In this research, a cross-sectional quantitative survey was conducted on a convenience sample of working adults (N = 550) from different race, gender, age, qualification, job level and tenure groups in various South African organisations, with the intention of developing a psychosocial model of career wellbeing for the working adult in the South African context. To identify the elements and nature of the model, the relationship dynamics between the constructs of occupational passion, psychological career resources, psychosocial career preoccupations and the outcome of career satisfaction were examined. The mediating effect of psychological career resources and psychosocial career preoccupations on the relationship dynamics between occupational passion and career satisfaction was determined. The moderating effect of certain sociodemographic variables (race, gender, age, qualification, job level, and tenure) on the relationship dynamics between the research constructs was measured. In addition, an evaluation of the differences manifested by individuals from various sociodemographic backgrounds (race, gender, age, qualification, job level, and tenure) regarding the research constructs added to an understanding of the manifested model. Correlation and inferential statistical analyses (multi-level mediation modelling, regression analysis and tests for significant mean differences) indicated that career management practices should consider harmonious passion to be an important intrinsic motivational antecedent in explaining the variance in individuals’ career satisfaction as it can facilitate the development of important psychosocial resources. These resources include flexible career preferences, well-crafted career plans and actions to achieve career goals, career harmonisers (i.e. self-esteem, behavioural adaptability and emotional literacy) and a strong need to be upskilled and employable (career adaptation needs). These elements manifested as the core elements of the psychosocial career wellbeing profile. Job level and race were further indicated as important sociodemographic variables in explaining levels of career satisfaction. Differences between race, gender, age, qualification, job level and tenure groups, for the constructs of occupational passion, psychological career resources, psychosocial career preoccupations and career satisfaction, also need to be considered in the career wellbeing profile. Theoretically, the results advanced career theory by empirically validating the core elements of the career wellbeing profile. These may be applied to inform career management practices and consequently enhance the career wellbeing of working adults. / Industrial and Organisational Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))

Motivation is critical to the effective management of social workers in an organisation. A literature study of the concept motivation and an empirical study on the motivational function of the social work manager were conducted. This exploratory/descriptive study aimed to set scientifically grounded guidelines for the implementation of motivation as management function of social work managers. The literature indicated that motivating employees is the responsibility of social work managers. Research showed that social workers, social work managers and the organisation do benefit from motivation. The respondents indicated that motivation as a management function is important. They highlighted that intrinsic motivation and internal and external motivators influence their motivation positively. Organisational policies and a leadership style characterised by autocracy and a laissez-faire approach are demotivating. Social work managers should apply the principles of motivation theories, motivational strategies and guidelines to maintain and sustain motivation. Conclusions and recommendations were made regarding the motivational function of the social work manager. / Social work / M. Diac. (Social Work)

