Die primere doelstellings van die navorsing is om die verband
tussen persoonlikheid en toesighouersukses te bepaal.
Persoonlikheid is deur die 16-Persoonlikheidsfaktorvraelys
( 16PF) en toesighouersukses deur 'n prestasiebeoordelingstelsel
gemeet. 'n Literatuurstudie van persoonlikheidsteoriee en vorige
navorsing is gebruik om die verwantskap tussen persoonlikheid
en werksukses te verifieer en die navorsingsbehoefte aan te dui.
Die steekproef is 74 toesighouers, hoofsaaklik blanke mans, by
'n fabriek van 'n suiwelvervaardigingsmaatskappy. Die
verwantskap tussen die 16PF-resultate en toesighouersukses is
statisties deur Pearson en Spearman se
Produkmomentkorrelasiemetode, Standaard en Stapsgewyse
meervoudige regressie en T-toetse vir onafhanklike groepe
bepaal.
Die resultate toon dat slegs faktore B, C, L, 0, Q4 en die
tweedeordefaktor QII van die 16PF 'n beduidende verband met
toesighouersukses het. Dit is bevind dat ouderdom,
ondervinding en kwalifikasie nie die verwantskap tussen
persoonlikheid en toesighouersukses be'invloed nie. Hoewel
hierdie bevindinge nie veralgemeen kan word nie, moet
persoonlikheid wel deeglik by die evaluering van personeel, byvoorbeeld in seleksie, oorweeg word.
The aim of the research is to establish the relationship between
personality and supervisor success. Personality was measured
with the 16-Personality Factor Questionnaire (16PF) and
supervisor success through a performance measuring system. A
literature study was done to verify the relationship between
personality and work success.
The sample consisted of 74 supervisors, mainly white males,
working at a dairy factory. The relationship between the 16PF
results and supervisor success has been statistically established
through Pearson and Spearman's Product-moment correlation
method, standard and stepwise multiple regression analysis and
T-tests for independent groups.
The results show that factors B, C, L, 0, Q4 and the second
order factor QII of the 16PF has a meaningful relationship with
supervisor success. It was found that age, qualifications and
experience do not influence the relationship between personality
and supervisor success. The findings cannot be generalized but
personality can be taken into consideration when evaluating
employees, for example in selection.
