee commitment is greater when employees identify and exhibit favourable quality cultural values and also when employees perceive that their organisation possess essential key soft factors for successful CI implementation. Incorporating these findings into recommendations will allow for organisations implementing CI programs, to develop the soft issues of CI that have a beneficial impact on work related attitudes that lead to successful and sustainable continuous improvement efforts.Master
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Get PDF“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Get PDFWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Job satisfaction and organisation commitment within the South African context : the role of situational and dispositional antecedents / LTB JACKSON
Get PDFIt has long been recognised that employees’ job attitudes (e.g. job satisfaction, organisation commitment), defined as “evaluations of one’s job that express one’s feelings toward, beliefs about, and attachment to one’s job” (Judge & Kammeyer-Mueller, 2012:343), can have important implications at work (e.g. performance, withdrawal). Their practical and empirical relevance has maintained the prolific nature of job attitudes research for nearly a century. This trend has also taken off within the South African context. This paper provides a summary of a selection of my papers that have dealt with employee attitudes such as job satisfaction and organisation commitment. The paper starts by defining and conceptualising job satisfaction and organisation commitment. It then turns to discussing the importance of job satisfaction and organisation commitment. Next, it focuses on dispositional and situational antecedents of job satisfaction and organisation commitment. Lastly, it highlights the importance of the mentioned scientific contributions
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