The introduction of e-learning in teaching and learning has necessitated the training of staff members in Information and Communication Technology (ICT). This study focuses on the challenges that staff members, who are the facilitators of learning, experience when undergoing training in ICT. The research design employed a qualitative methodology which involved focus groups from a public university. Data was collected from the participants through semi-structured interviews. The findings indicate that the challenges that staff members experienced during ICT training are related to a lack of computer competence, lack of time, an information overload, the non-involvement of staff in the planning of their training, facilitation limitations, lack of technical support and institutional challenges that involve infrastructure. The study further revealed that the principles of adult learning play a reciprocal role in the staff’s professional developmental challenges. In view of these findings, this study offers recommendations for improving the ICT training of staff members. / Educational Studies / M. Ed. (Adult Education)

The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status, tenure and job level) influence an employees’ decision to stay with or to leave the organisation. A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sector / Human Resource Management / M. Com. (Human Resource Management)

Text in English, with abstracts and keywords in English, Afrikaans and isiZulu / The focus of this research is employees’ career development in the South African Police Services (SAPS). The general aim of the research is to develop a valid and reliable measure of career plateauing and to determine whether individuals’ experiences of career plateauing (as antecedent) positively or negatively predict their job satisfaction, motivation, and work engagement (as consequences). The research further aims to investigate whether individuals’ biographical variables (gender, age, race, marital status, rank, and tenure) significantly influence their subjective work experiences (career plateauing, job satisfaction, motivation, and work engagement). A quantitative cross-sectional survey was conducted on a nonprobability purposive sample of employees (N = 410) from different biographical groups at the SAPS. Descriptive, correlational, and inferential statistics were performed. Exploratory factor analysis and confirmatory factor analysis provided evidence of the internal consistency reliability and construct validity of the newly developed career plateauing experiences scale (CPES). Structural equation modelling confirmed the predictive validity of the CPES and showed that job content plateau and hierarchical/structural plateau predicted lower levels of job satisfaction. The psychological plateau predicted lower work engagement levels. Maintenance plateau predicted higher job satisfaction and engagement levels. Tests for significant mean differences indicated that individuals from the various biographical groups differed significantly regarding their career plateauing experiences, job satisfaction, motivation, and work engagement. The research extended career development theory by demonstrating the relevance of the new construct of psychological plateau in relation to traditional forms of career plateauing and work engagement in flat organisational structural contexts. Although still in need of further refinement, the newly developed CPES shows empirically promise to provide useful information for measuring and alleviating negative experiences of career plateauing in the SAPS. The findings further provide valuable insights into the unique career plateauing experiences, job satisfaction, motivation, and work engagement of employees of different age, gender, race, marital status, rank, and tenure groups. The study makes an original contribution to career development theory and research and adds value to career development practice in the contemporary organisational setting. / Hierdie studie handel oor die loopbaanontwikkeling van werknemers in die Suid-Afrikaanse Polisiediens (SAPD). Die doel van die navorsing is om ʼn geldige en betroubare aanduiding dat ʼn loopbaanplato bereik is, te ontwikkel, en om vas te stel of