Evaluation of a pay-for-performance system at a South African university
Includes abstract. === Includes bibliographical references (leaves 39-44). === This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for so...
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ndltd-netd.ac.za-oai-union.ndltd.org-uct-oai-localhost-11427-118782020-10-06T05:10:47Z Evaluation of a pay-for-performance system at a South African university Emmett, Katharine Louw-Potgieter, Joha Organisational Psychology Includes abstract. Includes bibliographical references (leaves 39-44). This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components. 2015-01-10T06:43:57Z 2015-01-10T06:43:57Z 2009 Master Thesis Masters MCom http://hdl.handle.net/11427/11878 eng application/pdf University of Cape Town Faculty of Commerce Organisational Psychology |
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English |
format |
Dissertation |
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Organisational Psychology |
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Organisational Psychology Emmett, Katharine Evaluation of a pay-for-performance system at a South African university |
description |
Includes abstract. === Includes bibliographical references (leaves 39-44). === This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components. |
author2 |
Louw-Potgieter, Joha |
author_facet |
Louw-Potgieter, Joha Emmett, Katharine |
author |
Emmett, Katharine |
author_sort |
Emmett, Katharine |
title |
Evaluation of a pay-for-performance system at a South African university |
title_short |
Evaluation of a pay-for-performance system at a South African university |
title_full |
Evaluation of a pay-for-performance system at a South African university |
title_fullStr |
Evaluation of a pay-for-performance system at a South African university |
title_full_unstemmed |
Evaluation of a pay-for-performance system at a South African university |
title_sort |
evaluation of a pay-for-performance system at a south african university |
publisher |
University of Cape Town |
publishDate |
2015 |
url |
http://hdl.handle.net/11427/11878 |
work_keys_str_mv |
AT emmettkatharine evaluationofapayforperformancesystematasouthafricanuniversity |
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