Psychology

Permanent URI for this community

http://hdl.handle.net/11660/133

Browse

Browsing Psychology by Author "Bester, C. L."

Now showing 1 - 2 of 2
  • Thumbnail Image
    ItemOpen Access
    Loopbaandilemmas van akademiese personeel binne 'n veranderende Suid-Afrikaanse hoëronderwyswerksomgewing
    (University of the Free State, 2005-06) Pienaar, Jacobus Willem; Bester, C. L.; Hay, D.
    English: The careers of academic staff in South Africa - as in the rest of the world - are under tremendous pressure for various reasons, and a decline in the image and status associated with an academic career can even be observed. However, no academic institution can be totally successful without qualified and loyal academics. Higher education institutions - more than any other type of organisation - are dependent on the intellectual and creative abilities of academic staff, as well as their commitment, since it is difficult to replace their knowledge, skills and experience. These qualities can only be acquired over a long period of time and with experience. It is evident that there will be an increasing shortage of academic staff within South African higher education institutions in the future, due to factors such as more attractive options in other business sectors. If the career dilemmas of academic staff are not identified and addressed, the quality and sustainability of higher education institutions may be jeopardised. In view of the above-mentioned, the purpose of this study was to investigate the typical career dilemmas of academic staff during the early, middle and late career phases within a changing South African higher education institution. Aspects related to job dissatisfaction were used as indicators in this study in order to identify and explain career dilemmas. Career dilemmas are associated with high levels of job dissatisfaction and work stress, and imply aspects such as reduced commitment to the organisation, declining psychological and physical health, problematic interpersonal work relations and lower work quality. Lifespan and career development tasks during the different adult lifespan phases were therefore used in this regard to explain the phenomenon of career dilemmas further. The different aspects that influence the job satisfaction of academic staff in a changing higher education work environment were subsequently identified and discussed. In view of the nature of this study and the type of problem that was investigated, a qualitative research design was used. Ninety-three academic staff members were selected on the basis of age, gender and race from a higher education institution, by means of an occasional random sample. The data was obtained by means of a Delphi-process in order to identify the career dilemmas of academics during the early, middle and late career phases. The results obtained in this study indicate that academics generally experience the same career dilemmas, irrespective of the career phase they are in. The prominent career dilemmas of academics centre mostly on the absence of a performance evaluation system that correctly and equitably reflects their performance, input and responsibilities. Limited opportunities for promotion, as well as the absence of a clear set of criteria or guidelines according to which promotion takes place, were identified as a further significant dilemma. The absence of promotion criteria contributed towards the incidence of discrimination and double standards. Role overload and/or role conflict, as well as an inadequate financial remuneration structure, were regarded as prominent career dilemmas throughout. Academics also identified aspects indicating job insecurity and ineffective management as dilemmas. Certain forms of discrimination were also identified as career dilemmas by some black and female academics. Academics in the early career phase in particular regarded inadequate support in the performance of core activities - with specific reference to teaching and research - as a further significant career dilemma. The dominant career dilemmas of academics identified in this investigation show numerous similarities with the career dilemmas of academics identified in other national and international studies. The dilemma the academic career and higher education is probably facing is illustrated further by the fact that several of the academics employed at this institution indicated their uncertainty about continuing their careers at the institution concerned, and that several of them even gave strong indications that they will probably be leaving the institution. In order to effectively address the career dilemmas experienced by academics, higher education institutions will have to devote particular attention to establishing an effective performance management system that is easy to understand and implement, as well as transparent, equitable and fair. Promotion criteria must be spelled out clearly and applied consistently. Alternative career paths that accommodate individual preferences and abilities and create additional promotion opportunities may also be considered as a solution. Furthermore, it is important that remuneration for academics should be market-related and competitive. It must be ensured that junior colleagues receive adequate support with regard to teaching, research and community service by means of training opportunities, regular feedback, mentorship’s and counselling that addresses identified needs. Finally, it is important that academics functioning in management positions possess appropriate management qualifications and receive the necessary training and support to enable them to effectively perform their management role. The effective management of diversity and cultural sensitisation should also be addressed on a continuous basis.