individue se belewing dat hulle loopbaan ʼn plato bereik het (as die antesedent), hulle werksbevrediging, motivering en werksbetrokkenheid (as die gevolge) positief of negatief voorspel. Afgesien hiervan word ondersoek of werknemers se biografiese veranderlikes (geslag, ouderdom, ras, huwelikstatus, rang en dienstyd) ʼn beduidende uitwerking op hulle subjektiewe werksbelewing (loopbaanplato, werksbevrediging, motivering en werksbetrokkenheid) het. ʼn Kwantitatiewe dwarssnitopname van ʼn doelgerigte onwaarskynlikheidsteekproef onder werknemers (N=410) uit verskillende biografiese groepe in die SAPD is gedoen. Deskriptiewe, korrelatiewe en inferensiële statistiek is uitgevoer. ʼn Verkennende en bevestigende faktoranalise het bewys dat die nuut ontwikkelde loopbaanplatobelewingskaal (LPBS) as konstruk geldig, intern konsekwent en betroubaar is. Strukturele vergelykingsmodellering het die voorspellingsgeldigheid van die LPBS bevestig en getoon dat die posinhoud- en hiërargiese/strukturele plato laer vlakke van werksbevrediging voorspel. Die sielkundige plato het laer vlakke van werksbetrokkenheid voorspel, terwyl die handhawingsplato groter werksbevredigings- en -betrokkenheidsvlakke voorspel het. Toetse vir beduidende gemiddeldeverskille het aangedui dat werknemers uit verskillende biografiese groepe beduidende verskille getoon het met betrekking tot hul loopbaanplatobelewing, werksbevrediging, motivering en werksbetrokkenheid. Die navorsing het die loopbaanontwikkelingsteorie verryk deur die relevansie van die nuwe konstruk van ʼn sielkundige plato vir die tradisionele vorme van loopbaanplato’s en werksbetrokkenheid in plat maatskappystrukture te demonstreer. Ofskoon die nuwe LPBS verfyn moet word, beloof dit veel wat betref inligting waarmee die negatiewe belewing van loopbaanplato’s in die SAPD gemeet en verander kan word. Voorts bied die bevindings waardevolle insigte in die unieke loopbaanplatobelewings, werksbevrediging, -motivering en -betrokkenheid van werknemers ongeag hul ouderdomsgroep, geslag, ras, huwelikstatus, rang en dienstyd. Hierdie studie lewer ʼn bydrae tot die loopbaanontwikkelingsteorie en -navorsing, en voeg waarde toe tot die loopbaanontwikkelingspraktyk in eietydse organisasies. / Lolu cwaningo lugxile ekuthuthukiseni ubizo lomsebenzi wabasebenzi boPhiko lwezaMaphoyisa eNingizimu Afrika (SAPS). Inhloso enkulu yocwaningo wukuthuthukisa uhlelo lokulinganisa uhlelo olufanele noluthembekayo lobizo lomsebenzi kanye nokuqondisisa ukuthi ngabe isimo somuntu ahlangabezana naso, isimo sesiqongolo sobizo lomsebenzi (as antecedent), njengesilinganiso esikwazi ukubikezela kahle noma kabi izinga lokwaneliswa umsebenzi, izinto ezikhuthaza isisebenzi kanye nokuzibandakanya kwesisebenzi emsebenzini. (njengomphumela). Ngaphezu kwalokho ucwaningo luhlose ukuphenya ukuthi ngabe izimpawu zempilo yomuntu (ubulili, iminyaka yomuntu, inhlobo yohlanga lomuntu, isimo somshado, isikhundla kanye nelungelo lobunikazi) zithinta kakhulu izimpilo zabo zomsebenzi (isiqongolo sobizo lomsebenzi, izinga lokwaneliseka ngokomsebenzi, okukhuthaza isisebenzi Kanye nokubandakanyeka kwesisebenzi emsebenzini. Uhlelo locwaningo lwezigaba olugxile kumanani lwenziwa kusampuli yabasebenzi ngohlelo olungenamathuba okwenzeka olungenanhloso (N = 410), ucwaningo olwenziwe kumaqembu ahlukene ngezimpilo zabasebenzi abasophikweni lwesiphoyisa (SAPS). Kuye kwenziwa uhlelo lwamanani ngendlela yokuchaza, yokuqhathanisa okufanayo kanye nokufunisela. Uhlelo lohlaziyo oluphenyayo kanye nohlelo lohlaziyo oluqinisekisayo lunikeze ubufakazi obuthembekayo bangaphakathi obungaguquki kanti bakha isiqinisekiso z sesilinganiso esisanda kwakhiwa, phecelezi i-Career Experiences Plateauing Scale (CEPS). Imodeli ebizwa phecelezi Structural equation modelling iye yaqinisekisa uhlelo olufanele olubikezelayo lwe-CPES futhi iye yakhombisa ukuthi isigaba sokugcina solwazi lobizo lomsebenzi kanye nohlaka/nesakhiwo sesiqongo sobizo lomsebenzi lubikezele amazing aphansi okwaneliseka ngomsebenzi. Isiqongo sezomqondo siye sabikezela izinga eliphansi lokuzibandakanya kwabasebenzi emsebenzini wabo, kanti isiqongo sobizo lomsebenzi