Renier Steyn

Factors That Influence the Forming of Self-Evaluation and Self-Efficacy Perceptions

Optimistic self-evaluation regarding the ability to carry out tasks is important for success in various fields of human endeavour. When people do such self-evaluations and form self-efficacy perceptions, they make use of information from various sources. According to theories relating to self-evaluation, people engaged in forming such perceptions about themselves largely depend on information gained through social comparison. However, theories of self-efficacy emphasise the importance of self-referenced information, such as those formed through mastery experiences. The purpose in this study is to examine the sources of information used in forming self-efficacy perceptions. In an experiment (N =1 723) modelled on the Solomon Four-group Design, three types of information likely to influence perceptions were supplied to three experimental groups; there were five control groups. The effects of the interventions were measured by means of a questionnaire. Results indicated that perceptions of self-efficacy are more profoundly influenced by self-referenced information than by social comparisons. It was also found that additional information did not have a cumulative effect during the forming of self-efficacy perceptions. Finally, the implications of the results with respect to practical and theoretical viewpoints are discussed.

Job characteristics: their relationship to job satisfaction, stress and depression

This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings.

The relationship between leadership styles, innovation and organisational performance: A systematic review

This paper is an attempt to consolidate the published scientific knowledge about the impact of leadership styles on the relationship between innovation and organisational performance. Concepts, statements and conceptual frameworks were used as structure to analyse the body of scientific knowledge. After consulting 31 major research databases using the systematic literature review methodology, only seven journals articles that examined the link between leadership, innovation and organisational performance were identified. The synthesis of the journal articles revealed (a) that consensus exists among researchers as far as the relevant concepts are concerned; (b) that most agree on the definition of leadership and innovation but that a uniform understanding of what constitutes organisational performance is lacking; and (c) that conceptual models are too simplistic and do not consider mediator variables or multiple financial criteria measures. The findings further reveal that innovation is significantly and positively related to superior organisational performance, and that, although transformational leadership style is significantly and positively related to innovation, transactional leadership style is more appropriate when the aim is to instil a culture of innovation. Transformational leadership style, by contrast, is mostly associated with organisational performance. In addition, the findings further reveal that none of the studies investigate the mediating effect of the nature of innovation (incremental and radical) on the relationship between leadership and organisational performance, and that none of the studies use the objective measures of financial performance such as ROA, ROE, price/earnings (P/E) and Tobin’s Q calculated from annual financial reports.

Gender Differences in PTSD diagnostic Criteria and Suicidal Ideation in a South African Police Sample

The study examined gender effects on PTSD symptoms to predict of suicidal ideation in a sample of South African police. A male (N = 161) and a female group (N = 56) of South African police officers were assessed by means of the Posttraumatic Diagnostic Scale and a short version of the Adult Suicide Ideation Questionnaire. Linear and stepwise regressions were used to determine which PTSD symptom criteria best predict suicide ideation. Hyperarousal was the primary predictor of suicide ideation in males. For females, intrusive memories was the primary predictor of suicide ideation, and of general problems.

The development of a screening tool for the early identification of risk for suicidal behavior among students in a developing country.

Objective: Adolescent suicidal behavior is a public health concern in South Africa. The purpose of this article is to report on the development of a screening tool for teachers to identify South African students who are most at risk for suicidal behavior. This need is addressed within the context of the limited number of mental health professionals available to provide screening and care services in South Africa. Method: Grade 8 students participated by completing sociodemographic questionnaires and self-report psychometric instruments. A screening tool for suicidal behavior was developed using a 4-phase approach. Results: Twelve factors for high-risk suicidal behavior were identified and included in the screening tool. While further research is needed to validate the screening tool, the findings provide a useful preliminary starting point for teachers to refer students at high risk for suicidal behavior to mental health services for treatment. Conclusion: This screening tool is based on factors that were identified as being associated with suicidal behavior from local research on South African adolescents. The tool contributes to research on adolescent mental health, particularly suicidal behavior, in developing low and middle income countries like South Africa, with the aim of creating African prevention and intervention programs.

