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The development and evaluation of a partial generic individual non-managerial competency model
Thesis (MCom)--Stellenbosch University, 2025.
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Stellenbosch : Stellenbosch University
2025
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| _version_ | 1867613816952455168 |
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| access_status_str | Open Access |
| author | Adams, Dalin Enrique |
| author2 | Theron, Callie |
| author_browse | Adams, Dalin Enrique Theron, Callie |
| author_facet | Theron, Callie Adams, Dalin Enrique |
| author_sort | Adams, Dalin Enrique |
| collection | Thesis |
| dc_rights_str_mv | Stellenbosch University |
| description |
Thesis (MCom)--Stellenbosch University, 2025. |
| format | Thesis |
| id | oai:scholar.sun.ac.za:10019.1/131997 |
| institution | Stellenbosch University (South Africa) |
| last_indexed | 2026-06-10T12:42:09.814Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from SUNScholar — Stellenbosch University Repository |
| publishDate | 2025 |
| publishDateRange | 2025 |
| publishDateSort | 2025 |
| publisher | Stellenbosch : Stellenbosch University |
| publisherStr | Stellenbosch : Stellenbosch University |
| record_format | dspace |
| source_str | SUNScholar — Stellenbosch University Repository |
| spelling | oai:scholar.sun.ac.za:10019.1/131997 The development and evaluation of a partial generic individual non-managerial competency model Adams, Dalin Enrique Theron, Callie De Wet, Marietha Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. Organizational effectiveness -- Measurement Personnel management -- Evaluation Career development Employees -- Rating of UCTD Thesis (MCom)--Stellenbosch University, 2025. Adams, D.E. 2025. The development and evaluation of a partial generic individual non-managerial competency model. Unpublished masters thesis. Stellenbosch: Stellenbosch Univeristy [online]. Available: https://scholar.sun.ac.za/items/37048ff1-c651-447e-a0a2-2a6cd7e1ed0d ENGLISH SUMMARY: Organisations always look for ways to improve their employees’ performance, as the quantity and quality of products and services are highly dependent on the performance of these employees. To improve employee performance to this effect the person-centred and situational determinants of performance need to be understood. This study initiates the development of a generic non-managerial competency model based on the work of Myburgh (2013) and Botes (2019) that attempts to explain why performance differs from employee to employee in non-managerial positions. The long-term purpose is to eventually develop a valid generic actuarial prediction rule which could be used for selection in small organisations that cannot develop such an actuarial prediction rule themselves due to the unavailability of sufficiently large samples. The study focused on non-managerial employees from private and public sector organisations across South Africa. A survey method of collecting data was used. Organisations were approached through an institutional permission letter that had to be signed and stamped. Informed consent was obtained from respondents. As the study sought to obtain reasons for the variance in performance amongst non-managerial employees, the questionnaire asked questions about how well they thought they did their job, how they felt about their job, and how they saw themselves. The study managed to obtain a sample of 292 valid responses. Campbell and Wiernik's (2015) position that motivation, skill, and knowledge serve as key mediators in the relationship between all distal person-centred and situational latent variables and the dimensions of performance, provided a foundational point of departure for our theorising. This study hypothesised 11 person-centred latent variables as direct and indirect determinants of performance of a non-managerial employee on 3 latent competencies. A structural model was created illustrating 18 different path-specific hypotheses that collectively formed the overarching substantive research hypothesis. The explanatory latent variables that were used in the model included: Task motivation, the salience of the root needs of psychological ownership, the perceived presence of job characteristics, psychological safety, motivation to pursue the routes to psychological ownership, the three routes to psychological ownership, psychological ownership, declarative knowledge and procedural knowledge. The performance dimensions or competency variables included: task performance, effort and organisational citizenship behaviour. Good psychometric support was found for the majority of items representing the latent variables they were created to measure. The item parcel measurement model showed close model fit. Reasonable structural model fit was inferred from the reasonable fit of the comprehensive LISREL model. The analysis of the structural model