abstract: ABSTRACT Perfectionism has been conceptualized as a relatively stable, independent, multidimensional personality construct in research during the last two decades. Despite general agreement that perfectionism is dimensional in nature, analyses using these instruments vacillate between a dimensional approach and a categorical approach (Broman-Fulks, Hill, & Green, 2008; Stoeber & Otto, 2006). The goal of the current study was two-fold. One aim was to examine the structural nature of two commonly used measures of perfectionism, the APS-R and the HFMPS. Latent class and factor analyses were conducted to determine the dimensions and categories that underlie the items of these two instruments. A second aim was to determine whether perfectionism classes or perfectionism factors better predicted 4 criterion variables of career indecision. Results lent evidence to the claim that both the APS-R and HFMPS are best used as dimensional, rather than categorical instruments. From a substantive perspective, results indicated that both positive and negative aspects of perfectionism successfully predicted career indecision factors. The study concludes with a discussion of limitations, and implications for future research and counseling individuals with career indecision concerns. / Dissertation/Thesis / Ph.D. Counseling Psychology 2013

Career psychology in South Africa has traditionally been constituted by assessment methods, counselling practices and research objectives of a modernist-positivist paradigm. This paradigm has been limited in its consideration and integration of the broad range of contextual factors that may influence the career development of individuals. This study is based on the Systems Theory Framework of career development, an overarching theoretical framework of career development that is able to acknowledge the complexity of career development processes and assist in engaging with contexts of that complexity. Seven Xhosa-speaking Black South African female university students were invited to story their career development within their unique individual contexts. In collaborating with the participants, the study adopted an exploratory collective case study research design. The My Systems of Career Influences reflection process was primarily used to obtain the qualitative data. Based on the need that arose in the career counselling process, the quantitative data were generated from the Values Scale (VS), the Life Roles Inventory (LRI), the Commitment to Career Choices Scale (CCCS), and the Jung Personality Questionnaire (JPQ). The study is particularly relevant given the growing need for the development of non-discriminatory career assessment and counselling collaborations between counsellors and clients who need to navigate unique and diverse South African contexts. Key words: career counselling, career development, constructivism, My System of Career Influences (MSCI), narrative career counselling, qualitative career assessment, South African female university students, storytelling approach, Systems Theory Framework (STF).

Body-In-White business forms part of the automotive industry. The industry is highly specialized and usually operates under tremendous pressure due to the competition within the industry as a result of an oligopolistic market, limited resources, short lead times and the contractual nature of the industry. The selected business has grown steadily over the last five years in terms of the number of employees that have been employed. It is said that employees are a business’s most important asset. How effectively a business is managed during growth and the relationship management has with the employees during that period are critical to a business in maintaining a competitive advantage. Effective management and sound employee relations could ensure the longterm profitability and sustainability of the business. This paper is intended to analyse the selected business to determine how effectively the business is managed and the state of employee relations within the business. Various aspects to effective management and employee relations are presented through a literature study in order to identify the means required to manage effectively and to promote and maintain sound employee relations. A two-pronged approach was undertaken in the applied research. Firstly, a survey with the aid of a structured questionnaire was undertaken among the management of the selected business to gather information. A second survey also with the aid of a structured questionnaire was undertaken among all the employees. The purpose of the two different questionnaires was to make an analysis of the business and to determine whether management and the employees held the same views, or differed on related topics. Mostly management indicated that managerial effectiveness is critical to remaining competitive. Employees indicated that management does not plan and organise an orderly workflow and that employees rely on their overtime remuneration. There was a general agreement by management and employees that more than one person attends to human resource related issues. Effective human resource planning is not enforced to maintain a motivated workforce, as human resource policies and procedures do not pay special attention to employee relations. Among the main findings, the study revealed that while there are some aspects of effective management lacking in the business, the business is mostly managed effectively. However, not enough attention is paid to effective human resource management, as training and development programs for management and employees are lacking and certain human resource issues need to be addressed.