Organizational Climate, Innovation and Performance: A Systematic Review

Abstract Organisational climate (OC) plays an important role in the innovation of an organisation. In addition, innovation has become critical for nations, organisations and individuals in an increasingly complex and challenging world. Yet, very few studies are designed to investigate the causal path of the effect of innovation on organisational performance systematically by examining the influence of organisational climate. The purpose of the study has been to consolidate, synthesize and critique the empirical studies that have examined the relationship between organisational climate, innovation and organisational performance. A systematic literature review approach has been followed to find the appropriate studies on these constructs (organisational climate, innovation and organisational performance) and the building blocks of science (concepts, statement and conceptual framework) have been used as a structure to analyse and report on the findings. After consulting 96 major databases, covering a wide range of fields, only seven articles that investigated the causal path between organisational climate, innovation and organisational performance were identified. The differences and similarities on how concepts were used are presented. These differences become particularly apparent when the tools used to measure these constructs are examined. Studying the articles has also resulted in the development of appropriate and comprehensive typologies concerning the variables. The findings also show that models are typically linear and these are affirmed when subjective, rather than objective, measures are used. This research study alerts researchers and practitioners alike about the importance of clear and shared definitions of constructs. Without that meaningful communication, observation on the topic is impossible. The findings also show that the methods of measurement influence results, which should be considered when interpreting the results.

The Mediating Effect of Organizational Climate on the Relationship between Leadership Styles and Their Components on Innovative Behaviour

Abstract This study investigated the mediating effect of organizational climate on the relationship between transformational and transactional leadership styles on innovative behaviour. 1 1 15th International Entrepreneurship Forum (15th IEF) Conference Conference Theme The Globalisation and Internationalisation of SMEs AND New Ventures: Travels with Eclectic Charlie, Digital Mary, Networked Nadia and Impactful Shona. Venice, Italy 14–16 December 2016. The effect of each component of transformational and transactional leadership styles on innovative behaviour was also investigated. A sample of 3,180 respondents from 52 South African companies participated in this research. Four main hypotheses and six sub-hypotheses were tested using multiple regression analysis. The results revealed that indeed organizational climate mediates the relationship between transformational and transactional leadership styles on innovative behaviour as well as their components. The study substantiated the expected positive relationship between transformational leadership style and innovative behaviour. Furthermore, the results showed that among the components of transformational leadership styles, inspirational motivation and intellectual stimulation influence innovative behaviour positively. This study showed that in an environment conducive to innovation, the transactional leadership style has no influence in enhancing employees’ innovative behaviour. This study provided new insight into the nature of the relationship between leadership styles, organizational climates and innovative behaviour.

Astrological Signs and Personality Differences

This study examined the relationship between astrological signs and personality traits in 65 268 South African jobseekers (mean age = 24.8 years, females = 59%, Blacks = 98%). Participants completed the Basic Traits Inventory (Taylor and de Bruin, 2006). Contrastive analysis of personality traits by astrological signs yielded no significant differences.

The effect of multiple organizational interventions on suicidal behavior

The South African Police Service (SAPS) employs approximately 150000 people. One of the problems facing the organization is high levels of suicide and since the late 1990psilas several measures were taken to address this issue. These measures include compulsory post-critical incident debriefing, suicide prevention workshops, and changing the psychometric assessment toolkit to select newcomers to the organization. Since then the suicide rate decreased dramatically. However, because the SAPS is a complex organization set in an ever-changing post-apartheid society, it is not possible to deduct that the measures taken indeed had the desired effect. In this paper three questions are posed and addressed: do the present psychometric assessment tools used by the organization during recruitment influence suicidal behavior; are suicide rates per annum influenced by the number of suicide prevention workshops presented; and, are all employee groupings equally in need of services related to suicide prevention? The results indicate that those applicants selected for enlistment in the SAPS differ significantly (t =18.75; p < 0.001; d = 0.344 and x2 =149; p < 0.001) from those not selected; that suicide rates and the number of suicide prevention workshops correlate (r = 0.48; p < 0.01); and that employee groupings differ in the amount of support they require (F = 4.30; p = 0.02). These results are discussed and recommendations are made.