parameter estimates showed that 12 out of 18 path-specific hypotheses were supported. Limitations were identified, recommendations were made for future research, practical managerial recommendations were made, and final comments were given. AFRIKAANSE OPSOMMING: Organisasies is voortdurend op soek na maniere om die prestasie van hul werknemers te verbeter aangesien die kwantiteit en kwaliteit van produkte en dienste sterk afhanklik is van die prestasie van hierdie werknemers. Om werknemerprestasie te verbeter moet die persoongesentreerde en situasionele determinante van prestasie verstaan word. Hierdie studie loods die ontwikkeling van ‘n generiese nie-bestuurs-bevoegdheidsmodel gebaseer op die werk van Myburgh (2013) en Botes (2019) wat poog om te verklaar waarom die prestasie van werknemers in nie-bestuursposisies van persoon tot persoon verskil. Die langtermyn oogmerk is om uiteindelik ‘n geldige generiese aktuariele voorspellingsreel te ontwikkel wat vir keuring gebruik kan word in klein ondernemings wat nie self so ‘n aktuariele voorspellingsreel kan ontwikkel nie weens die onbeskikbaarheid van groot genoeg steekproewe. Die studie fokus op nie-bestuurswerknemers in privaat- en openbare-sektor ondernemings in Suid Afrika. ‘n Steekproefopname-metode van data-insameling is gebruik. Ondernemings is deur middel van ‘n institusionele toestemmingsbrief genader wat geteken en gestempel moes word. Ingeligte toestemming is van respondente verkry. Aangesien die studie verklarings vir die variansie in prestasie gesoek het, het die vraelys vrae gestel oor hoe goed hulle dink hulle hul werk doen, hoe hulle oor hul werk voel, en hoe hulle hulself sien. Die studie het daarin geslaag om ‘n steekproef van 292 respondente te verkry. Campbell and Wiernik (2015) se standpunt dat motivering, vaardighede en kennis as sleutel mediators dien in die verwantskap tussen alle distale person-gesentreerde en situasionele latente veranderlikes en die dimensies van prestasie het as grondliggende vertrekpunt gedien in ons teoretisering. Die studie het 11 persoongesentreerde en situasionele latent veranderlikes as direkte en indirekte determinante van prestasie van nie-bestuurswerknemers op 3 latente bevoegdhede gepostuleer. ‘n Strukturele model is geskep wat 18 verskillende baanspesifieke hipoteses illustreer wat gesamentlik die oorkoepelende substantiewe navorsingshipotese gevorm het. Die verklarende latent veranderlikes wat in die model gebruik is sluit in: taakmotivering, die relevansie van die wortelbehoeftes van sielkundige eienaarskap, die waargenome teenwoordigheid van taakeienskappe, sielkundige veiligheid, motivering of die roetes na sielkundige eienaarskap na te streef, die drie roets na sielkundige eienaarskap, sielkundige eienaarskap, verklarende kennis, en prosedure kennis. Goeie psigometriese steun is vir die meerderheid items as verteenwoordigers van die latent veranderlikes waaraan hul toegewys is gevind. Die itempakkie-metingsmodel het goeie pasgehalte getoon. Redelike pasgehalte is vir die strukturele model afgelei uit die redelike pasgehalte van die omvattende LISREL model. Die ontleding van die strukturele model parameterskattings het aangetoon dat 12 uit 18 hipoteses gesteun is. Tekortkominge is geidentifiseer, aanbevelings vir verdere navorsing is gemaak, praktiese bestuursaanbevelings is gemaak en slotopmerkings is gemaak. Masters 2025-05-12T09:30:24Z 2025-05-12T09:30:24Z 2025-03 Thesis https://scholar.sun.ac.za/handle/10019.1/131997 Stellenbosch University xxii, 805 pages : illustrations, includes annexures application/pdf Stellenbosch : Stellenbosch University |
| spellingShingle | Organizational effectiveness -- Measurement Personnel management -- Evaluation Career development Employees -- Rating of UCTD Adams, Dalin Enrique The development and evaluation of a partial generic individual non-managerial competency model |
| title | The development and evaluation of a partial generic individual non-managerial competency model |
| title_full | The development and evaluation of a partial generic individual non-managerial competency model |
| title_fullStr | The development and evaluation of a partial generic individual non-managerial competency model |
| title_full_unstemmed | The development and evaluation of a partial generic individual non-managerial competency model |
| title_short | The development and evaluation of a partial generic individual non-managerial competency model |
| title_sort | development and evaluation of a partial generic individual non managerial competency model |
| topic | Organizational effectiveness -- Measurement Personnel management -- Evaluation Career development Employees -- Rating of UCTD |
| url | https://scholar.sun.ac.za/handle/10019.1/131997 |
| work_keys_str_mv | AT adamsdalinenrique thedevelopmentandevaluationofapartialgenericindividualnonmanagerialcompetencymodel AT adamsdalinenrique developmentandevaluationofapartialgenericindividualnonmanagerialcompetencymodel |