M.Tech. Business Administration. Business School. / Only a minority of companies invest resources in the task of creating an effective repatriation programme, even though repatriation is more challenging than expatriation. A qualitative method was chosen and was conducted on two South African multinational companies (MNCs), AEL and Telkom to establish the extent to which these companies' repatriation programmes comply with international models of repatriation. The conclusions drawn from this study are that the two South African MNCs do not have formal repatriation programmes and management of repatriates needs to be further implemented within the company. For example an articulated process consisting of the three different steps: before, during and after the assignment should be elaborated for the company to reduce anxiety and repatriation turnover.

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

Abstract A Kleinian Analysis of Organisations: Implications for Employee Health and Well-Being. This dissertation considers research that was conducted into the impact of organisational style of operation upon the health and well-being of individual employees. A Kleinian analysis of organisations, from a psychoanalytic perspective, highlights the defining characteristics of different organisations within the study. The intent of the thesis is to argue that the different types of organisations impact upon the health and well-being of their employees. Six organisations were studied using both qualitative and quantitative methods. Extensive interviews were conducted with 120 employees from those organisations. A Kleinian Analysis Questionnaire and a Kleinian Analysis Rating Scale (new psychoanalytic techniques aimed at promoting dialogue with employees) assisted in the analysis and positioning of the organisations. The findings suggested that organisations can be distinguished in Kleinian terms and that these differences produce a range of health effects for employees. In the qualitative parts of this research extensive discussions took place with the employees of organisations considered to be in either the Depressive position or the Paranoid – Schizoid positions. Using the Kleinian Analysis Questionnaire (KAQ), a great deal was revealed about the emotional lives of their organisations and the impact of these realities on their own individual emotional lives and on their mental and physical health. Organisational employee assistance programs (EAPs) were considered in terms of how support was extended to employees within the studied organisations and how the efficacy and utilization of EAPs were affected by organisational classification of either Depressive or Paranoid-Schizoid. A range of quantitative measures were employed in the study and included the broad health measures SF-36, the Satisfaction With Life Scale (SWLS), the Schedule for the Evaluation of Individual Quality of Life - Direct Weighting (SEIQoL-DW) and the Work Environment Scale (WES). Employees in the Depressive organisations described their workplaces as open, encouraging, creative, flexible and democratic in process. They described how the stated values and mission statements of their organisations were consistent with their own personal values and how their work as described by Gabriel (2002) enhanced their sense of self esteem and self image. There were abundant examples of their organisations providing support, described in psychoanalytic terms as ‘containment’. The quantitative results, in part, supported the qualitative results by demonstrating that the employees of Depressive organisations had a better rate of recovery from psychological issues arising from personal and workplace matters. In contrast, employees from Paranoid – Schizoid organisations described their workplaces as defensive, blaming, scapegoating, rigid and concrete, where organisational behaviour was often inconsistent with the organisation’s stated values and mission statements. They described some of the competitive activity as inconsistent with their own personal values and at times giving rise to anxiety. This discord had reflections on the emotional health of individuals. This was borne out in the quantitative aspects of the study which also found that the mental health of individuals and their rate of recovery from psychological issues were adversely affected by the lack of ‘containment’ afforded to them by their organisations. The results strongly demonstrated the value of EAPs as mechanisms of support for employees and revealed differences in the impact upon health and well-being of employees between the two Kleinian organisational types in addition to differences in the levels of utilization and involvement. Keywords: Kleinian Analysis; Health Implications; Employee Assistance Programs; Containment Australian and New Zealand Standard Research Classifications (ANZSRC): 150305:50%; 150311:25%; 179999:25%

Thesis (MPhil)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: This study investigates the employee perceptions towards outsourcing of HIV/AIDS services in a retail working environment. Thirty participants were included using a self-administered questionnaire. The questionnaire assessed attitudinal disposition through questions aimed testing knowledge, preferences and environmental factors influencing perception towards alternative HTC service centres. Results show employees have positive perceptions towards the utilisation of external HTC and welfare services compared to those offered on-site. On-site employer initiated HTC services through mobile testing facilities are perceived as failing to offer privacy, anonymity and security of continued employment as testing outside the employer’s premises would provide. Outsourced services such as public hospitals or clinics are seen to offer better testing environment because of their natural health settings and non-association with the employer whose motives for providing testing services in the workplace are held in suspicion. Ninety four per cent of the employees expressed desire to have HTC services provided in the workplace. Potential utilisation level of such services dropped to 33% among these employees with 50% indicating a desire to use external health services providers. This disparity is explained by the negative environmental and social factors prevailing in the workplace which make access to HTC difficult. Recommendations for improving employee attitudes towards on-site HTC services include implementing educational programs to reduce peer stigma, scepticism to employer motives for initiating health intervention programs and demonstrating fair employment practices which do not associate HIV status with different treatment in the workplace. There is also a need for companies to plan around facilitating employee use of public health facilities even when they have on-site services to promote a perception of holistic care towards employees. / AFRIKAANSE OPSOMMING: Nie beskikbaar.