siye sabikezela izinga eliphezulu lokwaneliseka ngokomsebenzi Kanye nangamazinga okubandakanyeka kwabasebenzi emsebenzini wabo. Izinhlelo zokuhlola eziqonde ukuveza umehluko phakathi, phecelezi kwe-mean zibikezele ukuthi abantu abavela kumaqembu ahlukene empilo akhombise ukwehluka mayelana nemisebenzi yesiqongo sobizo lomsebenzi, ukwaneliseka ngokomsebenzi Kanye namazinga okubandakanyeka kwabasebenzi emsebenzini wabo. Ucwaningo luye lwanweba ithiyori yezokuthuthukiswa kobizo lomsebenzi ngokukhombisa izimpawu ezifanayo zesakhiwo esisha zesigaba esiyisiqongo somqondo mayelana nezindlela ezejwayelekile zesiqongo sobizo lomsebenzi kanye nokubandakanyeka kwabasebenzi emsebenzini wabo kwizizinda ezingaguquki zesakhiwo senhlangano. Yize zisadinga ukuhluzwa kabanzi, izinhlelo ezithuthukiswe kabusha ze-CPES zikhombisa isithembiso esiphathekayo sokunikeza ulwazi olusebenzayo lokulinga Kanye nokunciphisa/nokugwema izenzo ezibi zesiqongo sobizo lomsebenzi ophikweni lwe-SAPS. Ulwazi olutholakele luqhubeka nokuveza umnyombo mezenzo zesiqongo sobizo lomsebenzi, ukwaneliseka ngokomsebenzi, izinto ezikhuthaza abasebenzi Kanye nokubandakanyeka kwabasebenzi emsebenzini, okungabasebenzi beminyaka eyehlukene, bobulili, bobuhlanga, besimo somshado, besikhundla kanye namaqembu anobunikazi bempahla eyigugu. Ucwaningo lwenza igalelo langempela kwithiyori ethuthukisa ubizo lomsebenzi Kanye nocwaningo futhi lwengeza ubugugu kwingqubo ethuthukisa ubizo lomsebenzi kwisizinda samanje senhlangano. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Abstract in English, Afrikaans and Sesotho / This work explores the continuous professional teacher development point system policy and the implications it has on the professional development of teachers. A qualitative study was undertaken in two secondary schools on the West Rand in Gauteng. Data was collected through document analysis, observations and semi-structured interviews. Results indicated that there is a mismatch between what is outlined in the policy and what the teachers are practising. It became evident that the majority of teachers in this study had limited knowledge of the policy although implementation of the policy began in 2014. It was concluded that the point system policy is not contributing effectively to the professional development of teachers in Gauteng. / Hierdie werk ondersoek die deurlopende professionele onderwyser-ontwikkelingspuntstelselbeleid en die implikasies daarvan op die professionele ontwikkeling van onderwysers. 'n Kwalitatiewe studie is onderneem in twee sekondêre skole aan die Wes-Rand in Gauteng. Data is ingesamel deur middel van dokument analise, waarnemings en semi-gestruktureerde onderhoude. Resultate het aangedui dat daar 'n wanverhouding bestaan tussen wat in die beleid uiteengesit word en wat die onderwysers praktiseer. Dit het duidelik geword dat die meerderheid onderwysers in hierdie studie beperkte kennis van die beleid gehad het, hoewel die implementering van die beleid in 2014 begin het. Daar is bevind dat die puntestelselbeleid nie effektief bydra tot die professionele ontwikkeling van onderwysers in Gauteng nie. / Mosebetsi ona o hlahloba ts'ebetso ea litsebi tsa ntswetsopele ea litsebi le liphehello tsa eona ho ntlafatso ea litsebi tsa matichere. Thuto e ntle e ile ea etsoa likolong tse peli tsa sekondari ho West Rand Gauteng. Lintlha li ile tsa bokelloa ka ho hlahloba litokomane, litlhaloso le lipuisano tse sa tšoaneng. Lipatlisiso li bontšitse hore ho na le phapang pakeng tsa se boletsoeng polelong le seo matichere a se etsang. Ho ile ha totobala hore matichere a mangata thutong ena a na le tsebo e fokolang ea leano le hoja ts'ebetsong ea pholisi e qalile ka 2014. Ho ile ha fihleloa qeto ea hore leano la tsamaiso ea motheo ha le tlatse ka katleho ho ntlafatso ea litsebi tsa matichere Gauteng. / Educational Management and Leadership / M. Ed. (Educational Leadership and Management)

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)

