Callie Theron - Academia.edu (original) (raw)
Papers by Callie Theron
SA Journal of Industrial Psychology, 2004
The aim of this study was to develop a generic work unit performance measure that can be utilised... more The aim of this study was to develop a generic work unit performance measure that can be utilised in private, public and non-profit work units. Development of such a questionnaire, called the Performance Index (PI) comprised three steps, namely deciding on a baseline structure for the model; verifying the model and dimensions through subject expert feedback; and consolidating the model and refining the questionnaire. The sample consisted of 60 units rated on a 360 basis by 257 respondents. Item and dimensionality analysis, followed by confirmatory factor analysis utilising LISREL produced acceptable model fit. Overall, results provided reasonable psychometric support for the Performance Index. Opsomming Die doel van die studie was om ’n generiese werkeenheid- prestasiemeting te ontwikkel wat in privaat, openbare en nie-winsgerigte organisasies gebruik kan word. Die ontwikkeling van die vraelys, die Prestasie-Indeks (PI) het drie stappe behels, naamlik om te besluit op ’n onderliggen...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2013
This study proposes major changes to the Burke and Litwin (1992) leadership, change, and performa... more This study proposes major changes to the Burke and Litwin (1992) leadership, change, and performance model against the background of significant changes in the external environment and new developments in business management. Improvements include, first, a more logical structuring without being subject to a specific leadership paradigm - a limitation that caused distortions in the original model. Second, by incorporating business processes reengineering, the strategy pillar of the adapted model has been significantly rationalised and strengthened. Third, culture is expanded to a fully-fledged pillar in the model, while human capital is included due to its growing contribution to organisational effectiveness and performance. Fourth, by modelling external contextual factors surrounding the adapted model, the new model systematically explores the interaction between leadership and the external environment. Understanding the impact of these dynamic factors is crucial in preventing well-...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2011
The leadership-for-performance framework designed by Spangenberg and Theron (2004) explains the s... more The leadership-for-performance framework designed by Spangenberg and Theron (2004) explains the structural relationships between leader competency potential, leadership competencies, leadership outcomes and the dimensions of organisational unit performance. The Performance Index (PI) and Leadership Behaviour Inventory (LBI) comprise the leadership-for-performance range of measures. The PI was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain the manner in which the various latent leadership dimensions comprising organisational unit performance are structurally inter-related. Preliminary research suggests that the basic PI structural model may have to be refined. Future research on the PI model can, however, only be justified if the basic PI structural model is shown to be structurally invariant across independent samples from the target population. To tes...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2016
The Performance Index (PI) was developed as a comprehensive criterion measure of unit performance... more The Performance Index (PI) was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain how the various latent unit performance dimensions comprising organisational unit performance are structurally inter-related. Preliminary research suggests that the basic PI structural model might have to be refined. Continued research into this can only be justified, however, if the basic PI structural model is shown to be structurally invariant across independent samples from the target population. As a necessary methodological precursor to the structural invariance study, Dunbar, Theron and Spangenberg (2011) demonstrated that the PI measurement model successfully cross-validated across two independent samples from the same population, and thus may be considered measurement invariant. A non-hierarchical taxonomy of structural invariance is proposed that distinguishes betwe...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2012
Across-validation study of the Performance Index, Management Dynamics 20(3) 2011 : pp. 6, 11, 14 ... more Across-validation study of the Performance Index, Management Dynamics 20(3) 2011 : pp. 6, 11, 14 : erratum
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2005
Consistent evidence on the validity of the measurement and structural models underlying the Perfo... more Consistent evidence on the validity of the measurement and structural models underlying the Performance Index (PI), in conjunction with positive results on the Leadership Behaviour Inventory (LBI), paves the way for proceeding with the challenging task of explicating and evaluating a comprehensive leadership-unit performance structural model. However, in order to achieve this aim, the second order factor structure of the LBI needs to be established first, before attempting to unfold an integrated leadership unit performance structural model. Three theoretically justifiable hypotheses on the second-order factor structure of the LBI are derived. The most plausible hypothesis is tested empirically.
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2013
Apartheid policies and practices left South Africa with a serious skills shortage across most ind... more Apartheid policies and practices left South Africa with a serious skills shortage across most industries and an under-representation of Black South Africans in the formal economy. These problems are fundamentally due to the problem that knowledge, skills and abilities are not uniformly distributed across all races. Historically, but unfortunately still to some degree today, previously disadvantaged South Africans had less access to skills development and educational opportunities than their White counterparts. This knowledge inequality has to be addressed with great urgency. Affirmative action development initiatives should form part of the solution. A need therefore exists to identify the individuals who would gain maximum benefit from such affirmative action skills development opportunities and to create the conditions that would optimise learning performance. To achieve this, an understanding is required of the complex nomological network of latent variables that determine learni...
