The present study examined the moderating effect of supervisory support on the relationship between self-ratings of self-efficacy and two measures of work performance, namely supervisor-rated performance and a work-output measure. Research was conducted within the South African life insurance industry on a sample of broker consultants (sales promotional staff) ( n = 70 subjects) over a three-month period. Past research found a positive relationship between high self-efficacy and work performance. However, such research did not take account of the influence of leadership factors. It was hypothesised that effective supervisory support would facilitate the attainment of higher levels of performance. Therefore, it was hypothesised that supervisory support should moderate the self-efficacy work performance relationship, particularly in the case of low self-efficacy. As hypothesised, it was found that supervisory support moderated the relationship between self-efficacy and supervisor-rated performance. Performance was highest when low levels of self-efficacy occurred together with high supervisory support. However, supervisory support did not moderate the relationship between self-efficacy and the work-output measure of performance. Limitations of the study, as well as theoretical and practical implications are considered.
Goal setting has been described as one of the most valid and effective theories of wo!k motivation. In this study the authors report on the development of the Goal Setting Support Scale (GSSS), a self-report measure of supervisory support received, designed specifically for the goal-setting process. Supervisory support is identified as an important element of the goal-setting process, yet existing measures are criticized for being inadequate. To address this, the proposed scale is based conceptually on House's typology of social support. Based on the findings across four managerial samples ( N = 369), the measure evidenced favourable psychometric properties. Theoretical and practical implications are discussed.Doelwitstelling is al as een van die mees geldige en effektiewe teoriee vir werksmotivering beskryf. In hierdie studie word die ontwikkeling van die doelwitondersteuningsskaal, 'n maatstaf vir selfverslaglewering vir toesighoudende ondersteuning wat ontvang word, en wat spesifiek vir die doelwitstellingproses ontwerp is, bespreek. Toesighoudende ondersteuning word as 'n belangrike element in die doelwitstellingproses ge'identifiseer, maar dit word nogtans as onvoldoende beskou. Om hierdie probleem aan te spreek, word die voorgestelde doelwitondersteuningsskaal konseptueel gebaseer op House se tipologie van sosiale ondersteuning. Bevindinge uit vier bestuurs-steekproewe ( N = 369), toon gunstig psigometriese eienskappe in hierdie studie. Teoretiese en praktiese impiikasies word bespreek.
The present study assessed whether behavior modeling training would improve the self-reports of white, first-line supervisors in relation to their black subordinates in two South African mines. Self-reports of behavior were elicited from 50 supervisors equally split into experimental and control groups. Controlling for retraining differences, the 25 supervisors trained in behavior modeling reported significantly greater improvements in supportive behaviors than the control group of 25 untrained supervisors, selected from the same departments at the two mines. Conversely, controlling for retraining scores, no differences were found for changes in abusive supervisory behavior The importance of adopting a broad, multimodal attitudinal and behavioral intervention approach to dealing with improving race relations is discussed.
The aim of the present research is to explore empirical predictors of students' performance in the Psychology I course at the University of the Witwatersrand, Johannesburg (Wits), within the context of procedural, distributive and interactional fairness, The research is divided into two studies: the first is an archival study examining the use of individual school subject results and the Arts Faculty Ratings (based on school results) as predictors. The second study focuses on the predictive validity of the Arts Faculty Ratings as well as that of various psychometric aptitude tests. In both studies the sample was divided into two groups whereby Group I consisted of primarily white students who had attended private or government schools and were not regarded as educationally disadvantaged; Group 2 comprised of black students who attended Department of Education and Training (DET) schools and were regarded as educationally disadvantaged. Results from both studies show that the Arts Faculty Ratings consistently provide a statistically significant predictor of academic performance in the Wits Psychology I course for educationally non-disadvantaged students. A far less clear picture emerged for the educationally disadvantaged group. The Arts Faculty Rating correlated significantly with overall success in firstyear Psychology in the first study, while the Conceptual Reasoning Test was found to be the best predictor for this group in the second study. The implications of the studies for student selection are discussed within a social justice paradigm and future research directions are suggested.Die doel van die navorsing is om die prestasie van die Universiteit van die Witwatersrand, Johannesburg (Wits), se Sielkunde I studente binne die konteks van prosedurele, distributiewe en interaktiewe billikheid, deur empiriese voorspellers te eksploreer. Die navorsing word in twee studies verdeel. Eerstens 'n historiese studie waarin die individue se skoolvakresultate en die Fakulteit Lettere en Wysbegeerte se skattings (gebasseer op skool resultate) as voorspellers gebruik word. Die tweede studie fokus op voorspellingsgeldigheid van die Fafulteit se skattings tesame met verskeie psigometriese toetse. In beide studies is die steekproef in twee groepe verdeel: Groep I hoofsaaklik blanke studente wat privaat of staatskole bygewoon het en nie as opvoedkundig benadeel beskou word nie; Groep 2 bestaan uit swart studente wat DET skole bygewoon het en as opvoedkundig benadeel beskou word. Resultate van beide studies het getoon dat die Fakulteit se skattings konsekwent 'n betroubare aanwyser van akademieses prestasie vir die opvoedkundig nie-benadeelde Sielkunde I studente van Wits is. Die resultate was egter meer onduidelik vir die groep opvoedkundig benadeelde studente gewees. Die Fakulteit se tellings het beduidend gekorreleer met die meerderheid sukses by Sielkunde I studente in die historiese studie, terwyl dit gevind is dat die Conceptual Reasoning Test as die beste aanwyser vir Groep 2 in die tweede studie is. Implikasies vir bill...
A two-factor approach toward the measurement of interpersonal conflict, incorporating dimensions of conflict resolution and conflict provocation, is proposed. The development of the Interpersonal Conflict Scale, a behaviourally based, self-or subordinate-rated measure of interpersonal conflict, is described. Factor analysis on a sample of 304 industrial supervisors yielded two subscales, a 10-item Resolution subscale and a 15-item Provocation subscale. Satisfactory internal and temporal consistency coefficients were recorded for the supervisor sample and two employee samples (N = 172 and 20). Also, the two conflict scales correlated significantly and in the predicted directions with measures of confrontational supervisory style, satisfaction with supervision, role conflict and quality of supervisor-subordinate role exchange. No significant correlations were found between either the Resolution and Provocation subscales and a measure of social desirability. Future implications for use of the scale are discussed.'n Tweefaktorbenadering tot die meting van interpersoonlike konflik, met insluiting van dimensies van konflikresolusie en konflikprovokasie, word aangebied. Die ontwikkeling van die Interpersoonlike Konflikskaal, 'n gedragsgebaseerde meting van interpersoonlike konflik volgens of eie of ondergeskikte beoordelings word beskryf. Faktorontleding op 'n steekproef van 304 toesighouers in die bedryf het twee subskale opgelewer, naamlik 'n 10 item-Resolusiesubskaal en 'n 15 item-Provokasiesubskaal. Bevredigende interne en toets-hertoets-betroubaarheidskoeffisiente is gevind t.o.v. die toesighouergroep en die twee werknemergroepe (N = 172 en 20). Verder het die twee konflikskale betekenisvol korreleer en wei in die voorspelde rigting met metings op konfronterende toesighouerstyl, tevredenheid met toesighouding, rolkonflik en die kwaliteit van toesighouer-ondergeskikte rolwisseling. Geen betekenisvolle korrelasie is tussen of die Resolusie-of die Provokasiesubskale en 'n meting van sosiale wenslikheid gevind nie. Implikasies vir die toekomstige gebruik van die skaal word bespreek.
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