Original Research

Die meting van die invloed van organisasiegrootte op bruin werkers se houdings en gedrag

R. van der Bank
SA Journal of Industrial Psychology | : Perspectives on Industrial Psychology| a360 | DOI: https://doi.org/10.4102/sajip.v0i0.360 | © 1985 R. van der Bank | This work is licensed under CC Attribution 4.0
Submitted: 29 November 1985 | Published: 29 November 1985

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R. van der Bank, Universiteit van Wes-Kaapland, South Africa

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Abstract

A survey of the literature indicates inconsistencies regarding the influence of size of organizations on variables such as efficiency of personnel selection systems, training, labour turnover, job absenteeism, job efficiency and so forth. In the Western Cape ten "large" factories were selected (number of Coloured workers 300 or more) and compared with 17 "small" factories (number of Coloured workers less than 50). By means of t-tests, statistical significant differences were found in respect of the following variables on which large organizations appeared more favourable: 1) more selection techniques are used; 2) selection programmes are more effective; 3) more training techniques are used; 4) training programmes are more effective; 5) workers are more satisfied; 6) the average job adjustment for workers are higher, and 7) workers are more satisfied with their salaries or wages. However, no significant differences were found in respect of labour turnover, absenteeism and job needs.

Opsomming
'n Oorsig van die literatuur dui daarop dat bevindinge onkonsekwent is wat betref die invloed van die grootte van organisasies op veranderlikes soos die doeltreffendheid van personeel-keuringstelsels, opleiding, arbeidsomset, werkafwesigheid, werkdoeltreffendheid en so meer. In Wes-Kaapland is tien "groot" fabrieke geselekteer (aantal bruin werkers 300 of meer) en vergelyk met 17 "klein" fabrieke (aantal bruin werkers minder as 50). Met behulp van t-toetse is statisties beduidende verskille gevind ten opsigte van die volgende veranderlikes waarvolgens groot organisasies meer gunstig vertoon: 1) meer keuringstegnieke word gebruik; 2) die doeltreffendheid van die keurings-programme is hoër; 3) meer opleidingstegnieke word gebruik; 4) opleidingsprogramme is meer doeltreffend; 5) werkers is meer tevrede; 6) werkers se gemiddelde beroepsaanpassing is beter, en 7) werkers is meer tevrede met hul salarisse of lone. Geen betekenisvolle verskille is egter gevind ten opsigte van arbeidsomset, werkafwesigheid en werkbehoeftes nie.


Keywords

Organisasiegrootte; Houdings; Gedrag

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