National women in the Gulf Cooperative Council (GCC) countries are highly educated yet their work participation remains low when compared to the rest of the world. This thesis aims to assess the impact of religion and family in the shaping of national women’s careers in the GCC workforce, in particular the United Arab Emirates (UAE). This aim is fulfilled by conducting three interlinked research projects; a systematic literature review, a qualitative study and finally, a quantitative study. The first research project comprises a systematic review of the literature that identifies the barriers and enablers to the participation and advancement of female national managers in the GCC workforce. The synthesis of articles reveals findings at the societal, organizational, family and individual levels. At the societal level, barriers and enablers are identified as those influenced by socio-cultural and religious norms and practices. These norms and practices influence how organizations (public and private) engage with their employees, and families engage with their individual members. In the second research project, I choose to narrow the scope of my research from six GCC countries to one country, the UAE. I explore the influence of family on the experiences of ten senior female UAE national managers at key work decision stages; I employ semi-structured interviews and, based on their experiences, the findings reveal that the family has influence at both the role entry and role participation stages. No data were available for the role exit stage. Furthermore, the experiences are different for women from extended versus nuclear families. In the third research project I choose to focus on the factors that support and impact on the experiences of UAE national women during their career life cycle. The findings indicate that overall there are no differences between the experiences of women from nuclear families versus extended; however, there are differences between the model and the UAE sample, both at the overall level and individual age stages. My second research project; a qualitative study provides three contributions to knowledge. Firstly, I extend the understanding of work related decisions, taking into account family influences. However, in the UAE, based on my research, the outcome will primarily be in favour of family due to the influence of socio-cultural and religious norms and practices. I propose that the conceptual framework be extended by adding the component of religion to it when considering the context of the UAE. Secondly, I propose a modification to the framework enabling it to be used in the UAE context. Thirdly, no previous empirical research has been conducted using this framework, with the result that the data from my research contribute empirically. With respect to contribution to practice, this qualitative study identifies the need for enhanced recruitment strategies for women and more gender friendly policies and practices to ensure the effectiveness of Emiratization within both the public and private sectors. The evidence from my third research project; a quantitative study contributes theoretically as my research demonstrates that the O’Neil and Bilimoria (2005) three phase women’s career development model does not fit in the UAE context. The research also contributes from a practical perspective as it identifies the need to improve the development of networking, communication and leadership skills for women and the implementation of comprehensive flexible working practices for women.

D.Ed. (Educational Psychology) / Career orientation is a developmental process that can be facilitated by career development programmes. One of the most recent developments in these programmes was the introduction of computerized career orientation which enables the user to explore career activities independently. An experimental investigation in which the MENTOR computerized vocational guidance system was used, was conducted at the Rand Afikaans University in an attempt to determine whether the MENTOR could be a useful aid for career orientation in South Africa. Standard nine high school pupils were randomly assigned to one of two groups according to the pre-test post-test experimental design. Subjects completed a biographical questionnaire, an evaluation questionnaire concerning the use of MENTOR and the Career Development Scale (CDS). Goal and aid orientated criteria were applied to evaluate the MENTOR programme. The main hypothesis, namely that there would be a statistically significant difference between the mean posttest scores on the Career Development Scale (CDS) of the experimental and control groups, was tested according to the integrated statistical procedure suggested by Spector (1981): It was determined during the first phase of the experiment that there were no statistically significant differences between the average pretest results of the experimental and control groups. During the second phase it was determined that the mean post-test results differed statistically significantly from that of the control group. In the last phase it was determined that the mean post-test results of the experimental group were statistically significantly higher than the mean pre-test results. Furthermore the average follow-up test results indicated that there was a statistically significant higher score regarding self-knowledge, career information, as well as the integration of self-knowledge and career information. The research results showed that there was a statistically significant increase in the career readiness of pupils after they had used the MENTOR system, compared with pupils from the control group. It could be predicted with 95% certainty that a person who used the MENTOR programme would show an increase in career development.

M.Ed. / Making a career choice is most probably one of the most important decisions any person, or school leaver, has to make. Research has shown that a large percentage of learners are not equipped to make the right career choice (Stead & Watson, 1999:169). It is, therefore, of the utmost importance that, as an Educational Psychologist, career guidance should be seen as a very sensitive process that should be handled with the utmost respect to ensure that the client’s needs are addressed through the process. Because we live in such a dynamic world that is constantly changing, it is important to make sure that the career guidance process keeps up with the latest trends. As the Trait-and-Factor Approach is being relied on very heavily, in the South African context, one must ask if this theory still fulfills all the career guidance needs in the modern age. Although Frank Parsons, the founder of this specific theory, was responsible for a great number of reforms in a modernist era, should we not look for a theory that leads us into a postmodernist era? When talking about a postmodernist time frame, it should be seen in its totality, not just in the information era, but also on a personal level for each individual as to recognise personal differences. Clients present more challenging needs and have greater expectations of a career in a very competitive market. It is, therefore, important for a counsellor, in a postmodernist era, to address these additional needs and to allow the client, not just to be a part of the process, but to make the process more beneficial, in all regards, to the client’s needs. This research study was aimed to describe students’ experiences of a career guidance and development programme. The students attended a bridging college for underprivileged students who had passed matric and were given the opportunity of increasing their mathematics and science marks. The students with the highest mark would then qualify for a bursary to attend a tertiary institute to further their studies in electronic engineering and information technology. The students were from the local area living in the townships and attending the local schools in the townships. There are two college campuses, one in Alberton and one in Boksburg, with fifteen students attending each campus. The students that are successful at the tertiary institute will be offered a position at the company supporting the college as a social upliftment programme for equal opportunity. It was decided to give the students who were attending the college the opportunity to go through a career guidance and development programme as they indicated that they had very little exposure to career guidance programmes while still at school. The programme that was used with the students was based on a constructivist approach using narratives. The programme consisted of a number of different tasks that the students had to do, in order to help them identify their own personal characteristics, and to identify their own values and interests. The knowledge they gained through these tasks helped them to construct a personal narrative. The clients themselves, at the end of the process, edited this narrative after having gone through and completed the process. Focus group interviews, as well as the students’ personal journals, where the different tasks were recorded and deliberated upon, were used as data collection methods. From the data that was collected, it was established that the students’ experience of the career guidance process, was very positive. The students also indicated that they had certain preconceived ideas of a career guidance process, but that they experienced this intervention programme as very insightful on a personal level, and it also made them more aware of their needs with regards to career guidance. The main themes that emerged during the research study were mainly on the students experience with regards to the career guidance processes and the process of self-discovery that was one of the aims of a constructivist approach using narratives. The students indicated that they enjoyed the programme, and that they had gained personally from the process.

