This study examines the interactive relationship between three dimensions of safety climate (management commitment to safety, priority of safety, and pressure for production), and their impact on risk behavior reported by employees. The sample consisted of 623 employees from a chemical manufacturing organization in South Africa. Hierarchical regression analyses were carried out to test the direct effects and the interaction effect of the three safety climate dimensions on risk behavior. The results showed that, as expected, employees' risk behavior was negatively related to management commitment to safety and priority of safety and positively related to pressure for production. Moreover, as expected, the three-way interaction between management commitment to safety, priority of safety and pressure for production was significant. When pressure for production was high, management commitment to safety was positively related to risk behavior, regardless of level of priority of safety on plant. When pressure for production was low, the effect of management commitment to safety on risk behavior was nullified under conditions of high, as compared to low priority of safety on plant. These findings highlight the importance of managerial commitment to safety in contexts where employees experience tensions between production deadlines and safety procedures.

The purpose of this study was to validate the Learning Transfer System Inventory (LTSI) in the South African context. The sample used in this study was a convenience sample of 240 employees working for a Banking group. Exploratory factor analysis of the LTSI was used to determine if an interpretable factor structure of latent transfer system constructs when applied in the South African context could be identified. From the results it appears that the factor structure of the LTSI, as revealed by means of the exploratory approach, appears differently in the South African context.

The objective of this study was to develop a model that assists organisations in implementing performance management effectively. A model describing the philosophical paradigm underpinning best practice in performance management and the criteria for effective implementation of performance management was developed. The sample used in this study was a convenience sample of 615 employees. Exploratory factor analysis revealed three reliable philosophical dimensions. Moderate correlations were found between the three dimensions and some of the implementation criteria

The primary objective of this study was to assess whether there is a relationship between increasing levels of knowledge about HIV/AIDS and perceptions of discriminatory attitudes and behaviour towards people with HIV/AIDS. Employees (3662) from a large accounting firm were exposed to a survey and a response rate of 41% or 1532 was received. The secondary objective of the study was to determine whether there were any statistically significant differences in the mean difference of knowledge scores of groups created in terms of the different biographical variables. ANOVA’S (to determine the significance of differences between the means), t-tests (two groups only) and F-statistics were used for the analysis. Given the large sample size an F-test is not conclusive and the effect of the difference in sample size needs to be taken into account. For this reason it was also necessary to look at the Partial Eta Squared. Results indicate that respondents are generally knowledgeable about the prevention and transmission of HIV/AIDS and that respondents’ level of knowledge correlates negatively with discriminatory practices

The purpose of this study was to identify learning transfer variables impacting on learning transfer using the Learning Transfer System Inventory (LTSI). The secondary objective was to determine if there are any statistically significant differences in the mean transfer variable scores between geographical areas, years of service, age groups, sex, qualifications and language groups. The sample used in this study was a convenience sample of 240 employees working for a Banking group. Analysis of variance (ANOVA), Multivariate analysis of variance (MANOVA) and posthoc tests were used to analyse the data. The results show that, while age and gender do not have an impact on the learning transfer factors, level of education, home language and both length of service within the organisation and in the current position do. Geographic area also impacts on learning transfer indicators. Effect sizes, however, are small to moderate