Browsing by Author "De Bruin, Gideon P."

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    Confirmatory fctor analysis of the career development questionnaire and the career decision-making self-efficacy scale for South African high school students
    (AOSIS OpenJournals, 2002-09) De Bruin, Gideon P.; Bernard-Phera, Martha J.
    This study investigated the construct validity of the Career Development Questionnaire and the Career Decision- Making Self-Efficacy Scale for Grade 12 students from a low socioeconomic area in South Africa. The results of confirmatory factor analyses provided support for the construct validity of the Career Development Questionnaire and the Career Decision-Making Self-Efficacy Scale as measures of career maturity and career decision-making self-efficacy respectively. In accordance with theoretical predictions, a moderate degree of overlap between the constructs measured by the two instruments was observed. It appears that a general factor, labelled General Career Decision-Making, underlies responses to the two questionnaires. In addition to the general factor, the Career Decision-Making Self-Efficacy Scale also measures self-efficacy expectations regarding decision-making.
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    Construct validity of the career resilience questionnaire
    (AOSIS Publishing, 2002-02) De Bruin, Gideon P.; Lew, Charlene C.
    ENGLISH ABSTRACT: The construct validity of the Career Resilience Questionnaire (Fourie & VanVuuren, 1998) was investigated by means of an oblique multiple groups factor analysis.The highest factor structure coe⁄cients of several of the items did not coincide with the respective factors that the items were postulated tomeasure. In addition, the correlations among the factors cast doubt on the independence of some of the constructs. The conclusion is drawn that a measure of career resilience should be based on an explicit theoretical measurement model rather than on an empirically derived measurement model. It is further recommended that the test items should have high face validity and content-saturation.
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    Developing and testing items for the South African Personality Inventory (SAPI)
    (AOSIS Publishing, 2013-11-12) Hill, Carin; Nel, Jan Alewyn; Van de Vijver, Fons J. R.; Meiring, Deon; Valchev, Velichko H.; Adams, Byron G.; De Bruin, Gideon P.
    Orientation: A multicultural country like South Africa needs fair cross-cultural psychometric instruments. Research purpose: This article reports on the process of identifying items for, and provides a quantitative evaluation of, the South African Personality Inventory (SAPI) items. Motivation for the study: The study intended to develop an indigenous and psychometrically sound personality instrument that adheres to the requirements of South African legislation and excludes cultural bias. Research design, approach and method: The authors used a cross-sectional design. They measured the nine SAPI clusters identified in the qualitative stage of the SAPI project in 11 separate quantitative studies. Convenience sampling yielded 6735 participants. Statistical analysis focused on the construct validity and reliability of items. The authors eliminated items that showed poor performance, based on common psychometric criteria, and selected the best performing items to form part of the final version of the SAPI. Main findings: The authors developed 2573 items from the nine SAPI clusters. Of these, 2268 items were valid and reliable representations of the SAPI facets. Practical/managerial implications: The authors developed a large item pool. It measures personality in South Africa. Researchers can refine it for the SAPI. Furthermore, the project illustrates an approach that researchers can use in projects that aim to develop culturally-informed psychological measures. Contribution/value-add: Personality assessment is important for recruiting, selecting and developing employees. This study contributes to the current knowledge about the early processes researchers follow when they develop a personality instrument that measures personality fairly in different cultural groups, as the SAPI does.
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    The relationship between managers' goal-setting styles and subordinates' goal commitment
    (AOSIS, 2020-11) Van Lill, Xander; Roodt, Gerhard; De Bruin, Gideon P.
    Background: Convincing employees to set aside their self-interests and commit to collective goals is essential for the effective functioning of organisations. It is critical that the impact of different managerial goal-setting styles, and the associated impressions of fair interpersonal treatment in the workplace, is understood from subordinates’ perspective. This might clarify the psychological mechanisms involved in motivating subordinates to commit to organisational goals. Aim: The primary aim of this article is to determine the relationship between managers’ goal-setting styles and subordinates’ goal commitment. The secondary aim is to determine whether this relationship is mediated by interactional justice. Setting: A total of 451 working adults completed an online or paper-and-pen survey. Methods: A mediator model was conducted in structural equation modelling with maximum likelihood estimation and Bollen-Stine bootstrapping, with 5000 bootstrap resamples, to test the hypotheses. Results: The perception that managers are deliberative had the greatest positive direct relationship with subordinates’ goal commitment, followed by the directive style. Subordinates’ perception of managers as complaisant, in turn, were unrelated to goal commitment (amotivational), whereas the perception of managers as hostile had a negative relationship with goal commitment. Informational justice, not interpersonal justice, emerged as the only mediating variable. Conclusion: Managers should be encouraged to actively seek feedback from subordinates on their goal-setting styles. Managers can accordingly adapt their behaviour to effectively motivate subordinates to commit to organisational goals.
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    The relationship between personality traits and vocational interests
    (AOSIS OpenJournals, 2002-09) De Bruin, Gideon P.
    ENGLISH ABSTRACT: This study examined the relationship between vocational interests and basic personality traits.The interest fields of the 19-Field-Interest Inventory were related to the second order factors of the 16 Personality Factor Questionnaire by means of a factor extension analysis. The results showed that extroverts tend to be interested in fields related to social contact and the influencing of other people. Emotionally sensitive individuals tend to be interested in the arts and languages. Independent individuals tend to be interested in creative thinking.The implications of the findings for career counselling are discussed.