Zobrazeno 1 - 10
of 35
pro vyhledávání: '"L. J. Van Vuuren"'
Autor:
L. J. Van Vuuren, C. Fourie
Publikováno v:
SA Journal of Industrial Psychology, Vol 26, Iss 3, Pp 15-20 (2000)
Previously the authors reported on a study in which an attempt was made at defining and measuring the construct career resilience (Fourie & Van Vuuren, 1998). The present article continues this investigation by reporting on the relationship between c
Externí odkaz:
https://doaj.org/article/824edfcf1652459da9e83778f3b36d68
Autor:
C. Fourie, L. J. Van Vuuren
Publikováno v:
SA Journal of Industrial Psychology, Vol 24, Iss 3, Pp 52-59 (1998)
Various authors have argued that career resilience should be cultivated by individuals pursuing modern day careers as a critical career competency. No study has been reported thus far in the career management literature which offers a comprehensive m
Externí odkaz:
https://doaj.org/article/bf50c83be029437a887d95070612efa6
Autor:
J. Swart, L. J. van Vuuren
Publikováno v:
SA Journal of Industrial Psychology, Vol 24, Iss 3, Pp 22-31 (1998)
The ability of individuals to interpret change is considered to be a criterion for successful organisational change. Accordingly the influence of a specific infra-individual variable, i.e. cognitive style (field dependence and independence) on the se
Externí odkaz:
https://doaj.org/article/fb0960bc650143ae89394f22bd57a87e
Autor:
N. De Beer, L. J. Van Vuuren
Publikováno v:
SA Journal of Industrial Psychology, Vol 23, Iss 1, Pp 12-20 (1997)
Self assessment as a predictor of perceived simulated managerial ability as measured by an assessment centre. The purpose of this study was to establish how accurately a person could assess his own managerial ability. With this in mind, a self-assess
Externí odkaz:
https://doaj.org/article/75f442fde63e416e99fda230f7707659
Autor:
A. Hugo, L. J. van Vuuren
Publikováno v:
SA Journal of Industrial Psychology, Vol 22, Iss 1, Pp 12-18 (1996)
The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral
Externí odkaz:
https://doaj.org/article/1c6ea84985c64205a5f1e0af48c37729
Autor:
L. J. van Vuuren, R. J. Eiselen
Publikováno v:
SA Journal of Human Resource Management, Vol 4, Iss 3 (2006)
Since few South African organisations have as yet appointed ethics officers, there is often a lack of clarity on who should take responsibility for coordinating organisations’ ethics management efforts. The purpose of this paper was to assess HR (t
Externí odkaz:
https://doaj.org/article/4824c65eb7154805b70d6485248dfb00
Autor:
X. Goosen, L. J. van Vuuren
Publikováno v:
SA Journal of Human Resource Management, Vol 3, Iss 3 (2005)
The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, to facilitate employees’ ethical behaviour. The possibility that mentoring may be utilised as a vehicle
Externí odkaz:
https://doaj.org/article/ec260381648c4851bc521573ba1bc03b
Publikováno v:
SA Journal of Human Resource Management, Vol 3, Iss 2 (2005)
In today’s communication-driven world, informal communication can at some point be construed as malicious gossip. Literature shows that certain areas of gossip are insufficiently studied, such as how gossip is defined in the workplace, when communi
Externí odkaz:
https://doaj.org/article/87597f00e6294bc4bb1995985190bc62
Publikováno v:
SA Journal of Human Resource Management, Vol 1, Iss 3 (2003)
The purpose of this study was to investigate the critical role of personal change, and its inherent elements, in determining the outcomes of organisational transformation interventions. The purposeful sampling method was used to involve expert organi
Externí odkaz:
https://doaj.org/article/b1382084b0c9495399bd12978b3efa7d
Publikováno v:
SA Journal of Industrial Psychology, Vol 29, Iss 2 (2003)
The purpose of this study was to test the assumption that the utilisation of competency-based, multi-dimensional, multiple-rater performance ratings would result in reliable and useful measurements of the performance of managers (N=200) in a specific
Externí odkaz:
https://doaj.org/article/1e42065659c445419d1799ec1f99b597