1,721,005 research outputs found
Determining the best factorial fit for the South African Personality Inventory : comparison of block- and random-item formations
Get PDFDissertation (MCom)--University of Pretoria, 2014.A limited number of culturally appropriate personality assessments are currently available in South Africa due to the mass importation of psychometric assessments in the past. The South African Personality Inventory (SAPI) project was initiated as a result of the growing demand for culturally appropriate assessment instruments as well as the change in South African legislation regarding psychometric testing (Section 8 of the Employment Equity Act, No. 47 of 2013). The SAPI project aims to identify universal and culture-specific personality traits for all 11 language groups in South Africa. The project’s central research objectives are to develop a personality instrument that complies with South African legislation, meets all the regular criteria for adequate assessment as formulated in psychology, and is relevant for South-African institutions. The SAPI project consists of multiple studies that are aimed at enabling the use of the SAPI within the open market in order to allow practitioners to validly assess personality within the South African context. This study forms part of the quantitative body of work within the SAPI project and builds on the literature of the SAPI, resulting in a more acceptable instrument.
The primary objective of this study was to determine whether block– or random-item sequencing provides the best factorial replication within the framework of the SAPI. This was investigated by comparing the results obtained by administering both block- and random versions of the SAPI to a total sample of N=429 respondents at multiple private nursing education institutions. Both the block– and random-SAPI versions consisted of 262 closed-ended questions that were administered using a pen-and-paper methodology.
The data preparation indicated that four block- and 19 random-items were problematic and could not be included in the analysis. After removing the problematic items, a strategy was used to formulate a conclusion pertaining to the superior item sequence. This strategy included performing an exploratory factor analysis on each of the nine factors for both the random- and block-response sets. The factor loadings were analyzed, interpreted and presented separately. The researcher looked at the most plausible sub-cluster structure for each of the nine factors, followed by assessing the structural similarity between the two response sets by comparing them to the conceptual qualitative personality structure to identify which response set was more closely related. The reliability of all the factors and sub-clusters for both response sets were also analysed and reported. The final conclusion was derived from an overall comparison made between the block- and random response sets.
By utilizing the strategy it was determined that the block response set provided for a better structurally and factorially valid framework when applied to the conceptual personality structure of the SAPI. However, upon closer inspection, the differences between the block- and random response sets seem to be trivial. The findings therefore indicate that the random response set can also be used as only minor differences were noticed when compared to the block response set.tm2015Human Resource ManagementMComUnrestricte
Assessing the factor structure of the South African Personality Inventory by employing a dichotomous and a polytomous response scale
Get PDFMini Dissertation (MCom (Industrial Psychology))--University of Pretoria, 2013.In a multicultural society such as South Africa, there is a need for valid and reliable instruments measuring personality. Most personality instruments currently used in South Africa are imported from abroad and therefore have limited utility in the South African context as they have been developed for a specific group. The introduction of technology has resulted in personality measuring instruments increasingly being administered by means of computer-based assessments. The dramatic increase in computer-based assessments has sparked debate regarding the use of various response scale categories in personality assessment.
The present study, which forms part of the broader South African Personality Inventory (SAPI) project, focused on the preliminary qualitative personality structure produced by the SAPI project, which is categorised into nine clusters. The current study aimed to determine whether a dichotomous or a polytomous response scale administered by means of computer-based assessments would be more suitable for measuring the preliminary personality structure of the SAPI. The participants were first- and second-year undergraduate students enrolled at a tertiary institution (N = 490). The inventory consisted of 262 closed-ended personality statements and was administered in both the dichotomous (“agree” and “disagree”) and polytomous (“strongly agree”, “agree”, “somewhat agree/disagree”, “strongly disagree” and “disagree”) response scale form.
The results, which were based on an exploratory factor analysis, revealed that 37.2% of the items in the dichotomous response scale were problematic, whereas only 3.6% of the items in the polytomous response scale were problematic. By comparing the factor structures of the dichotomous and polytomous response scales, the polytomous response scale was determined to be more suitable for measuring the preliminary personality structure of the SAPI.
