OpenUCT :: Browsing by Author "Kellerman, A M"

Browsing by Author "Kellerman, A M"

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Open Access
The bond of silence : women in the transition to the second half of life
(1990) Sidi, Gila; Kellerman, A M
Adulthood, and particularly, women's adult developmental stages are still an undeveloped area of research (Levinson, 1978; Chiriboga, 1981, 1989). There are studies about the menopause, the "empty nest syndrome", the "double standard" of aging, as well as middle-aged women's need for growth and expansion. However, these issues are controversial (Bart, 1971; Chiriboga, 1981, 1989; Datan, Antonovsky & Maoz, 1981; Downing, 1987a; Neugarten, 1969; Rubin 1979). 1968a, Achieving a greater understanding of the experience of this phase in a woman's life became therefore the core purpose of this study. Glaser and Strauss's (1967) Grounded Theory was chosen as the method because it is geared towards discovering new theories in relatively unknown areas of human behaviour. The sample which evolved as the study proceeded, reached saturation point and ended with a sample of 79 white middle class women. In the process of constantly analyzing and comparing the data, five different groups of women emerged: a group of housewives and four categories of working women, viz. career women, traditional workers, late bloomers and early retired. An additional division according to their menopausal status ended with four groups: pre-, peri- and post menopausal women, and a group of women who had undergone hysterectomies.
Open Access
The career anchors, job involvement and job satisfaction of professional people
(1990) Kaplan, Richard Andrew Lewis; Boshoff, A B; Kellerman, A M
The study was designed primarily to test the effect of career orientations on the work outcomes of job satisfaction and job involvement among South African professional people. The hypotheses relating the career orientation, job satisfaction and job involvement constructs were extrapolations from the original theory of Edgar Schein (1978,1985, 1987b). Secondary aims included an initial assessment of the psychometric properties of the measuring instruments for a South African sample, and comparisons among the 14 professional groups sampled on each of the dependent variables.
Open Access
The coping patterns of the unemployed on the Cape Flats
(1991) Pearse, Noel; Kellerman, A M
For the purpose of this study, two criteria were utilised to identify a person as being unemployed: someone who is part of the economically active population by virtue of his or her age; but does not fully participate in the formal economic sector. It could be argued that such a definition of unemployment is far too broad, and would include the entire informal economy. But, firstly, this is a psychological study, and so it could be argued that a recognition criterion is appropriate. That is, psychologically speaking, if an individual perceives him or herself to be unemployed, but does not meet all the economic criteria to be defined as such, the case merits exploration, since his or her self-identification with the unemployed could lead to the same psychological response as that of the economically defined unemployed person. Consequently, more economically precise definitions, though informative, are not vital for this study. Secondly, as will be explained later, this study is exploratory in nature, examining the coping patterns of the unemployed. A broader definition would provide a larger research domain which could then include more unusual experiences of unemployment. These unusual cases may provide insights into how less effective copers could learn to cope more effectively with unemployment. This is the rationale for including some individuals who are involved in the informal economy. Someone employed on a regular, virtually full-time basis in the informal economy is more employed than unemployed and it would be difficult to justify his or her inclusion in an unemployed sample. On the other hand, those individuals who are active in the informal economy on an irregular, part-time basis, or on a small scale, and use this activity as a means of trying to cope with unemployment, could be included in such a sample. On the basis of regularity of payment by "employer", number of hours worked per day, and number of days worked per week, cut-off points were established to determine who in the informal economy would be included in this study. A series of questions were asked at the start of an interview, to establish that a prospective interviewee met certain criteria before being included in the sample.
Open Access
Development of an abbreviated job evaluation scale
(1987) Badenhorst, Johan Barend; Kellerman, A M
The aim of this study was to determine the value of individual job evaluation factors as predictors of the total value of jobs to develop an abbreviated job evaluation scale in a large assurer in South Africa. This would enable the streamlining of the' organization's existing internally developed job evaluation system. A total of thirteen jobs, evaluated by three raters at two committee meetings were analyzed using Kendall's coefficient of concordance (W} and Pearson's product-moment coefficient of correlation (r) to determine interrater reliability. A total sample of 282 jobs at middle management was drawn from the organization's bank of 1200 job evaluation records and 188 jobs were analyzed. Firstly the intensity of the correlation between the individual factor scores and total job scores was measured and, using the Pearson product-moment coefficient .of correlation (r) it was found to be significant. Secondly, factor analysis determined three underlying factors in the system, Effort, Skill and Responsibility, which were used to form the basis for building a prediction model. Thirdly, stepwise regression, performed to determine at which point the addition of extra individual factor scores would not produce a significant difference to the coefficient of determination (R2 ), isolated Competence, Decision level and Interaction as optimum combination. Using multiple linear regression and the aspects, identified above, total job scores were predicted using the balance of the sample of 94 jobs.