South African Journal of Business Management
In essence, this article discusses ways to ensure continued relevance of Performance Management i... more In essence, this article discusses ways to ensure continued relevance of Performance Management in fast-changing environmental and organisational realities. It starts with the rationale for moving from performance appraisal to Performance Management. In view of some persisting problems with regard to Performance Management, a systems approach to help alleviate these problems is discussed. The current status of Performance Management is reviewed, based on international surveys and a recent report on the way Performance Management best-practice organisations utilise the system. In view of this information, the Systems Model of Performance Management is adapted. The paper is concluded with a discussion and recommendations for future research.
South African Journal of Business Management
The Centre of Leadership Studies developed a model that defines and describes leadership behaviou... more The Centre of Leadership Studies developed a model that defines and describes leadership behaviour required for creating an ethical and high performing organisation. Purposefully building an ethical organisational environment is a prerequisite for ethical organisational behaviour. To be an ethical high performance leader, a person must be both an effective leader and a leader of ethics. The purpose of this study is to develop a 360° instrument that can be used to assess the quality of ethical leadership of middle, senior and executive managers in public, private and not-for-profit organisations. The results reported here provide reasonable support for the use of the ELI. The possibility of causal influences existing amongst specific first-order leadership dimensions, however, needs to be investigated.
South African Journal of Business Management
Ethical leaders are ultimately responsible for developing a strong and sustainable ethical climat... more Ethical leaders are ultimately responsible for developing a strong and sustainable ethical climate in organisations. Ethical values and the ability to influence followers to internalise these values have become prerequisites for effective leadership in modern organisations. Although ethics, leadership, and values have received much attention, there has been little coordinated effort to integrate transformational leadership with ethical climate and ethical values. The aim of this study was to develop and validate a theoretical model to explain the structural relationships between these variables in the South African business context. The results revealed that altruism influences transformational leadership positively, and that transformational leadership in turn has a positive effect on ethical climate. Some support was also found for the proposition that integrity moderates the effect of transformational leadership on ethical climate.
SA Journal of Industrial Psychology
A multidimentional scaling study of personnel consultancy groups in South Africa. Ten 12x12 symet... more A multidimentional scaling study of personnel consultancy groups in South Africa. Ten 12x12 symetric dissimilarity matrices of inter personnel consultant comparisons were submitted to weigthed multidimensional scaling. Vector and ideal point models were used to relate preference and con- sultant attributes to the group stimulus space. Results indicate that the hypothetical ideal consultant differs significantly from existing consultancies and that there exists a partial incongruence between the attributes used spontaneously when comparing a number of consultancies and the critical consultant attributes identified in the literature. Recommendations for further research are made. Opsomming Tien 12x12 simmetriese dissimilariteitsmatrikse van interpersoneelkonsultante-beoordelings is onderwerp aan matriksgeweegde multidimensionele skating. Vektor n "ideal point" modelle is gebruik om voorkeur en konsultantattribute met die groepstimulusruimte in verband te bring. Resultate dui...
SA Journal of Industrial Psychology
This paper reports the results of a portion of a more comprehensive study on the effect of correc... more This paper reports the results of a portion of a more comprehensive study on the effect of correction for random error of measurement in both the criterion and the predictor and/or various forms of restriction of range on the parameters [e.g. p[X,Y], β[Y|X], σ[Y|X]] required to specify and justify a selection procedure. The objective of this paper is to determine the effect of a joint correction for criterion unreliability and Case 2 restriction of range on the validity coefficient. Results are depicted graphically and discussed. Opsomming Hierdie artikel rapporteer die resultate van 'n gedeelte van 'n meer omvattende studie oor die effek van korreksies vir toevallige metingsfout in beide die kriterium sowel as die voorspeller en/of verskeie vorms van inperking van variasiewydte op die parameters [bv. p[X,Y], β[Y|X], σ[Y|X]] wat vereis word ten einde 'n seleksieprosedure te spesifiseer en te regverdig. Die doel met die artikel is om die effek van die gesamenflike korreks...