The conclusion was based on two specific criteria. Firstly, the factor structure across the polytomous response scale loaded similarly to the qualitative personality structure that was conceptualised in the first phase of the SAPI project. Secondly, Cronbach alpha coefficients, ranging from 0.60 to 0.87 across the nine factors, with the exception of the Integrity and Openness clusters with values of 0.45 and 0.53 respectively, for the polytomous response scale were higher than those yielded by the dichotomous response scale.Human Resource ManagementMCom (Industrial Psychology)unrestricte
Exploring the discourse construction of the Basic Human Values Theory across South African Racial Groups
Get PDFDissertation (MCom)--University of Pretoria, 2017.Shalom Schwartz invented the theory of Basic Human Values in 1987 – based on a study in which the quantitative data he collected, had been organised within an obscure manner. His theory has been validated and positioned as the universal way all individuals organise their values on a personal and cultural level, and has been researched in over 70 countries. South African researchers have however found significant challenges in replicating Schwartz's model within this multi-cultural society, and have ascribed the difficulties to ‘unintended item biases' within Schwartz's measurement instruments. This has been observed when utilising two different measurement instruments, as well as when further assessing ‘finer' sub-value types. A viable quantitative trend in utilising non-verbal assessment techniques has emerged, but has not been adapted for adults yet. In addition, Schwartz's theory has largely only been explored from a quantitative perspective, since its inception in 1987. Only four qualitative studies could be traced within Values-research which all highlighted a different way values were constructed and ordered, through utilising psycho-lexical research methodology. This type of research methodology does not necessarily highlight the effect of socio-economic and educational disparities within its participant's constructions, which Schwartz' highlighted a possible effect within South African research efforts. This study utilised a Social Constructionist approach known as Foucauldian Discourse Analysis to assist in deconstructing the ecology of values-talk from South African participants' linguistic expressions. Four focus group discussions were conducted across four different racial groups (White; Black; Indian and Coloured), as a means for unlocking the different discourses which govern the different ways in which South Africans ‘talk' about personal values. The analysis uncovered five different discourses which were activated and replicated throughout discussions – when constructing values which embraced participants socio-economic and educational positions. These discourses seemed to function in a complimentary and opposing nature at times, depending on the value being discussed. These constructions were compared to Schwartz's Basic Human Values model, and similarities and differences in constructions were discussed. In addition, the research findings were scrutinised to see how they could inform future qualitative research efforts to further explore how Schwartz's Basic Human Values model is ‘lived'. Finally, the study discusses its limitations and various considerations researchers would need to employ, when considering applying non-verbal assessment methodology within an abstract topic like values.Human Resource ManagementMComUnrestricte
The application of the Social Axiom Survey ll (SASll) in the South African context
Get PDFThesis (PhD)--University of Pretoria, 2017.The SASII which is a measure of social axioms, a concept based on an understanding of the core construct of general beliefs, was investigated in this study. The objective was to determine whether the SASII model fits the data collected in a South African context and whether it measures the same social axiom constructs of the a priori five-factor model. Secondly, the study tested the SASII for configural, metric, scalar and full invariance. Thirdly, social axioms' nomological network was investigated by relying on personality factors to validate social axioms. This study also tested the linkages between social axioms and the Big-Five personality factors. Finally, social axioms' ability to predict personality across cultures was investigated. Beliefs are social in nature and are universally shared amongst individuals within cultures. Shared beliefs represent how people organise their world and make sense of and interpret social realities. Values are widely used in the conceptualisation of cultures as this allows comparisons of the value profiles of individuals socialised into different cultures. Personality represent self-views and is related to culture. Establishing the relationship between social axioms and the constructs of personality and values is an important area for research and intervention. The first article on generalised beliefs, often referred to as social axioms, was published in 2002. It described the axiomatic nature of beliefs based on truth assumptions, personal experience and socialisation. The article sparked a global research interest on social axioms designed to evaluate the universality and meaning of the structure of beliefs across cultures. This interest has resulted in an array of articles, chapters and even a book on the subject. South Africa is ideally positioned for cross-cultural research because of its 11 official languages, diversity in educational levels and unemployment rates, inequality and a divided society due to the historical legacy of apartheid. Language differences create specific environments, defined in terms of culture, race, ethnic grouping, values and attitudes. Globalisation has accelerated the rate of intercultural contact, guiding research attempts to comprehensively describe the emerging cross-cultural dynamics. Recent research findings indicate that South Africans exhibit extreme social axiom scores that are similar to trends in other developing countries. Social axioms research also seeks to assess