Evaluation of a pay-for-performance system at a South African university

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dc.contributor.advisorLouw-Potgieter, Johaen_ZA
dc.contributor.authorEmmett, Katharineen_ZA
dc.date.accessioned2015-01-10T06:43:57Z
dc.date.available2015-01-10T06:43:57Z
dc.date.issued2009en_ZA
dc.descriptionIncludes abstract.en_ZA
dc.descriptionIncludes bibliographical references (leaves 39-44).en_ZA
dc.description.abstractThis study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components.en_ZA
dc.identifier.apacitationEmmett, K. (2009). <i>Evaluation of a pay-for-performance system at a South African university</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/11878en_ZA
dc.identifier.chicagocitationEmmett, Katharine. <i>"Evaluation of a pay-for-performance system at a South African university."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2009. http://hdl.handle.net/11427/11878en_ZA
dc.identifier.citationEmmett, K. 2009. Evaluation of a pay-for-performance system at a South African university. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Emmett, Katharine AB - This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components. DA - 2009 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2009 T1 - Evaluation of a pay-for-performance system at a South African university TI - Evaluation of a pay-for-performance system at a South African university UR - http://hdl.handle.net/11427/11878 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/11878
dc.identifier.vancouvercitationEmmett K. Evaluation of a pay-for-performance system at a South African university. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2009 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/11878en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentOrganisational Psychologyen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherOrganisational Psychologyen_ZA
dc.titleEvaluation of a pay-for-performance system at a South African universityen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMComen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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