SA Journal of Industrial Psychology
The purpose of this study was to validate Schroder’s High Performance Leadership Competencies (HP... more The purpose of this study was to validate Schroder’s High Performance Leadership Competencies (HPLCs), measured by a specially designed In-basket, against multiple criteria. These consisted of six measures of managerial success, representing managerial advancement and salary progress criteria, and a newly developed comprehensive measure of work unit performance, the Performance Index. An environmental dynamism and complexity questionnaire served as moderator variable. Results indicated disappointing predictive validity quotients for the HPLCs as measured by an In-basket, in contrast to satisfactory predictive and construct validity obtained in previous studies by means of a full assessment centre. The implications of the findings are discussed and suggestions are made for improving the validity of the In-basket. Opsomming Die doel van hierdie studie was die validering van Schroder se Hoëvlak Leierskapsbevoegdhede, gemeet deur ‘n spesiaal ontwerpte Posmandjie, teen veelvoudige kriter...
IEE Colloquium on Digitally Compressed TV by Satellite
This paper presents a method for determining the critical bit rate required for digitally compres... more This paper presents a method for determining the critical bit rate required for digitally compressed video sequences, as a function of subjective picture complexity, while acceptable subjective picture quality is maintained. The methods used for the subjective picture quality and subjective picture complexity assessments are presented. The results lead to a graphical method for determining the critical bit rate for
SA Journal of Industrial Psychology
Leadership and interpersonal trust are critical issues for the survival of organisations. Both as... more Leadership and interpersonal trust are critical issues for the survival of organisations. Both aspects have been researched thoroughly, but the role organisational justice might play in this relationship has been largely ignored. The purpose of this study was to investigate the relationship between transformational and transactional leadership and interpersonal trust, and whether organisational justice plays a mediating role. Through LISREL analysis, it was found that interactional justice played a greater role in the relationship between transformational leadership and trust than procedural justice. Distributive justice mediated the relationship between transactional leadership and trust. Opsomming Leierskap en interpersoonlike vertroue is kritieke vraagstukke vir die oorlewing van organisasies. Beide aspekte is reeds deeglik nagevors, maar die rol wat organisatoriese geregtigheid in hierdie verband kan speel, is grootliks nagelaat. Die doel van hierdie studie was om die verband tu...
South African Journal of Psychology, Jun 1, 2002
Australasian Marketing Journal (AMJ), 2015
SA Journal of Industrial Psychology
SA Journal of Industrial Psychology, 2004
The aim of this study was to develop a generic work unit performance measure that can be utilised... more The aim of this study was to develop a generic work unit performance measure that can be utilised in private, public and non-profit work units. Development of such a questionnaire, called the Performance Index (PI) comprised three steps, namely deciding on a baseline structure for the model; verifying the model and dimensions through subject expert feedback; and consolidating the model and refining the questionnaire. The sample consisted of 60 units rated on a 360 basis by 257 respondents. Item and dimensionality analysis, followed by confirmatory factor analysis utilising LISREL produced acceptable model fit. Overall, results provided reasonable psychometric support for the Performance Index. Opsomming Die doel van die studie was om ’n generiese werkeenheid- prestasiemeting te ontwikkel wat in privaat, openbare en nie-winsgerigte organisasies gebruik kan word. Die ontwikkeling van die vraelys, die Prestasie-Indeks (PI) het drie stappe behels, naamlik om te besluit op ’n onderliggen...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2013
This study proposes major changes to the Burke and Litwin (1992) leadership, change, and performa... more This study proposes major changes to the Burke and Litwin (1992) leadership, change, and performance model against the background of significant changes in the external environment and new developments in business management. Improvements include, first, a more logical structuring without being subject to a specific leadership paradigm - a limitation that caused distortions in the original model. Second, by incorporating business processes reengineering, the strategy pillar of the adapted model has been significantly rationalised and strengthened. Third, culture is expanded to a fully-fledged pillar in the model, while human capital is included due to its growing contribution to organisational effectiveness and performance. Fourth, by modelling external contextual factors surrounding the adapted model, the new model systematically explores the interaction between leadership and the external environment. Understanding the impact of these dynamic factors is crucial in preventing well-...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2011
The leadership-for-performance framework designed by Spangenberg and Theron (2004) explains the s... more The leadership-for-performance framework designed by Spangenberg and Theron (2004) explains the structural relationships between leader competency potential, leadership competencies, leadership outcomes and the dimensions of organisational unit performance. The Performance Index (PI) and Leadership Behaviour Inventory (LBI) comprise the leadership-for-performance range of measures. The PI was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain the manner in which the various latent leadership dimensions comprising organisational unit performance are structurally inter-related. Preliminary research suggests that the basic PI structural model may have to be refined. Future research on the PI model can, however, only be justified if the basic PI structural model is shown to be structurally invariant across independent samples from the target population. To tes...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2016
The Performance Index (PI) was developed as a comprehensive criterion measure of unit performance... more The Performance Index (PI) was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain how the various latent unit performance dimensions comprising organisational unit performance are structurally inter-related. Preliminary research suggests that the basic PI structural model might have to be refined. Continued research into this can only be justified, however, if the basic PI structural model is shown to be structurally invariant across independent samples from the target population. As a necessary methodological precursor to the structural invariance study, Dunbar, Theron and Spangenberg (2011) demonstrated that the PI measurement model successfully cross-validated across two independent samples from the same population, and thus may be considered measurement invariant. A non-hierarchical taxonomy of structural invariance is proposed that distinguishes betwe...
