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Development of an abbreviated job evaluation scale
Bibliography: pages 95-99.
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| Format: | Thesis |
| Language: | English |
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Organisational Psychology
2016
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| _version_ | 1867613289185280000 |
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| access_status_str | Open Access |
| author | Badenhorst, Johan Barend |
| author2 | Kellerman, A M |
| author_browse | Badenhorst, Johan Barend Kellerman, A M |
| author_facet | Kellerman, A M Badenhorst, Johan Barend |
| author_sort | Badenhorst, Johan Barend |
| collection | Thesis |
| description | Bibliography: pages 95-99. |
| format | Thesis |
| id | oai:open.uct.ac.za:11427/16399 |
| institution | University of Cape Town (South Africa) |
| language | eng |
| last_indexed | 2026-06-10T12:33:45.686Z |
| license_str | Not specified — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UCTD — University of Cape Town Open Access Repository |
| publishDate | 2016 |
| publishDateRange | 2016 |
| publishDateSort | 2016 |
| publisher | Organisational Psychology |
| publisherStr | Organisational Psychology |
| record_format | dspace |
| source_str | UCTD — University of Cape Town Open Access Repository |
| spelling | oai:open.uct.ac.za:11427/16399 Development of an abbreviated job evaluation scale Badenhorst, Johan Barend Kellerman, A M Industrial and Organisational Psychology Bibliography: pages 95-99. The aim of this study was to determine the value of individual job evaluation factors as predictors of the total value of jobs to develop an abbreviated job evaluation scale in a large assurer in South Africa. This would enable the streamlining of the' organization's existing internally developed job evaluation system. A total of thirteen jobs, evaluated by three raters at two committee meetings were analyzed using Kendall's coefficient of concordance (W} and Pearson's product-moment coefficient of correlation (r) to determine interrater reliability. A total sample of 282 jobs at middle management was drawn from the organization's bank of 1200 job evaluation records and 188 jobs were analyzed. Firstly the intensity of the correlation between the individual factor scores and total job scores was measured and, using the Pearson product-moment coefficient .of correlation (r) it was found to be significant. Secondly, factor analysis determined three underlying factors in the system, Effort, Skill and Responsibility, which were used to form the basis for building a prediction model. Thirdly, stepwise regression, performed to determine at which point the addition of extra individual factor scores would not produce a significant difference to the coefficient of determination (R2 ), isolated Competence, Decision level and Interaction as optimum combination. Using multiple linear regression and the aspects, identified above, total job scores were predicted using the balance of the sample of 94 jobs. 2016-01-15T14:17:01Z 2016-01-15T14:17:01Z 1987 Master Thesis Masters MA http://hdl.handle.net/11427/16399 eng application/pdf Organisational Psychology Faculty of Commerce University of Cape Town |
| spellingShingle | Industrial and Organisational Psychology Badenhorst, Johan Barend Development of an abbreviated job evaluation scale |
| thesis_degree_str | Master's |
| title | Development of an abbreviated job evaluation scale |
| title_full | Development of an abbreviated job evaluation scale |
| title_fullStr | Development of an abbreviated job evaluation scale |
| title_full_unstemmed | Development of an abbreviated job evaluation scale |
| title_short | Development of an abbreviated job evaluation scale |
| title_sort | development of an abbreviated job evaluation scale |
| topic | Industrial and Organisational Psychology |
| url | http://hdl.handle.net/11427/16399 |
| work_keys_str_mv | AT badenhorstjohanbarend developmentofanabbreviatedjobevaluationscale |