This research project examined the psychometric properties of the adult learner self-directedness scale (ALSDS). The study assessed the construct validity and reliability of the scale as a measure of adult learner self-directedness for diverse groups of adult learners in the South African open, distance and e-learning higher education (ODeLHE) context. The study also assessed whether the factorial structure of the ALSDS was equivalent for adult learners across gender, race and age groups. Furthermore, the study assessed whether the various socio-demographic groups differed significantly on the sub-scale dimensions of the ALSDS; and explored whether a range of socio-biographical factors predicted adult learner self-directedness. This doctoral study has extended the student’s initial exploratory master’s study on the development and factorial structure of the ALSDS that involved a stratified random sample (N = 1 102) of ODeLHE adult learners. The secondary data set involved a random subsample of n = 747 of the original master’s sample data set. Exploratory structural equation modelling (ESEM), exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) revealed a three-factor solution for the ALSDS, with 15 items loading onto the three factors. The results provided evidence of the construct (convergent and discriminant) validity and internal consistency reliability of the three-factor ALSDS, including the construct equivalence of the scale’s factorial structure across the gender, race and age groups. Significant differences between age, race and gender groups were observed regarding the scale sub-dimensions. The study advances theory on adult learner self-directedness in ODeLHE contexts and contributed evidence of the validity and reliability of a shortened version of the ALSDS as a useful measure of adult learner self-directedness. Psychometric shortcomings to be addressed in future research were also directedness. Psychometric shortcomings to be addressed in future research were also highlighted. Practically, the study highlighted assessing adult learners’ success orientation in ODeLHE, active academic activity and strategic utilisation of resources as aspects of enhancing their self-directedness. Support practices should be considered for especially females, black Africans and younger learner cohorts. ODeLHE practices should also consider learners’ mark for English, gender, access to library, number of modules and who students support financially as factors influencing learners’ level of self-directedness. / Abstract/summary in English, Afrikaans and isiZulu / Die navorsingsprojek het die psigometriese eienskappe van die selfgerigtheidskaal vir die volwasse leerder (ALSDS) ondersoek. Die studie het die konstruk-geldigheid en -betroubaarheid van die skaal geassesseer as 'n maatstaf van selfgerigtheid by volwasse leerders vir diverse groepe van volwasse leerders in die Suid-Afrikaanse ope, afstands- en e-leer-hoëronderwyskonteks (ODeLHE). Die studie het ook geassesseer of die fakulteitstruktuur van die ALSDS gelykstaande was vir volwasse leerders oor geslags-, rasse- en ouderdomsgroepe heen. Verder het die studie geassesseer of die verskeie sosiodemografiese groepe beduidend verskil het op die subskaal-dimensies van die ALSDS en ondersoek of 'n reeks sosiobiografiese faktore selfgerigtheid by volwasse leerders voorspel het. Hierdie doktorale studie het uitgebrei op die student se aanvanklike verkennende meesterstudie oor die ontwikkeling en fakulteitstruktuur van die ALSDS wat 'n gestratifiseerde ewekansige steekproef van ODeLHE-volwasse leerders behels het (N = 1 102). Die sekondêre datastel het 'n ewekansige substeekproef behels van n = 747 van die oorspronklike meestersteekproef-datastel. Verkennende strukturele vergelykingsmodellering, verkennende faktorontleding en bekragtigende faktorontleding het 'n driefaktor-oplossing vir die ALSDS onthul, met 15 items wat op die drie faktore gelaai is. Die resultate verskaf bewyse van die konstruk (konvergerende en diskriminerende) geldigheid en interne konsekwentheid en betroubaarheid van die driefaktor-ALSDS, insluitende die konstruk-ekwivalensie van die skaal se fakulteitstruktuur oor die geslags, rasse- en ouderdomsgroepe heen. Beduidende verskille tussen ouderdoms-, rasse- en