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2012
Across-validation study of the Performance Index, Management Dynamics 20(3) 2011 : pp. 6, 11, 14 ... more Across-validation study of the Performance Index, Management Dynamics 20(3) 2011 : pp. 6, 11, 14 : erratum
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2005
Consistent evidence on the validity of the measurement and structural models underlying the Perfo... more Consistent evidence on the validity of the measurement and structural models underlying the Performance Index (PI), in conjunction with positive results on the Leadership Behaviour Inventory (LBI), paves the way for proceeding with the challenging task of explicating and evaluating a comprehensive leadership-unit performance structural model. However, in order to achieve this aim, the second order factor structure of the LBI needs to be established first, before attempting to unfold an integrated leadership unit performance structural model. Three theoretically justifiable hypotheses on the second-order factor structure of the LBI are derived. The most plausible hypothesis is tested empirically.
Management Dynamics : Journal of the Southern African Institute for Management Scientists, 2013
Apartheid policies and practices left South Africa with a serious skills shortage across most ind... more Apartheid policies and practices left South Africa with a serious skills shortage across most industries and an under-representation of Black South Africans in the formal economy. These problems are fundamentally due to the problem that knowledge, skills and abilities are not uniformly distributed across all races. Historically, but unfortunately still to some degree today, previously disadvantaged South Africans had less access to skills development and educational opportunities than their White counterparts. This knowledge inequality has to be addressed with great urgency. Affirmative action development initiatives should form part of the solution. A need therefore exists to identify the individuals who would gain maximum benefit from such affirmative action skills development opportunities and to create the conditions that would optimise learning performance. To achieve this, an understanding is required of the complex nomological network of latent variables that determine learni...
South African Journal of Business Management
In essence, this article discusses ways to ensure continued relevance of Performance Management i... more In essence, this article discusses ways to ensure continued relevance of Performance Management in fast-changing environmental and organisational realities. It starts with the rationale for moving from performance appraisal to Performance Management. In view of some persisting problems with regard to Performance Management, a systems approach to help alleviate these problems is discussed. The current status of Performance Management is reviewed, based on international surveys and a recent report on the way Performance Management best-practice organisations utilise the system. In view of this information, the Systems Model of Performance Management is adapted. The paper is concluded with a discussion and recommendations for future research.
South African Journal of Business Management
The Centre of Leadership Studies developed a model that defines and describes leadership behaviou... more The Centre of Leadership Studies developed a model that defines and describes leadership behaviour required for creating an ethical and high performing organisation. Purposefully building an ethical organisational environment is a prerequisite for ethical organisational behaviour. To be an ethical high performance leader, a person must be both an effective leader and a leader of ethics. The purpose of this study is to develop a 360° instrument that can be used to assess the quality of ethical leadership of middle, senior and executive managers in public, private and not-for-profit organisations. The results reported here provide reasonable support for the use of the ELI. The possibility of causal influences existing amongst specific first-order leadership dimensions, however, needs to be investigated.
South African Journal of Business Management
Ethical leaders are ultimately responsible for developing a strong and sustainable ethical climat... more Ethical leaders are ultimately responsible for developing a strong and sustainable ethical climate in organisations. Ethical values and the ability to influence followers to internalise these values have become prerequisites for effective leadership in modern organisations. Although ethics, leadership, and values have received much attention, there has been little coordinated effort to integrate transformational leadership with ethical climate and ethical values. The aim of this study was to develop and validate a theoretical model to explain the structural relationships between these variables in the South African business context. The results revealed that altruism influences transformational leadership positively, and that transformational leadership in turn has a positive effect on ethical climate. Some support was also found for the proposition that integrity moderates the effect of transformational leadership on ethical climate.
