Nico Martins

A model for managing trust

The study, representing 6,528 employees, investigates the relationship of the “big five” personality dimensions and managerial practices to the dimension of trust relationships between managers and employees, and also the relationship between the “big five” and managerial practices. Results indicate that managerial practices have an influence on the trust relationships between managers and employees. A weaker relationship with the dimension of trust was obtained for the “big five” personality dimensions. Although there appears to be a weaker relationship between the “big five” and the dimension of trust, the relatively good fit of the model indicates that an overall implication of the model is that both managerial practices and the “big five” personality aspects of the manager might influence his/her subordinates indirectly. The results indicate that although managers perceived it to be a good instrument to use, future research is needed to expand other anecdotes of trust.

Improving the information security culture through monitoring and implementation actions illustrated through a case study

The human aspect, together with technology and process controls, needs to be considered as part of an information security programme. Current and former employees are still regarded as one of the root causes of information security incidents. One way of addressing the human aspect is to embed an information security culture where the interaction of employees with information assets contributes to the protection of these assets. In other words, it is critical to improve the information security culture in organisations such that the behaviour of employees is in compliance with information security and related information processing policies and regulatory requirements. This can be achieved by assessing, monitoring and influencing an information security culture. An information security culture can be assessed by using an approach such as an information security culture assessment (ISCA). The empirical data derived from an ISCA can be used to influence the information security culture by focussing on developmental areas, of which awareness and training programmes are a critical facet.In this paper we discuss a case study of an international financial institution at which ISCA was conducted at four intervals over a period of eight years, across twelve countries. Comparative and multivariate analyses were conducted to establish whether the information security culture improved from one assessment to the next based on the developmental actions implemented. One of the key actions implemented was training and awareness focussing on the critical dimensions identified by ISCA. The information security culture improved from one assessment to the next, with the most positive results inÂ?the fourth assessment.This research illustrates that the theoretical ISCA tool previously developed can be implemented successfully in organisations to positively influence the information security culture. Empirical evidence is provided supporting the effectiveness of ISCA in the context of identified shortcomings in the organisations information security culture. In addition, empirical evidence is presented indicating that information security training and awareness is a significant factor in positively influencing an information security culture when applied in the context of ISCA.

AN ORGANIZATIONAL CULTURE MODEL TO STIMULATE CREATIVITY AND INNOVATION IN A UNIVERSITY LIBRARY

In some organizations action is taken to stimulate creativity and innovation. The right steps may have been taken, such as involving employees in decision making, recruiting and appointing employees who evidence characteristics of creativity, setting standards for work performance and giving regular feedback, yet creativity and innovation are hampered in some way. The culture of an organization may be a factor contributing to the extent to which creativity and innovation occur in an organization (Johnson, 1996; Judge et al., 1997; Pienaar, 1994; Shaughnessy, 1988; Tesluk et al., 1997; Tushman & O’Reilly, 1997 in Martins & Terblanche, 2003). The current organizational culture and the demands of creativity and innovation may lead to a conflict situation.

Staff responsiveness to transformation initiatives and diversity at a South African university

Abstract South African organisations and particularly institutions of higher learning have been confronted with workforces that increasingly reflect the diversity of the South African population. This changing workforce composition implies that the multitude of individual and cultural differences and similarities become increasingly apparent among employees. These differences and similarities can be disruptive and may lead to disharmony, but if managed appropriately, they can also result in increased vigour, stimulation and energy. The importance of workforce diversity in especially a university environment cannot be over-emphasised, as these positive consequences are conducive and sustain universities in their role to expand knowledge that benefits the communities within which they operate. Various transformative initiatives to address diversity, have been devised and implemented, but the impact needs to be measured and assessed to enable leaders to manage diverse workforces more effectively. This article therefore aims to firstly, statistically identify the underlying dimensions of diversity within the largest university in Africa, namely the University of South Africa (Unisa). The responsiveness of university staff members who attended transformative diversity-training workshops are secondly investigated by comparing their responses to that of a matched sample of non-participating staff members. These workshops aimed to sensitise academic, administrative and professional staff at middle-management level to the new realities of an increasing diverse workforce. It is evident that the workshops had a positive impact and that they could be described as successful. The importance of noting that diversity interventions not only entail creating awareness of diversity issues, but also applying the principles of diversity management on a continuous basis, is underscored in this article.