overlap with other constructs such as values and personality. Efforts to refine social axioms and to expand their nomological network are therefore the main focus of this study. This study aims to contribute towards previous research efforts to improve the validity and expand the nomological network of social axioms through assessing the relationship between generalised beliefs, namely social axioms (labelled Social Cynicism, Reward for Application, Social Complexity, Fate Control and Religiosity) and personality factors (i.e., Extraversion, Agreeableness, Conscientiousness, Neuroticism and Intellect) in the South African context. A cross-sectional survey design was used to collect data regarding these constructs as experienced by students and their family members and friends. A convenience sample (N = 1567) of university students and their family members and friends participated in this study. The measuring instruments used were the Social Axioms Survey (SASII), Mini-International Personality Item Pool (Mini-IPIP) and a biographical questionnaire. The results of Study 1 indicated that the SASII five factor structure exhibited an unacceptable model fit within the South African context when conducting a confirmatory factor analysis (CFA). However, as an exploratory step, and by creating a parsimonious model, the improved CFA of the SASII presented a fit that improved on previous research findings, suggesting a reasonable fit, taking into account the complexity of the SASII model. Study 2 assessed the measurement invariance (configural, metric, and scalar invariance) of the five factor structure of the SASII parsimonious model across male and female groups in a South African sample. Evidence was obtained through multi-group confirmatory factor analyses, which supported a baseline configural model. This finding indicated that the number of factors and factor structure of the SASII parsimonious model are considered equivalent across male and female groups. Proof for partial metric invariance was found and scalar invariance could not be achieved. Results thus indicated that male and female respondents did not exhibit the same understanding of certain latent constructs and that some items did not have the same meaning for both groups. Males and females also differed in terms of their levels of trust on the SASII's scales of Social Cynicism, Social Complexity and Religiosity. Because scalar invariance could not be achieved, comparisons of the SASII five factors' means across groups could not be computed. This study provided support for previous research findings and indicated that some items and latent factors of the SASII need refinement.Human Resource ManagementPhDUnrestricte
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
Exploring competency requirements for the selection and appointment of board members and chief executive officers of state owned entities in South Africa
Get PDFMini Dissertation (MCom (Industrial and Organisational Psychology))--University of Pretoria, 2019.Orientation: State owned enterprises or entities (SOEs) are considered as influential and growing globally at an alarming rate. According to PricewaterhouseCoopers (PwC, 2015) SOEs among the Fortune Global 500 companies grew from 9% in 2005 to 23% in 2014. PwC (2015) further identified the following eight countries as having the highest SOE shares in the world in terms of sales, assets and market values: Brazil, China, India, Indonesia, Malaysia, Russia, Saudi Arabia and the United Arab Emirates. Although South Africa is not counted among these countries, it forms part of the BRICS countries together with Brazil, China, India and Russia.
Countries across the world are guided by various laws, regulations, and policy frameworks in terms of managing their SOEs. The Organisation for Economic Co-Operation and Development (OECD) in particular developed guidelines on corporate governance of state owned enterprises (OECD, 2005) aimed at empowering member states to deal with their corporate governance challenges. As part of the global world, South Africa is therefore not immune from experiencing similar corporate governance challenges as other countries. The need to conduct this study was prompted by the challenges that are faced by SOEs in South Africa, particularly those that have received ongoing negative press coverage, faced a backlash from organised labour and political principals and been hauled before a multitude of commissions of inquiries and cabinet committees. A handful of SOEs have been reported as having huge corporate governance challenges. These include ESKOM, the Passenger Rail Agency of South Africa (PRASA), the South African Broadcasting Corporation (SABC), Transnet, the South African Revenue Service (SARS) and the Public Investment Corporation (PIC). According to media reports and various commissions and committees, the challenges facing thse SOEs include corruption, maladministration, corporate governance, political interference, a lack of proper skills, and poor performance and financial management.Human Resource ManagementMCom (Industrial and Organisational Psychology)Unrestricte
Exploring ethical dilemmas that industrial and organisational psychologists are experiencing in South Africa
Get PDFDissertation (MCom)--University of Pretoria, 2018.Orientation: Industrial and organisational psychologists (I-O psychologists) find
themselves at a cross-road regarding their professional existence. Being
competent in ethical decision making manifests in ethical reasoning in order to
take moral action when an ethical dilemma is presented without a clear definition
of right and wrong. How I-O psychologists react to an ethical dilemma will
determine to a large extent the sustainability of this field of applied psychology in
the workplace. For I-O psychologists to recognise these potential risks, it is
important to have an understanding of the ethical dilemmas they might be
confronted with when entering the world of work within the South African context.
Research purpose: The purpose of this study was to explore the ethical
dilemmas that I-O psychologists are experiencing in South Africa.