SA Journal of Industrial Psychology
A multidimentional scaling study of personnel consultancy groups in South Africa. Ten 12x12 symet... more A multidimentional scaling study of personnel consultancy groups in South Africa. Ten 12x12 symetric dissimilarity matrices of inter personnel consultant comparisons were submitted to weigthed multidimensional scaling. Vector and ideal point models were used to relate preference and con- sultant attributes to the group stimulus space. Results indicate that the hypothetical ideal consultant differs significantly from existing consultancies and that there exists a partial incongruence between the attributes used spontaneously when comparing a number of consultancies and the critical consultant attributes identified in the literature. Recommendations for further research are made. Opsomming Tien 12x12 simmetriese dissimilariteitsmatrikse van interpersoneelkonsultante-beoordelings is onderwerp aan matriksgeweegde multidimensionele skating. Vektor n "ideal point" modelle is gebruik om voorkeur en konsultantattribute met die groepstimulusruimte in verband te bring. Resultate dui...
SA Journal of Industrial Psychology
This paper reports the results of a portion of a more comprehensive study on the effect of correc... more This paper reports the results of a portion of a more comprehensive study on the effect of correction for random error of measurement in both the criterion and the predictor and/or various forms of restriction of range on the parameters [e.g. p[X,Y], β[Y|X], σ[Y|X]] required to specify and justify a selection procedure. The objective of this paper is to determine the effect of a joint correction for criterion unreliability and Case 2 restriction of range on the validity coefficient. Results are depicted graphically and discussed. Opsomming Hierdie artikel rapporteer die resultate van 'n gedeelte van 'n meer omvattende studie oor die effek van korreksies vir toevallige metingsfout in beide die kriterium sowel as die voorspeller en/of verskeie vorms van inperking van variasiewydte op die parameters [bv. p[X,Y], β[Y|X], σ[Y|X]] wat vereis word ten einde 'n seleksieprosedure te spesifiseer en te regverdig. Die doel met die artikel is om die effek van die gesamenflike korreks...
SA Journal of Industrial Psychology
The purpose of this study was to validate Schroder’s High Performance Leadership Competencies (HP... more The purpose of this study was to validate Schroder’s High Performance Leadership Competencies (HPLCs), measured by a specially designed In-basket, against multiple criteria. These consisted of six measures of managerial success, representing managerial advancement and salary progress criteria, and a newly developed comprehensive measure of work unit performance, the Performance Index. An environmental dynamism and complexity questionnaire served as moderator variable. Results indicated disappointing predictive validity quotients for the HPLCs as measured by an In-basket, in contrast to satisfactory predictive and construct validity obtained in previous studies by means of a full assessment centre. The implications of the findings are discussed and suggestions are made for improving the validity of the In-basket. Opsomming Die doel van hierdie studie was die validering van Schroder se Hoëvlak Leierskapsbevoegdhede, gemeet deur ‘n spesiaal ontwerpte Posmandjie, teen veelvoudige kriter...
IEE Colloquium on Digitally Compressed TV by Satellite
This paper presents a method for determining the critical bit rate required for digitally compres... more This paper presents a method for determining the critical bit rate required for digitally compressed video sequences, as a function of subjective picture complexity, while acceptable subjective picture quality is maintained. The methods used for the subjective picture quality and subjective picture complexity assessments are presented. The results lead to a graphical method for determining the critical bit rate for
SA Journal of Industrial Psychology
Leadership and interpersonal trust are critical issues for the survival of organisations. Both as... more Leadership and interpersonal trust are critical issues for the survival of organisations. Both aspects have been researched thoroughly, but the role organisational justice might play in this relationship has been largely ignored. The purpose of this study was to investigate the relationship between transformational and transactional leadership and interpersonal trust, and whether organisational justice plays a mediating role. Through LISREL analysis, it was found that interactional justice played a greater role in the relationship between transformational leadership and trust than procedural justice. Distributive justice mediated the relationship between transactional leadership and trust. Opsomming Leierskap en interpersoonlike vertroue is kritieke vraagstukke vir die oorlewing van organisasies. Beide aspekte is reeds deeglik nagevors, maar die rol wat organisatoriese geregtigheid in hierdie verband kan speel, is grootliks nagelaat. Die doel van hierdie studie was om die verband tu...
South African Journal of Psychology, Jun 1, 2002
Australasian Marketing Journal (AMJ), 2015
SA Journal of Industrial Psychology