Open Access
The development of an instrument to measure assertiveness of black employees in work organisations
(1989) Eichstadt, Carl; Kellerman, A M
Recognition of the need to develop black employees' interpersonal skills in order that they cope with the demands of the western business environment formed the backdrop to this study. The use of currently available self-report measures of assertiveness to assess behaviour change was questioned in terms of their psychometric properties and relevance to the black employee working in South African organisations. The aim of this study, therefore, was to develop a self-report instrument to measure assertiveness of black employees in work organisations. Another objective was the assessment of criterion-related validity. Information gathered from 12 in-depth interviews was used in the writing of new items and assisted in the modification of items from available self-report assertiveness measures. A preliminary questionnaire, consisting of 55 items was subsequently developed. After a number of changes, the questionnaire, consisting of a four-point Likert scale, was distributed to 80 potential respondents for the pilot study. A response rate of 37.5% enabled the analysis of 30 pilot study questionnaires. After further changes, 450 questionnaires were distributed through training and personnel managers from 10 major South African organisations sampling both the commercial and manufacturing business sectors. A response rate of 57% (240 questionnaires) allowed for the analysis of 234 usable questionnaires. The statistical analysis of responses was done by using both item and factor analytic techniques. After two phases of analysis a 20 item instrument with a three factor structure emerged. The first factor was labelled "anxiety behaviour in interpersonal situations", the second, "collaborative and complimentary behaviour", and the third factor "confronting behaviour". A sub-sample (n = 48) of peer-and self-ratings were correlated for each of the three factors to establish criterion-related validity. Results of this study supported the multidimensional and situation specific nature of the assertiveness construct. The value of developing measuring instruments suited to local conditions was also emphasised. However, the inadequate construct validity and reliability of the instrument indicates the need for further research before - application of the measure in decision making regarding the assertive behaviour of black employees.
Open Access
Development of an integrated performance appraisal system for truck drivers in the wine trade
(1986) Whitehead, Peter Edwin Arthur; Kellerman, A M
The purpose of this study was to develop a performance appraisal system for truck drivers in a wine manufacturing organization. One of the objectives of the system developed, was to improve the performance of the truck drivers. The sample involved in this study consisted of 80 truck drivers and six transport foremen. A preliminary study was done to determine the satisfaction of the drivers with the previous appraisal system. A need for a new performance appraisal system was established and it was therefore decided to develop a new performance appraisal system for the truck drivers in the Transport Department of the organization. A literature review indicated that the most suitable appraisal system for this specific situation was the behavioural observation scale (BOS). A job analysis of the truck driver's job was done, critical incidents were collected and behavioural dimensions were defined. This resulted in the final behavioural observation scale consisting of 37 behavioural items. The reliability of the appraisal instrument determined by Cronbach's coefficient alpha, was .98. An effort was made to achieve both content and face validity for the BOS. To determine whether the performance of the truck drivers did increase as a result of the new appraisal system, an experimental and control group were defined. Their performance was appraised three times at three-monthly intervals with the BOS. The experimental group received feedback on its performance, which included setting goals to be achieved by the next appraisal. The drivers in the control group were unaware of the fact that their performance was being appraised. To determine whether the performance of the drivers in the experimental group had improved, planned comparisons were done. There was a substantial improvement in performance amongst the experimental group, whilst the control group's performance remained unchanged. It was concluded that the intervention was successful. The use of a behavioural approach to performance linked with adequate feedback made a major contribution to the efficiency of these truck drivers as well as to their interaction with their supervisors, the transport foremen.
Open Access
The effect of lateral thinking training on innovative-adaptive cognition style
(1990) Vollmer, Craige Owen; Kellerman, A M
Lateral thinking has become an important topic in business and one of the apparent solutions to the dilemma of acquiring more creativity in the organisation has been to train employees in lateral thinking. This study had three objectives. To determine whether delegates attending lateral thinking training acquired more lateral thinking skills and knowledge than those without this training. To determine whether lateral thinking training impacted on style of thinking and to determine whether preferred styles of thinking facilitated the acquisition of lateral thinking skills. An experimental group was trained in lateral thinking. Subjects were tested on their lateral thinking skills before and after training. Subjects were also tested to assess their cognitive style before training and six months thereafter. A control group was tested in a similar fashion.