  • Thumbnail Image
    ItemOpen Access
    Persoonlikheidstrekke as keuringsveranderlikes vir doeltreffende eerste-vlak-toesighouding in die Bloemfonteinse Munisipaliteit
    (University of the Free State, 1982-11) Mentz, Hendrik; Bester, C. L.
    Afrikaans: Die eerste-vlak-toesighouer speel 'n uiters belangrike rol in die effektiewe funksionering van die organisasie. As skakel tussen die gewone werkers en bestuur moet hy as aangesig-tot-aangesig leier van sy werkgroep funksioneer. Daar word algemeen aanvaar dat persoonlikheidseienskappe grootliks sukses in toesighoudende poste bepaal. Persoonlikheidstoetse word redelik algemeen met die oog op keuring in die Suid-Afrikaanse bedryf, asook in die buiteland aangewend. Voldoende navorsing ten einde die waarde van persoonlikheidstoetse vir keuringsdoeleindes in die SuidAfrikaanse bedryf te evalueer ontbreek egter. Hierdie ondersoek was dus daarop gemik om die leemte wat in die vakgebied van die Sielkunde en die Bedryfsielkunde geidentifiseer is aan te vul. Die doel met hierdie ondersoek was die volgende: (i) Om die persoonlikheidstrekke wat tot suksesvolle toesighouding bydra te identifiseer. (ii) Om doeltreffende en minder doeltreffende eerste-vlak-toesighouers se persoonlikhede soos gemeet deur die 16-Persoonlikheidsfaktorvraelys met mekaar te vergelyk. (iii) Om 'n voorspellingstudie uit te voer wat as moontlike hulpmiddel by die keuring van eerste-vlak-toesighouers in die Bloemfonteinse munisipaliteit gebruik kan word. Die meetinstrumente wat in hierdie ondersoek gebruik is, is die 16-Persoonlikheidsfaktorvraelys (16-PF) van Cattell, asook 'n beoordelingskaal. Die navorsing is by die Bloemfonteinse munisipaliteit uitgevoer. Om die voorspellingstudie uit te voer, is Qaar van stapsgewyse regressie-ontleding gebruik gemaak. Met die uitvoering van die studie het die navorser dit ook nodig gevind om 'n faktorontleding te doen. 'n Meervoudige eenrigtingvariansie-analise is gebruik om moontlike persoonlikheidsverskille tussen ioeltreffende en minder doeltreffende eerste-vlak-toesighouers te bepaal. In die literatuurverkenning is sestien persoonlikheidstrekke wat tot suksesvolle toesighouding kan bydra, geidentifiseer. Die meervoudige eenrigting-variansie-analise het egter geen statisties betekenisvolle verskille tussen bogenoemde twee groepe opgelewer nie. Die meervoudige regressie-ontleding het getoon dat 'n seleksie van persoonlikheidsveranderlikes met die kriterium van doeltreffende toesighouding wat in hierdie ondersoek gebruik is, verband hou. Die meervoudige korrelasie tussen 'n seleksie van sewe persoonlikheidsveranderlikes (skale op die 16-PF) en die kriterium was statisties beduidend, (5%-peil) groter as nul. Die proporsie van die kriteriumvariansie wat gesamentlik deur die veranderlikes verklaar is, was egter van so 'n aard dat die voorspellingsmodel moontlik nie veel praktiese waarde sal hê nie. Ten einde te toets vir moontlike leemtes in die meervoudige regressiemodel is 'n faktor-ontleding uitgevoer. Vier faktore is uit die data geidentifiseer. Die proporsie van die kriteriumvariansie (kommunaliteit) wat gesamerrtlik deur die vier faktore verklaar word, stem grootliks met die resultaat van die stapsgewyse meervoudige regressie-ontleding ooreen. Dit blyk dus 'n bevestiging te wees van die resultate wat uit die meervoudige regressie-ontleding verkry is. Die kriteriumverwante geldigheid van die 16-PF vir die kriterium wat in hierdie ondersoek gebruik is, blyk verdag te wees. Daar is baie·navorsers wat soortgelyke resultate rapporteer, maar aan die anderkant is daar ook baie navorsers wat teenstrydig met die resultate positiewe resultate rapporteer. Na die mening van die skrywer lê die verklaring vir hierdie teenstrydige resultate daarin dat daar in die verskillende studies van verskillende kriteria en persoonlikheidsmeetinstrumente gebruik gemaak is. Hierdie resultate beklemtoon dus die feit dat die gebruik van persoonlikheidstoetse met die oog op keuring deeglik aan navorsing onderwerp moet word voordat dit vir sodanige doel aangewend word. Aangesien geen sodanige studies in die Suid-Afrikaanse literatuur opgespoor kon word nie, is die skrywer van mening dat hierdie resultate 'n waarskuwing vir alle gebruikers van sodanige toetse in die Suid-Afrikaanse bedryf inhou. Met hierdie ondersoek is daar dus 'n leemte in die vakgebied van die Sielkunde en die Bedryfeielkunde geidentifiseer wat nog baie navorsing vereis.