The objective of the research study is to determine, whether Cape Medical Plan has the need for an employee assistance program, the content of such a program, as well as the important principles which are to be considered when implementing an employee assistance program within the organisation. The investigation consisted of 26 staff members participating, of which 9 were managers and 17 employees. With reference to the empirical investigation, it was concluded that a recommendation be made that a formal policy in terms of an employee assistance program be compiled; and be championed by the Human Resource Manager. A model, that will meet the needs of the company, should be followed, to ensure the successful implementation of an employee assistance program. / Social Work / M.Diac. (Social Work)

The need for personal guidance was identified amongst senior primary school pupils within a specific environment but no applicable programme was found and a programme needed to be designed. A literature study investigated the development of senior primary children, the field of guidance and five need areas to include in a guidance programme. Guidelines for designing a programme were also identified. An empirical study examined guidance needs of the pupils through a questionnaire administered to them, their parents, teachers, and older pupils_. Senior primary pupils were not able to provide clear information as to their needs. Older pupils and parents did identify certain need areas. Based on this, and on the literature, plans . to draw up a guidance programme to include all five need areas could continue. An introductory programme would also be run for parents and senior primary pupils. / Psychology of Education / M. Ed. (Psychology of Education)

M.A. / Employee Assistance Programs (EAP) can be defined as programs, sponsored by management and labor, that are specifically designed to identify and assist employees and their families with various difficulties that impair personal and occupational functioning. Adventist Community Services (ACS) is a welfare organization that identified the need within the organization for such a program. A needs assessment to determine the specific needs of employees and volunteers with regard to such a program is however necessary before it can be designed. The aim of this study is therefore to conduct an exploratory investigation into the needs of ACS employees and volunteers with regards to an EAP. The objectives of the study were firstly to determine the level of social functioning of respondents by using 25 subscales of the Multi-Problem Screening Inventory. From the analysis of the data gained through this instrument areas of concern (for example, self-esteem, depression, partner relationships, etc.)were identified that are to be incorporated in an EAP for the organization. Secondly, the Index of Job Satisfaction was administered in order to establish the level of job satisfaction of respondents. The majority of respondents reported a clinically significant level of job dissatisfaction, which provides a base line measurement for later evaluation of the EAP to be designed, as well as an indication of the necessity of such a program. The last objective of this study was to give clear guidelines for the development of an EAP for ACS,. including the structure and content of such a program. An inhouse model providing a comprehensive range of services is recommended and specific areas of emphasis were identified (for example, time management and productivity, etc.). The literature review that was embarked on for this study served as a theoretical basis for the study as well as for the designing of an additional questionnaire. This questionnaire was used to gather demographic information and practical details about the implementation of an EAP.

Submitted in partial fulfillment of the requirements for the Degree of Master of Human Resources, Durban University of Technology, Durban, South Africa, 2017. / The aim of this study was to assess the employee assistance programme related to substance abuse within a selected private hospital in KwaZulu Natal. A paucity of information within the South African context on how employees with substance abuse problems were being managed within the workplace provided the motivation for this study. The objective of this study was to evaluate existing employee assistance programmes, the line manager model and existing human resource policies and procedures within the selected private hospital. The research design adopted a mixed method approach using a questionnaire, followed by an interview based on findings of the questionnaires. The intended sample size was 185 out of 460 staff and the final return of questionnaires was 219. Of significance is the response rate of over a 40% which implies a margin error of 5%. The data was analysed using the computerised Statistical Program for Social Sciences (SPSS version 22.0 for Windows). This study concluded with the findings that emerged from the research. The findings suggest that employees with substance abuse problems are not being effectively managed and that there are no awareness models apart from the employee wellness provider. The limit of the employee wellness provider is that it markets “employee wellness” rather than an emphasis on substance abuse. A suggestion is that the human resource department and the wellness provider partner in inspiring a substance abuse prevention and assistance campaign. Another recommendation highlights the training of all line managers in identification of recognising employees with substance abuse problems prior to work performance being affected. The study concluded with suggestions for future research in this field. / M

M.A. / Health problems, physical and mental, in industry have an enormous influence on productivity of organisations in South Africa. Certain models of stress implied the perspective that many stressors may serve as possible inputs into the system, for example remuneration, substance abuse, teamwork, management support, change and self control. Outputs from the system include aspects such as accidents, illness, low productivity levels and psycho-social problems. The problem is that illness and absenteeism often have unspecific causes and a complex interaction perspective has been developed in looking at the employee as system in his working environment.

The purpose of this study was to determine the extent to which academically successful first-generation college students, compared to academically successful non-first-generation college students, used academic support programs provided by UNT and to measure their perception of the benefits of these programs. Differences were examined using information gathered from a Graduate Student Survey administered to students graduating in fall 2006 from the University of North Texas. Analysis of the data from the survey indicated that there was no statistical significance between the use and perception of benefit of academic support programs between the two groups. Overall, students that used academic support programs provided by the university believed they benefited from the programs they utilized. Both groups indicated that they believed the Math Lab provided the most benefit. The Graduating Student Survey also examined input, environment and output factors of academically successful first-generation and academically successful non-first-generation students. Again, both groups indicated similar responses to the questions asked. First-generation college students in this study were successful in graduating from the University of North Texas and utilized some of the resources provided by the university to do so.