Open Access
Fear of success revisited
(1996) De Villiers, Ronelle; Kellerman, A M
The unresolved question of whether Fear of Success is a motive or a measure of gender-role stereotypes is at the centre of the confusion about this construct. The purpose of the present study was to re-explore the nature of Fear of Success through the relationship of this construct to other theoretically related variables. The list of variables included Self-Efficacy, Autonomous and Social Achievement Values, Attitudes Towards Women, Positive and Negative Affect and Age. Cronbach and Meehl's (citedin Tresemer, 1976a) statement that the nomological net of propositions in which a construct is embedded must show predicted relationships with that construct, fostered the expectation that at least some of these variables would predict Fear of Success. It was anticipated that establishing a relationship with either the sociological or the personality constructs would clarify the nature of Fear of Success. The sample consisted of 240 white, English-speaking Capetonian women. The sample was restricted to women from the same cultural group so as to avoid the introduction of confounding variables, and to facilitate comparison of the results with the bulk of the research, most of which has been conducted in America. Furthermore, subjects were drawn from the working population· rather than students, as many researchers in this field have done, so that results would be generalizable to the workplace. Each subject was administered a questionnaire containing the following scales: Good and Good's(1973) Fear of Success Scale, The Positive and Negative Affect Schedule which was developed by Watson, Clark and Tellegen (1988), Tipton, Everett and Worthington's(1984) Generalized Self-Efficacy Scale, Spence and Helmreich's (1972) Attitudes Towards Women Scale and the Autonomous and Social Achievement Values Scale which was compiled by Strümpfer (1975).
Open Access
Female sexuality and body image during pregnancy
(1989) Botha, Ilza; Kellerman, A M
This explorative study, partially based on the psychological and developmental perspectives, evaluated female sexuality and body image during pregnancy and the postnatal period. A cross-sectional and longitudinal research design was used. Several female (n = 208) and male ( n = 84) subsamples were evaluated. Assessment included a Biographical Questionnaire, Female and Male Sexuality Scales rated on 3- and 5- point scales, and the Rorschach Inkblot Test, scored for Barrier and Penetration responses. Parametric and non-parametric statistical techniques were employed in the cross-sectional data analysis. The biographical background of the subjects was homogeneous. Predominantly all of the women were educated, had planned their pregnancies, attended prenatal classes and were informed about the process of pregnancy. Chi-square tests on the single items measuring female sexuality, from prior to conception to during pregnancy, and after childbirth, showed a significant decline in females' sexual satisfaction and in the intensity with which they experienced orgasms. Excluding the retrospective data, a significant decline was found on female sexual desire and enjoyment during pregnancy and during the postnatal period. Physiologically related reasons were commonly associated with declined sexual desire. Few pregnant or postnatal women abstained from sexual intercourse or introduced coital methods and positions unfamiliar to them. A factor analysis of the single sexuality variables revealed four factors, Sexual Responsivity, Sexual Orgasmic Ability, Multiple Orgasmic Ability and Sexual Motivation. The data subjected to a multivariate analysis of variance yielded a significant linear downward trend of Female Sexual Responsivity over the gestation period and after childbirth. The conclusion is drawn that female sexuality I specifically referring to the psychological dimension (Factor 1) was not related to a specific trimester (or stage). No significant differences were evident on the physiological dimension of female sexuality referring to Orgasmic Ability or Sexual Motivation. Female body image was assessed both qualitatively and quantitatively. The descriptive analysis showed that pregnant women felt overweight, and unacceptable by social standards, yet they viewed these bodily states as temporary. The projective account of body image yielded no significant differences. The conclusion was drawn that women consciously rejected their pregnant body image, but subconsciously it formed part of their identity. Expectant fathers only experienced a significant decline in sexual satisfaction and initiated less sexual activity during their wives' pregnancy. It was concluded that male sexuality was minimally affected by their partner's pregnancy. Finally, pregnancy was found to be a natural and positive event.
Open Access
Job involvement of male and female graduate engineers in South Africa
(1988) Von Hirschfeld, S D; Kellerman, A M
The study investigated the job involvement of a sample of 125 graduate engineers in South Africa. In particular, whether gender differences existed in the level of job involvement, as well as in the factors influencing job involvement (N = 68 males; N = 57 females). The specific factors investigated were biographic variables and career anchors. The method used was the analytical survey method; three questionnaires were administered. These were: the Lodahl and Kejner (1965) Job Involvement Scale, Schein's (1982) Career Anchor Inventory and a biographic questionnaire. Questionnaires were sent to all female engineers who are registered with one of the professional engineering institutes, while the male sample was drawn from a variety of sources. Intercorrelation coefficients were calculated for all variables. Analyses of variance were performed to test for significant differences amongst male and females with respect to the variables and relationships measured and a stepwise multiple regression analysis was performed to identify predictors of job involvement by career anchors. No gender differences in level of job involvement were found. However, significant gender differences were found in the relative strength of four out of the nine career anchors measured. Social conditioning and expectations were proposed as the reasons for this. Further, significant differences were found with respect to the degree to which career anchors are related to job involvement for males and females. Contrary to conventional wisdom, being married and having children did not affect the job involvement of female engineers, while married men were more job involved than unmarried men. The study did not contribute greatly to the understanding of the dynamics of female job involvement, inasmuch as career anchors were found to explain only 8, 8% of the variance in job involvement scores. In contrast, career anchors were found to be significant predictors of job involvement for males. (38,8% of the variance explained). Implications of the results are discussed in terms of the alleviation of the skills shortage and organisational strategies such as the development of technical or specialist career ladders, job design and career counselling and career management skills for both males and females, are proposed. Further areas for research, especially into the dynamics of female job involvement, are suggested.