geslagsgroepe is waargeneem rakende die skaalsubdimensies. Die studie bevorder teorie oor selfgerigtheid by volwasse leerders in ODeLHE-kontekste en dra bewyse van die geldigheid en betroubaarheid van 'n verkorte weergawe van die ALSDS as 'n nuttige maatstaf van selfgerigtheid by volwasse leerders. Psigometriese tekortkomings wat in toekomstige navorsing hanteer kan word, is ook beklemtoon. Prakties gesproke beklemtoon die studie die assessering van volwasse leerders se sukses-oriëntering in ODeLHE, aktiewe akademiese aktiwiteit en strategiese gebruik van hulpbronne as aspekte om hul selfgerigtheid te bevorder. Ondersteuningspraktyke moet oorweeg word vir veral vroue, swart Afrikaners en jonger leerderkohorte. ODeLHE-praktyke moet ook leerders se punt vir Engels, geslag, toegang tot 'n biblioteek, aantal modules en wie studente finansieel ondersteun, oorweeg as faktore wat leerders se vlak van selfgerigtheid beïnvloed. / Le projekthi yocwaningo, ihlola ama-psychometric properties of the adult learner self-directedness scale (ALSDS). Ucwaningo luhlola i-construct validity nokuthembeka kwe-scale njengendlela yokukala i-adult self-directedness kumaqembu ehlukene abafundi abadala kwisimo semfundo evulekile lapho abantu abafunda bekude esibizwa nge-South African open, distance and e-learning higher education (ODeLHE). Ucwaningo lubuye lwahlola nokuthi ngabe isimo ngamaqiniso e-ALSDS siyalingana yini kubafundi abadala kumaqembu obubili, bezinhlanga ezehlukene ngokwebala kanye nabantu beminyaka ehlukene. Kanti futhi okunye, ucwaningo, luhlola ukuthi ngabe amaqembu emikhakha ehlukene ngokwe-sociodemographic ehlukene kakhulu maqondana nama-dimention e-ALSDS acutshungulwayo ukuthi ngabe ama-range emibandela yama-sociodemographic abonelela noma aqagela inqubo ye-adult leaner self-directedness. Lolu cwaningo lweziqu ze-doctoral study lubheke nocwaningo lokuqala lwabafundi be-masters ngentuthuko yesakhiwo se-factoral structure ye-ALSDS ebandakanye amasampuli akhethwe nje ngaphandle kokukhetha noma ukubeka imibandela ethize, okwaziwa nge-stratified random sample ye (N = 1 102) yabafundi abadala be-ODeLHE. Isethi ye-data yesekondari yona ibandakanya i-random subsample of n = 747 yesethi ye-data yabafundi bokuqala be-masters. I-Exploratory structural equation modelling, i-exploratory factor analysis kanye ne-confirmatory factor analysis eziveze izixazululo ezintathu ngama-ALSDS kuma-ayithemu angu 15 afakelwe kuma-factor amathathu. Imiphumela iveza ubufakazi be-construct (i-convergent and discriminant) validity kanye ne-internal consistency reliability yama-factor amathathu e-ALSDS abandakanya i- ix construct equivalence ye-scale's factorial structure, ukunqamuleza kumaqembu ngobulili, izinhlanga ezehlukene ngokwebala kanye neminyaka yobudala ehlukene. Umehluko osemqoka phakathi kweminyaka yobudala, izinhlanga ezehlukene ngokwebala kanye namaqembu eminyaka ehlukene uye wabonakaka maqondana ne-scale sub-dimensions. Ucwaningo luqhubela phambili ithiyori kwizimo zabafundi zokuziqhuba ngokufunda ezibizwa i-adult learner self-directedness kwi-ODeLHE, kanti futhi ithela esivivaneni kwi-reliability ye-version efinyeziwe ye-ALSDS njengesikali esiwusizo kwi-adult learner self-directedness. Okuyizihibe nge-psychometric okufanele kubhekwane nakho ngocwaningo lwangekusasa, kuye kwavezwa kwagqanyiswa. Ngokubonakala ngendlela ebambekayo, ucwaningo lugqamise ukuhlolwa kwempumelelo yabafundi abadala kwi-ODeLHE, umsebenzi omatasatasa we-akhademiki kanye nokusetshenziswa ngendlela yamasu abambekayo kwemithombo njengengxenye yokuthuthukisa i-self-directedness. Izinkambiso zokusekela kumele zibonelelwe, ikakhulukazi kwabesimame, abamnyama bama-Afrika kanye nabafundi abasebasha. Izinkambiso ze-ODeLHE kumele zibonelele namamaki abafundi olimi lwesiNgisi (i-English), ubulili, ukufinyelela emalayibhrari, inani lama-module kanye nokuthi ngabe abafundi bondla obani ngokwezimali njengemibandela enomthelela kwinqubo yokuthi abafundi bakwazi ukuziqhubela phambili ngokwenqubo ye-self-directedness. / Business Management / D.Com. (Business Management)

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)