Browsing by Author "van Lill, Burger"

Now showing 1 - 4 of 4
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    APIL-SV as a predictor of job perfomance in a South African financial consulting firm
    (2008) Strachan, Emma J; van Lill, Burger
    Includes bibliographical references (leaves 44-46).
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    Open Access
    Doing entrepreneurship in Uganda : the social construction of gendered identities among male and female entrepreneurs
    (2006) Kikooma, Julius Fred; van Lill, Burger; Jeff, Bagraim
    Includes bibliographical references (leaves 157-189)
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    Open Access
    Evaluating a pre-screening questionnaire's predictive validity at a large financial institution
    (2008) Adams, Reygana; van Lill, Burger
    This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire.
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    Validity of an assessment centre as a measure of competency ratings for development in a large financial institution
    (2006) Bashabe, Barbara; van Lill, Burger
    Assessment centres are used to make decisions for employee advancement and development within organisations. These centres comprise of a number of instruments which are used to establish competencies needed to perform effectively. The validity of this measure is yet to be fully ascertained as previous studies have shown that although assessment centres have predictive validity, they lack construct validity. The research study therefore set out to establish whether assessment centres used within financial institutions have predictive validity but lack construct validity. For purposes of this study, two sets of data each comprising of responses from 120 and 91 employees were used. This data was retrieved from a financial institution within the Western Cape. Contrary to previous studies, there was low predictive validity within this study. Some of the factors that could have contributed to the low correlation between performance and assessment ratings include a rather small sample that was used, having different criterion being measured in the evaluations than in the assessment centres, range restriction, complexity of assessing behaviour, and having a number of dimensions from which to derive an Overall Assessment Rating (OAR). However, similar to previous studies, this study also found low construct validity amongst the ratings. In addition, a further analysis indicated that both performance and personality measures are valid methods in predicting performance.