Orientation: Assessing and developing managerial decision-making capability in a complex and volatile marketplace is imperative for most South African businesses. Purpose: The objective of this study was to assess the test–retest reliability of the career path appreciation (CPA) procedure in assessing current and potential levels of work decision-making capability. The study also explored whether different gender and race groups differed significantly in terms of these levels at two CPA assessments. Motivation for the study : Limited recent test–retest research has been done regarding the reliability of the CPA technique as a tool for measuring the work decision-making capability of professional and managerial talent in the South African context. Scholars and practitioners in the field of industrial psychology could therefore benefit from follow-up research into the reliability of CPA. Research approach, design and method : The research followed an ex post facto correlational design using longitudinal data of a non-probability purposive sample ( N = 527) within the Bioss SA database. Main findings : The results showed that the participants’ first CPA assessment scores correlated significantly and positively with their second CPA assessment scores. Gender and race groups differed significantly in their levels of current work decision-making capability at both assessments. Practical/managerial implications: The CPA procedure can be used with confidence as an assessment tool in the selection, mentoring and development of high-potential managerial and professional talent for diverse gender and race groups. Contribution/value-add : These findings contribute valuable information regarding the reliability of CPA and the differences between race and gender groups in the South African context.

https://uir.unisa.ac.za/bitstream/handle/10500/14204/oosthuizenassessing.pdf?sequence=1

Assessing the Test-Retest Reliability of Career Path Appreciation as a Measure of Current and Potential Work Decision-Making Capability

Effective leaders who have the capacity to solve complex, strategic business problems are a key differentiator in the new world of work. As external environmental changes converge with internal organisational shifts, the need for a strong bench of leaders becomes critical in driving profitable growth. This study explores the relationship between personality and the capacity to think strategically, an important component of managing the complexity of the emerging environment. Based on the California Psychological Inventory and Career Path Appreciation assessments of 256 managers and executives, the existence of relationships between a number of personality factors and the respondents' future potential capability (FPC) were tested to identify which personality factors are predictors of the potential to think strategically. Anchored in Complexity Leadership Theory (CLT), this research builds on the leadership functions of CLT to provide new insight into the role of individual characteristics in the ability to think strategically. The consolidated findings identified Dominance, Flexibility, Achievement via Independence, Psychological Mindedness and Self-Acceptance as key constructs in the ability to think strategically. These outcomes sharpen the new leadership profile and enable the development of tools that can directly improve the organisation's ability to identify, attract, select and develop leaders who are proficient in the emergent, complex context.

/pdf/the-relationship-between-personality-and-the-capacity-to-2si4hhsxul.pdf

The relationship between personality and the capacity to think strategically

A research report submitted to the Faculty of Humanities
University of the Witwatersrand
In partial fulfilment of the requirements for the degree of
Masters of Arts in Organisational Psychology

The risk of psychological derailment in complex environments

/pdf/assessing-the-accuracy-of-the-growth-in-theoretical-2xlk3o6u40.pdf

Assessing the accuracy of the growth in theoretical capability as predicted by the career path appreciation (cpa) 1 vs cpa 2

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Assessing the accuracy of the growth in theoretical capability as predicted by the career path appreciation (cpa) 1 vs cpa 2