Defining and identifying dominant information security cultures and subcultures

Abstract When considering an information security culture in an organisation, researchers have to consider the possibility of several information security subcultures that could be present in the organisation. This means that different geographical, ethnic or age groups of employees could have different assumptions, values and beliefs about the protection of information, resulting in unique information security subcultures. This research sets out to understand how dominant information security cultures and subcultures develop and how they can be influenced positively over time through targeted interventions. In support of this, a summary of the intrinsic and extrinsic factors that influence information security culture is presented. An empirical case study was conducted using a survey approach with a validated information security culture questionnaire to illustrate how to identify dominant information security cultures and subcultures. The survey was conducted at four intervals in the same organisation over a number of years to identify potential information security subcultures and to monitor the change, if targeted interventions for each are implemented. Using t-tests and ANOVA tests, a number of information security subcultures were identified, mostly evident across the organisations office locations (which are separated geographically), as well as between employees that worked in the IT division compared to those who did not. The data indicate that the dominant information security culture and subcultures improved over time to a more positive information security culture after the implementation of targeted interventions. This illustrates how the identification and targeting of information security subcultures with customised interventions can influence the information security culture positively. By using information security interventions, organisations can target their high-risk subcultures and monitor the change over time through continuous assessment, thereby minimising the risk to information protection from a human perspective.

A Longitudinal Study of the Role of Trust During Change

The objective of the study was to explore factors that impact on trust relationships in a sample of South African organisations. A survey on trust was administered to a convenience sample of 484 respondents in the public and private economic sectors in South Africa. Parametric and non-parametric analyses were used to examine differences in trust between economic sectors and sample periods. Public sector participants differed from private sector employees in their levels of trust, compared to those in other sectors. Specifically, measures on the dimensions of change and organisational trust were significantly lower than expected. Senior employees or those at higher job levels experienced trust more positively overtime. Higher trust levels were apparent between colleagues and between employees and their immediate managers than between employees and top management.

Validation of the trust relationship audit (TRA): An item parcelling approach

This study sought to apply an item parcelling approach to confirm the factor structure of trust in the direct supervisor as measured by the trust relationship audit (TRA). The researchers analysed an existing data set on the TRA from 9 060 South African employees. For the analysis, the researchers utilised structural equation modelling, using item parcelling to confirm the factor structure. The results confirm that, in essence, the large sample structural model replicates the original small sample model, consisting of separate personality and managerial practices factors as antecedents of trust in supervisors. Two items measuring personality traits loaded differently in the small and the combined sample. The results suggest item parcelling to be a value-add in measure validation when data mining.

Predicting staff retention from employee motivation and job satisfaction

Abstract This study investigated the role of employee motivation and job satisfaction as predictors of staff retention in a foreign exchange bank. Participants were 341 employees of a South African foreign exchange bank division (female = 62.8%; black = 31.1%; managers = 37%, mean years of experience = 10 years). The employees completed the following self-report measures: Work Preference Inventory, Job Satisfaction Survey, and Employee Retention Questionnaire. Structural equation modelling was applied in the analysis to test the prediction effect of employee motivation and job satisfaction on staff retention. The findings of the model fit revealed that the model (employee motivation and employee job satisfaction) explained an estimated 46% of the variance in the employee retention construct. The job satisfaction construct in the model explained an estimated 66% of the variance in the employee retention construct; while the employee motivation construct explained only 8% of the variance. Organisational talent management should seek to identify employee motivation and job satisfaction interventions that might help to retain talented staff.

Virtual Teaching Dispositions in an Open Distance Learning Environment: Origins, Measurement and Impact

ABSTRACT An understanding of the key characteristics and implicit competencies underlying online teaching is essential to distance education institutions that embark on the assertive use of technology in their tuition development and delivery. The Virtual Teaching Dispositions Scale (VTDS) assists in investigating professional teaching dispositions associated with effective online instruction. It was initially validated among academic staff members at a residential university in the United States of America (USA). Strong support was found for the constructs cognitive, pedagogical and social presence that served as the conceptual foundation for developing the scale. The aim of this study was to validate the VTDS among academic staff members of an open distance learning (ODL) institution and to make suggestions for improving online teaching in this environment. This study highlights the need for interventions aimed at enhancing academic staff members’ experienced level of virtual/technological presence.

The textbook in curriculum development – perceptions of students and academics

One of the initiatives that universities worldwide embark on is to investigate students’ dependence on textbooks and the strengthening of professional control and academics’ reliance on textbooks. The purpose of this research was to determine to what extent academics in South Africa use the textbook in curriculum development and teaching as perceived by academics and students. Academics and students from most of the academic institutions in South Africa participated in the survey-based research. The results indicate a strong reliance on the textbook as a teaching resource with limited differences between Unisa (the University of South Africa), as an ODL institution, and the more traditional universities. The research also indicated a strong relationship between the perceptions of academics and students regarding the use and characteristics of textbooks. The results offer a number of proposals for the use and development of textbooks and supporting resources as additional methods to facilitate learning .