Dominant and non-dominant groups' responses to social change: the economic transformation process in South Africa

In the field study we examined the assumptions proposed by Social Identity Theory (SIT) that dominant and non-dominant groups differ systematically regarding the functional interaction between beliefs about the intergroup situation and identity management strategies. Participants were university students from three racial groups : blacks (N = 100), coloured (N = 100), as non-dominant groups, and whites (N = 100) as dominant group in post-apartheid South Africa. A multiple group path analysis to test SIT revealed systematic differences between dominant and non-dominant groups regarding the impact of perceived legitimacy on ingroup identification, perceived legitimacy on social competition and on individual mobility. Furthermore, the results showed that ingroup identification differentiates between individual and collective strategies irrespective of the groups' status positions. The results also highlight the different effects (or lack of effects) of the socio-structural variables in the SIT model, which is argued to be determined by the concrete socio-historical context of the respective intergroup relations

Investigating subscale differences among race and language groups on the Occupational Personality Profile

Our purpose in this study was to determine whether results of the subscales of the Occupational Personality Profile (OPP) are comparable among various race and language groups. The sample consisted of 234 individuals, who had applied for management positions in various government institutions. The sample was divided into African and white individuals from different language backgrounds. Analyses revealed acceptable reliability coefficients on most of the subscales of the OPP. Significant differences among means were however found on a number of the subscales. The practical implications of these findings for employment testing and adverse impact are discussed

Factors influencing the career choice of undergraduate students at a historically disadvantaged South African university

During the apartheid years in South Africa, career guidance amongst disadvantaged learners was largely absent and, for many, career choices were limited and governed by politics. Despite South Africa having celebrated 20 years of democracy, this situation has improved only slightly. Therefore, the aims of the study were to determine the factors that influenced students' career choice and to ascertain the possible barriers that impacted their decision. An adapted version of Myburgh's Career Choices Questionnaire (2005) was administered to 721 undergraduate students. The results showed that parents and loans or bursaries were the largest sources of financial support and that anticipated benefits influenced the students' career choice, with the potential for personal growth and development, for future high earnings and for promotion to the top of the organization the most important among these. Furthermore, participants rated visits from lecturers and brochures as the most prominent sources of influence.International Bibliography of the Social Science

Coping with stress in the workplace

The researchers investigated a simplified process model, a so-called salutogenic approach, of coping with stress in the workplace. Two constructs of salutogenic functioning, namely sense of coherence and locus of control (three dimensions: internal, external locus and autonomy), as well as the stress levels of 240 employees from a parastatal organisation were measured. As expected, individuals with a stronger sense of coherence and a stronger internal locus of control experienced lower levels of stress and vice versa. Nevertheless, in a regression analysis only the sense of coherence and external locus of control variables contributed significantly to variance in the criterion variable stress

Die gewillige, skynvrywillige en onwillige subjek in sielkundige navorsing

Proefskrif (M.A.)-Universiteit van Stellenbosch.Full text to be digitised and attached to bibliographic record

Dominant and non-dominant groups’ responses to social change: the economic transformation process in South Africa

Due to copyright restrictions, the full-text of this item is not attached to this record. Please follow the link, http://sap.sagepub.com/content/39/4/432.full.pdf+html to the online version on the publisher's website.In the field study we examined the assumptions proposed by Social Identity Theory (SIT) that dominant and non-dominant groups differ systematically regarding the functional interaction between beliefs about the intergroup situation and identity management strategies. Participants were university students from three racial groups: blacks (N = 100), coloured (N = 100), as non-dominant groups, and whites (N = 100) as dominant group in postapartheid South Africa. A multiple group path analysis to test SIT revealed systematic differences between dominant and non-dominant groups regarding the impact of perceived legitimacy on ingroup identification, perceived legitimacy on social competition and on individual mobility. Furthermore, the results showed that ingroup identification differentiates between individual and collective strategies irrespective of the groups’ status positions. The results also highlight the different effects (or lack of effects) of the socio-structural variables in the SIT model, which is argued to be determined by the concrete socio-historical context of the respective intergroup relations.The research was supported via a postdoctoral scholarship to the first author by the University of Cape Town and by the German Research Foundation. Contract grant number: DU421/2-1.http://sap.sagepub.com/content/39/4/432.full.pdf+htmlPsycholog

Recruitment and Selection of Foreign Professionals In the South African Job Market: Procedures and Processes

This study investigated procedures and processes used in the selection of prospective foreign applicants by recruitment agencies in South Africa. An electronic survey was distributed to the accessible population of 244 agencies on a national employment website, yielding 57 respondents. The results indicate that the recruitment industry does not have standard, well articulated procedures for identifying and selecting prospective foreign employees and considered processing foreign applicants difficult. Difficulties with the Department of Home Affairs were a major hindrance to recruiting foreign applicants

Insights into Kenya's public sector innovation: the case of managers

Purpose: The purpose of this paper is to assess innovation in public sector organisations (PSOs) from the middle managers' perspectives. Several studies have been conducted on innovation drivers in organisations; however, such studies are limited when it comes to the public sector. Innovation is a term that has been synonymous with the private sector, until of late when public sector organisations adopted the terminology. Design/methodology/approach: The present study adopts a qualitative approach. The findings are based on a sample of selected 16 middle managers from two PSOs in Kenya. The study relies on focus group discussions (FGDs) to collect data. The data are analysed thematically, based on categorisation. Findings: First, the results identified drivers, barriers, strategies to overcome barriers, innovation outcomes/indicators and the status of innovation in Kenya's public sector. Second, the study points to policy directions, theory and practice. Research limitations/implications: The study suggests that innovation drivers in the public sector greatly depend on government and top management, particularly the way they craft policies and provide support for innovative behaviours. The current findings are limited to innovation activities of the public sector in Kenya, specifically the two organisations. Originality/value: The findings from this research can aid the understanding of the nature of innovation in PSOs given that it is empirically based on middle managers' insights

The relationship between work stress and job performance in a Public Sector Service Organization

MCom (Industrial Psychology), North-West University, Mahikeng CampusThe aim of the present study was to establish the relationship between work stress and job performance. Data were collected through the use of questionnaires administered to 70 middle managers in a public sector service organization in the North West Province of South Africa. The questionnaires incorporated the MBI-General Survey Scales which measured stress levels and the Performance Assessment Rating Scale which measured performance. According to the regression analysis, there was an inverse relationship between work stress and job performance. Middle managers experienced high levels of stress which in turn impede performance. Therefore the effective handling of stress is vital for reduced stress leads to effective employee performance which enhances overall organizational performance.Master