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- South African Journal of Labour Relations
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- Volume 28, Issue 2, 2004
South African Journal of Labour Relations - Volume 28, Issue 2, 2004
Volume 28, Issue 2, 2004
Source: South African Journal of Labour Relations 28, pp 4 –32 (2004)More Less
This study investigates the employee-employer relationship, focusing specifically on trust. The trust building relationship is investigated by exploring the current perspective on trust, the elements of trust and the role of a five-factor model on personality (conscientiousness, agreeableness, emotional stability, resourcefulness and extraversion) and managerial practices (credibility, group management, information sharing and work support), singling out credibility as the major influence of the relationship. The empirical component of the study included a stepwise linear regression analysis to evaluate the explanatory power of each of the personality components and of credibility in the trust relationship. It was found that credibility shows the highest correlation with the trust relationship and stands out as the biggest influence on trust, followed by the personality factors, conscientiousness and agreeableness, which contribute significantly to the relationship.
Source: South African Journal of Labour Relations 28, pp 33 –58 (2004)More Less
The aim of this research was to establish the factor structure of selfactualisation as a positive psychology construct, as measured by the Personal Orientation Inventory (POI), in order to establish whether there is a fit between the measurement and the theory. The POI was administered to 974 part-time students. Strong inter-correlations were found. Confirmatory factor analysis identified a three-factor structure consisting of (1) time competence, inner directedness, existentialism, feeling reactivity, selfacceptance and the interpersonal scales of acceptance of anger and capacity for intimate contact, (2) spontaneity and self-regard and (3) selfactualising value, nature of man and synergy. The results confirmed the twelve POI scales as separate entities but did not confirm the theory on selfactualisation in terms of the seven factors as it is conceptualised and operationalised in the POI. It was suggested that the POI should be interpreted with care in South Africa's multicultural scenario.
Source: South African Journal of Labour Relations 28, pp 59 –76 (2004)More Less
The aim of this research was to investigate the reliability and factor structure of three salutogenic functioning constructs, namely sense of coherence, selfefficacy and locus of control, as measured by the instruments constructed by Antonovsky, Tipton / Worthington and Rotter respectively. The results indicated that these three measuring instruments show acceptable reliability, that meaningful relationships are evident between all three of these salutogenic functioning constructs and that a meaningful salutogenic functioning factor structure exists. It was recommended that industrial psychologists make use of these measuring instruments when assessing employee and managerial wellness and level of salutogenic functioning during employee and manager development and career counselling.
Source: South African Journal of Labour Relations 28, pp 77 –112 (2004)More Less
Corporate scandals such as those experienced at Enron, WorldCom and more recently Parmalat have given rise to a growing interest in business ethics on the part of both managers and management scientists alike. As a result organisations have moved towards a more ethical approach to conducting business. <br>This paper reports the results of a survey conducted among persons registered with the South African Board for Personnel Practice (SABPP) regarding their involvement in and experience of business ethics and unethical behaviour within their organisations. The responses from 306 respondents reflect a high level of observed unethical behaviour. The results of the study indicate that the observed level of unethical behaviour within organisations is influenced by the presence of written ethical standards, ethics training initiatives and an ethics office/ombudsman. The level of unethical behaviour is also shown to differ across different industry types and organisational sizes.