M.Ed. (Educational Management) / Please refer to full text to view abstract

D.Litt. et Phil. / The shift from a modern to a postmodern culture is reverberating through the field of career psychology. This results in a rejection of the grandnarrative of the objective career and a shift to the exploration of multiple subjective realities regarding the world of work. A description of three aspects, namely, sensitivity towards diversity, the notion of the subjective self and the challenge to the general paradigm of progress, illuminate blind spots in modern career psychology. These aspects present a conceptual base for thinking on postmodern career psychology. The career psychologist’s role is determined by processes of decision making and attributing meaning. An exploration and clarification of values is useful during these processes. The aim of this study is to formulate and investigate the validity of a structure of work values during an early stage of career process by means of developing a Work Values Questionnaire. A theoretical discussion of the constructs of values and more specifically work values, presents a basis for developing items for the Work Values Questionnaire. The purpose of this theoretical description is operational. In accordance with the postmodern incrudibility towards the grandnarrative no attempt is made to present a unified value or work values theory. The work of Buchholz and Hofstede forms the basis for a description of work values. From this theoretical basis five work value scales, namely, Collectivism, Uncertainty Avoidance, Power Distance, Individualism and Humanist Values were postulated. 93 items representing these scales were written and administered on 1365 South African participants. The responses of 637 participants were used to perform an exploratory factor analysis on the 93 items. The responses of the remaining 717 participants were used to perform confirmatory factor analysis of the obtained empirical structure. Five factors were identified and described in the first group by means of exploratory factor analysis. Based on these results, a postulated model was generated and tested with the Group Two data. The fit between the model and the data was explored by means of the chi-square statistic, the Goodness of Fit Index, the Adjusted Goodness of Fit Index and the Steiger Lind Root Mean Square Error of Approximation Index. The results indicate a satisfactory fit between the postulated model and the data. Based on the outcome of the exploratory and confirmatory factor analyses, these five factors can be described as iv empirically well defined. The factors also appear to represent meaningful psychological constructs. It is therefore stated that the validity of a structure of work values is supported. The five constructs are Group Involvement, Uncertainty Tolerance, Structured Work, Visible Success, as well as, Progressive Advancement and Success. The results of this exploration can be utilised in further research aimed at the development of a Work Values Questionnaire.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Career indecision is one of the key aspects that professionals in career guidance counselling are interested in assessing. Career indecision, in the context of university students has been defined as the "inability to select a university major or occupation" (Borgen & Hiebert,2006, p. 58). Thus, with the purpose of addressing career indecision, the proposed study would examine the nature thereof amongst prospective university students. The prevalence of specific aspects of career maturity (namely, self-information, decision-making, career information,integration of self-information and career information, and career planning) underlying career indecision will be investigated, as well as the correlations between these aspects. In addition, the correlations between the aspects of career maturity and certain biographical variables such as gender, home language, declared career choice, differentiation of interests, and self-reported level of career indecision will be examined. Thus, career indecision is encapsulated as either a trait or state an individual encompasses. The term career indecision has been widely used with reference to problems relating to career development, particularly problems in making career-related decisions. The construct of career indecision is strongly coupled with society's expectations of certain chosen career paths and a strong belief that many should pursue these careers. Therefore, current societal trends push people to revise their career decisions over their life spans. As a result the perceptions and expectations that society holds can gravely impact a student's level of career readiness and the lack thereof. Furthermore, the role of the family as a fundamental influence on the career development of adolescents and young adults has been stressed by some classic theories of career development and choice. However, the exact nature and degree of the family's influence on career decision making is not completely understood. Thus, cognizance should be taken of the fact that there are multiple facets impacting on the levels of career indecision experienced by some and not all, prospective university students. Furthermore, deciding on a career is an most important aspect of individual's development and satisfaction and establishing what they are suited to do, and securing an opportunity to do it, is imperative to an individual's life goals. A biographical and Career Decision Making Difficulties Questionnaire was administered to respondents. The sample group (N=200) consists of Grade 10, 11 and 12 male and female students from model c, private and lower income schools in the Somerset West District in the Western Cape. Future research on career decision making difficulties experienced by students could yield interesting insights into the causes of these factors. The results indicate that irrespective of the type of high school these students attended, indecision exists and is prevalent amongst many students. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, therefore restricting the generalizability to the wider population of students.

Thesis (D Com (Human Resources Management))--University of Pretoria, 2007. / Human Resource Management / unrestricted