Browsing by Author "Theron, C. C."

Now showing 1 - 7 of 7
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    Adapting the systems model of performance management to major changes in the external and internal organisational environments
    (AOSIS, 2001) Spangenberg, H. H.; Theron, C. C.
    In essence, this article discusses ways to ensure continued relevance of Performance Management in fast-changing environmental and organisational realities. It starts with the rationale for moving from performance appraisal to Performance Management. In view of some persisting problems with regard to Performance Management, a systems approach to help alleviate these problems is discussed. The current status of Performance Management is reviewed, based on international surveys and a recent report on the way Performance Management best-practice organisations utilise the system. In view of this information, the Systems Model of Performance Management is adapted. The paper is concluded with a discussion and recommendations for future research.
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    The effects of a joint correction for the attenuating effect of criterion unreliability and case 2 restriction of range on the validity coefficient
    (AOSIS OpenJournals, 1998-06) Theron, C. C.
    This paper reports the results of a portion of a more comprehensive study on the effect of correction for random error of measurement in both the criterion and the predictor and/or various forms of restriction of range on the parameters [e.g. p[X,Y], β[Y|X], σ[Y|X]] required to specify and justify a selection procedure. The objective of this paper is to determine the effect of a joint correction for criterion unreliability and Case 2 restriction of range on the validity coefficient. Results are depicted graphically and discussed.
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    The influence of transformational and transactional leadership on dyadic trust relationships through perceptions of fairness
    (AOSIS, 2004-10) Krafft, P.; Engelbrecht, A. S.; Theron, C. C.
    Leadership and interpersonal trust are critical issues for the survival of organisations. Both aspects have been researched thoroughly, but the role organisational justice might play in this relationship has been largely ignored. The purpose of this study was to investigate the relationship between transformational and transactional leadership and interpersonal trust, and whether organisational justice plays a mediating role. Through LISREL analysis, it was found that interactional justice played a greater role in the relationship between transformational leadership and trust than procedural justice. Distributive justice mediated the relationship between transactional leadership and trust.
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    Kennisbasisse, gebruikspatrone en gebruikshindernisse ten opsigte van die riglyne vir die ontwikkeling en validering van personeelkeuringsprosedures
    (AOSIS OpenJournal, 1996-06) Boolsen, M.; Theron, C. C.
    The guidelines for the validation and use of personnel selection procedures: knowledge, usage and obstacles. Selection is a key human resources function in any organization. Expected changes in South African Labour Law combined with the importance of advancing organizational efficiency lead in 1992 to the publication of the Guidelines on the Development and Validation of Personnel Selection Procedures. The study in question is aimed at a description of the current knowledge base, usage patterns and usage obstacles vis-a-vis the Guidelines of a specific group of human resource specialists in South Africa. Recommendation based on the research findings are made.
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    'n Multidimensionele skaleringstudie van personeelkonsultantgroepe in Suid Afrika
    (AOSIS OpenJournal, 1988-05) Theron, C. C.; De Jager, L. C.
    A multidimentional scaling study of personnel consultancy groups in South Africa. Ten 12x12 symetric dissimilarity matrices of inter personnel consultant comparisons were submitted to weigthed multidimensional scaling. Vector and ideal point models were used to relate preference and con- sultant attributes to the group stimulus space. Results indicate that the hypothetical ideal consultant differs significantly from existing consultancies and that there exists a partial incongruence between the attributes used spontaneously when comparing a number of consultancies and the critical consultant attributes identified in the literature. Recommendations for further research are made.
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    Rejoinder to article by Harold M Shroder : the fallacy of using in-basket based measures for the validation of leadership dimensions
    (AOSIS, 2004-10) Spangenberg, H. H.; Theron, C. C.
    A response is given to the critical questions and concerns raised by Schroder (2004) on the validation study by Spangenberg and Theron (2003). The importance of open debate as an expression of scientific rationally in service of the epistemic ideal of science is acknowledged. Schroder’s (2004) concern essentially centers on the use of the inbasket as a stand-alone measure and the appropriateness of the design of the Spangenberg and Theron (2003) study for the investigation of the validity of the HPLC’s. The objectives of the Spangenberg and Theron (2003) study are re-examined. The prudence of using and validating the in-basket as a stand-alone measure is discussed.
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    Validation of the high performance leadership competencies as measured by an assessment centre in-basket
    (AOSIS, 2003-10) Spangenberg, H. H.; Theron, C. C.
    The purpose of this study was to validate Schroder’s High Performance Leadership Competencies (HPLCs), measured by a specially designed In-basket, against multiple criteria. These consisted of six measures of managerial success, representing managerial advancement and salary progress criteria, and a newly developed comprehensive measure of work unit performance, the Performance Index. An environmental dynamism and complexity questionnaire served as moderator variable. Results indicated disappointing predictive validity quotients for the HPLCs as measured by an In-basket, in contrast to satisfactory predictive and construct validity obtained in previous studies by means of a full assessment centre. The implications of the findings are discussed and suggestions are made for improving the validity of the In-basket.