Motivation for this study I-O psychologists confronted with ethical dilemmas
may fail to differentiate between right and wrong because of the complexity and
relative obscurity of some of the ethical standards they have to apply (Ergene,
2004; Gumu_ & Gumu_; 2010). During 2015/2016 a number of ethical dilemmas
were put forward via the Society for Industrial and Organisational Psychology of
South Africa’s (SIOPSA) Ethics helpline. The expectation is that I-O psychologists
should have a sound understanding of ethical standards and professional
responsibilities, be on the forefront of literary developments, rely on a sound
integration between personal ethics and professional ethics and continually use
self-questioning to deal with ethical dilemmas (Herlihy & Corey, 2006; Pope &
Vasquez, 2007; Welfel, 2006). The integrity of the profession is reliant on the extent
to which I-O psychologists can regulate their own behaviour and view selfregulation
as worth the work it involves (Pope et al., 1987; Lindén, 2008). Thus, the
main focus of the study is to explore the ethical dilemmas that I-O psychologists
are experiencing in the South African context of work. This is potentially useful in
situations where I-O psychologists have to employ sound ethical reasoning to
resolve an ethical dilemma that they will most likely be faced with. This is an
opportunity for I-O psychologists to re-evaluate the inherent and professional
value system they rely on to guide their ethical decision-making.
Research design, approach and method: This study used an interpretivist
paradigm as it’s a methodological approach and a qualitative methodology for
collecting data an exploratory approach was used to gain a better
understanding of the ethical dilemmas facing I-O psychologists in South Africa
(Dreyer, 2016; Robson, 2002) and for ongoing adjustments to the research design.
The researcher used a multiple-case strategy as this allowed the investigation to
use replication logic (Zach, 2006). Focus group discussions were scheduled at six of
the SIOPSA branches and were guided by a semi-structured discussion format.
These focus groups took part in a one day workshop at their SIOPSA branch. The facilitator put a prepared question to the participants to initiate discussion and
followed this with additional questions when new themes were identified or to
improve the interviewer’s understanding of the participants’ responses (Bryman &
Bell, 2007). Data was analysed using a thematic analysis approach.
Main findings: The researcher identified main themes and sub themes with
underlying facets through investigating the frequency with which these themes
and sub-themes were addressed throughout all six events at the SIOPSA branches.
The themes and sub-themes were discussed in detail. The main themes were
labelled Scope of practice, Assessments, Education and Internships. Under Scope
of practice the underlying sub themes were labelled Scope creep, Conduct,
Contracting and Application. The underlying sub themes for Assessments are
Instrument, Conduct, Data and Results. Under Education the researcher identified
Academic, Board exams and Professional as sub themes, and the sub themes for
Internships were labelled Programmes and Workplace.
Practical implications: The results of the study could assist I-O psychologists to
better understand their world of work by informing them about where ethical
dilemmas are prevalent. It should therefore also assist them to be more proactive
in their decision-making when they are faced with an ethical dilemma in the
workplace.
Contribution/value-add: This study assisted in gathering the latest information
on ethical practice and contributing to a better understanding of ethical
dilemmas in the field of I-O psychology.Human Resource ManagementMComUnrestricte
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
The predictive validity of the big five constructs on job performance : a meta-analysis
Get PDFMini Dissertation (MCom)--University of Pretoria, 2015.Organisations want to employ people who will perform well and contribute to the bottom line. Research over a number of years has been dedicated to finding and validating predictors of job performance. Although General Mental Ability has been proven to be one of the best predictors of job performance across different jobs it is not the only predictor. The study of personality as a predictor of job performance has a long history and individual studies have yielded varying results, however, the use of cumulative research has demonstrated consistent results over various jobs, industries and countries. When a measure adds to the prediction of a criterion above what can be predicted by other sources of data the measure can be said to have incremental validity (Hunsley & Meyer, 2003). Studies prove that personality contributes to the incremental validity of predicting performance. In addition to cognitive ability, Conscientiousness and Emotional Stability significantly increase the incremental validity of predicting performance. This study investigated the predictive validity of the Big Five on Performance in a South African context by means of a meta-analysis. The study was based on quantitative research and made use of secondary data. Stratified purposive sampling was used to gather studies that met the criteria of the study. Based on the inclusion criteria, 34 studies were included in the analysis with a combined sample size of N=7100. The results corroborate international findings concerning the predictive validly of personality for performance. Although the number of studies available was small the relationships that were found are comparable to those reported in international research and demonstrated that each of the Big Five Factors correlated with the criterion to some extent. The criterion was categorised into performance categories, where the predictors of Technical Performance are Conscientiousness (.20) and Emotional Stability (.13). Conscientiousness (.25) and Extraversion (-.19) are the best predictors of Academic Performance. Organisational Citizenship Behaviour yielded positive relationships with all five factors with Openness to Experience (.36), Emotional Stability (.30), Agreeableness (.25) and Extraversion (.24) being the best predictors. Conscientiousness (.32) and Emotional Stability (.30) were shown to be valuable in predicting Avoiding Counterproductive Work Behaviour. Overall Performance is influenced most by Emotional Stability (.21), Extraversion (.16) and Openness (.16). This is the first meta-analysis exploring the predictive validity of the Big Five on Performance in South Africa.Human Resource ManagementMComUnrestricte
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