Open Access
The selection of computer programmers : an assessment of fairness
(1990) Warley, John; Kellerman, A M
The shortage of skilled computer staff in South Africa has reached critical proportions. Not only is commerce unable to recruit enough manpower with the required experience and expertise, they are also posed with the problem of high turnover and remunerating a small number of people in excess of their market value. In contrast to this phenomena, South Africa has a vastly under-utilised "other than "white" population of Matriculants and Technikon diplomates. It is hypothesised that the skilled shortage in computer programming could be overcome if more applicants out of this labour segment were given entry level jobs and trained to be productive and competent. This study attempts to address the difficulties of the under-utilised manpower resources by looking at the entry level requirements for computer programmers. Since for industry as a whole, aptitude tests are used on applicants for entry level programmers, one of these tests, viz. the National Institute of Personnel Research General Aptitude Battery was investigated. It was hypothesised that the instrument was an unfair selection tool· as most "other than white" applicants evaluated did not perform as well as the white applicants. The sample comprised of technikon students who had passed at least their first year of the Computer Data Processing Diploma. Thirty five were selected and matched from a white and forty three from a so-called "coloured" institution. The results of this cross cultural research design in a field setting were statistically analysed and findings were that the "coloured" group scored far lower than that of the white group. Therefore, the researcher concluded that the test battery was not a good predictor of success and should not be used across population groups, as it could lead to an unfair labour practice. It was proposed instead that a biographical structured interview guide based on the accomplishments of applicants ·be used to supplement the test results. In so doing the researcher suggested that dimensions of success for a programmer be probed for, during the interview rather than concentrating purely on an aptitude test which could be seen as unfair.
Open Access
Socialisation problems of entrants into the legal profession during articles of clerkship
(1989) Lambourne, Wendy E; Human, Linda; Kellerman, A M
The aim of the study was to identify perceptions of problems in the effective integration of entrants into the South African legal profession. Two types of problems were investigated. Firstly, typical entrant problems; that is, problems which typically are experienced by newcomers into organisations. Secondly, problems which are specifically related to the race and/or gender of organisational entrants.
Open Access
Using personal orientation and career anchors to predict commitment and performance in life insurance salespeople
(1992) Smit, Clive Walter; Kellerman, A M
The present study investigated the feasibility of using a specific set of personality dimensions, as measured by the Personal Orientation Profile (POP), and certain career anchors, to predict organizational commitment, job performance and tenure in life insurance salespersons. The Career Orientation Inventory (COI) and the Organizational Commitment Scale (OCS) were used to identify the respective career anchors and the commitment dimensions. A series of factor analyses confirmed the original OCS scale constructs, but not those of the POP and the cor. The factorial scales of the POP and COI were subsequently used in the remainder of the research. Intercorrelations and canonical correlation analysis revealed significant associations between the respective POP and COI subscales, but the relationship between POP and COI covariates was too weak for either scale to have any moderating effect on the other. These findings suggested that career anchors would have very little, if any, influence on personal orientation dimensions, and vice versa, in the prediction of criterion variables. A second canonical correlation indicated a significant relationship between the achievement-striving dimension of the POP and number of policies sold, but this association was too weak to be predictive any of the job performance criteria. Further investigation yielded no significant relations between career anchors and job performance. Likewise, no significant relationship was found between the any of the measuring scales and organizational tenure. The results of this study suggested that personal orientation and career anchors, as measured by the POP and COI respectively, are not stable predictors of job performance in life insurance salespeople. Both the POP and the COI were found to be lacking in construct validity and, as a result to confirm the existence of predictive qualities. Further research is required, using larger and different samples, before any conclusions can be drawn regarding the predictability of these instruments. Two major conclusions can be drawn from this study. Firstly, life insurance salespersons tend to be committed to the organization that provide them with both the opportunity to express their sense of service or dedication to life insurance sales, and the autonomy to do their job in an independent fashion. Secondly, of all the personality dimensions, achievement-striving or competitiveness appears to be the most stable and only valid predictor of job performance in life insurance salespeople. If the salesperson has the knowledge, skill and the opportunity to do the job, then it is purely effort or work ethic that distinguishes the achiever from the poor performer.

Browsing by Author "Kellerman, A M"

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