M.A. (Psychology) / The aim of this study is the development of a career program to promote career maturity in standard eight pupils. In order to achieve the aim of the study a development research model was conceptualised. The model is based on Thomas (1984) four-phase model and consists of the following phases: analysis, design, implementation and evaluation phases. In each of these phases a number of methodologies were conducted to meet the requirements of each phase. In the design phase a deviation was made from Thomas (1984) methodology and the methodologies used by Nel and Nel (1992) was implemented to fit the needs of the study. In the first phase the analysis phase a problem was identified and analyzed by using qualitative and quantitative analysis. In the design phase a practice model was conceptualised which serves as an explication model within which the contents' of the career maturity program could be justified. Out of this explication model and theoretical framework the contents of the programme was determined. In the implementation phase of the research model the program was applied and monitoring evaluation was done by the researcher. The implementing of the programme resulted in a number of modifications of the programme because of certain problems that were picked up by the researcher. The evaluation of the programme fell mainly on monitoring evaluation that was done by the researcher in the implementing of the program. The main finding of the research was that the program does promote career maturity in standard eight pupils but it is necessary to do further research on the impact evaluation of the programme.

M.A. / School leavers are faced with the need to study further in an attempt to increase their chances of finding employment. However, school leavers are rarely equipped with all of the necessary skills, information and self-knowledge necessary to make the "right" career decision and study-path choice. The cost of tertiary education is high, and a school leaver who makes an unsuitable study-path selection could be trapped in an unsuitable career for life or drop out of the tertiary education sector due to boredom or failure. This further decreases their chance of finding employment. It is against this background that this study was conducted. In an attempt to assist potential students applying to the largest private education provider in South Africa with their choice of study-path, a career-counselling workshop was offered which included psychometric testing. Essentially this study had two main objectives. The first was to validate the suitability of the Myers-Briggs Type Indicator and the Self-Directed Search as careercounselling tools in a South African tertiary environment. The second objective was to quantitatively assess the suitability of the career guidance workshop designed to assist school leavers to make the most suitable choice of a field of study, subjects and a career. The results of the Myers-Briggs Type Indicator and the Self-Directed Search were compared using straightforward Pearson's product-moment correlations and an interbattery correlation. The results indicated the need to continue to use both of the instruments simultaneously, as they appeared to be measuring different underlying constructs. In addition, each instruments was able to supplement the information provided by the other, which allowed the career counsellor to give the students additional information to assist them with their studies and their lives. The research around the career-counselling workshop involved the use of the developmental research design methodology. which stipulated the appropriate methodological procedures to follow. The workshop was developed utilising an understanding of career-counselling theories and practices, as well as an understanding of the various Myers-Briggs types and Holland types (as determined understanding of the various Myers-Briggs types and Holland types (as determined by the Self-Directed Search) that would attend the workshops. The workshop was, therefore, designed to appeal to a wide audience, and to give as many different "types" of students the experience which they required to make an informed and realistic course, subject and career choice. The success of the workshop was evaluated by means of a questionnaire completed by the students, a comparison of the failure rates of students who attended the workshop and those who did not attend it, and an analysis of the pass/fail statistics between those who attended the workshop and those who did not. The findings of this study indicated that the workshop was well received by the students and that it had sufficient internal and face validity for use with this group of school leavers. The research group was a convenience sample that consisted of 73 students who had applied to the largest South African private education provider. These students were from four major campuses in South Africa, they had very different academic and cultural backgrounds and they were interested in different academic fields of study. The one similarity was that all of the courses offered by this private education provider are business-orientated, and only students who were interested in business studies would apply. This study established the validity of the Myers-Briggs Type Indicator and the Self- Directed Search in a career-counselling context. The validity of the careercounselling workshop was also established. As this research group cannot be said to be representative of the general population, it is not possible to generalise these findings beyond this group. However, as the results do match those found in other similar international studies, it could be deduced that if this study were repeated with a representative sample the results would be replicated.

M.A. / The prospective and observed changes in South-Africa, with respect to the mobilisation of human skills, bring unique challenges to the fore where the career development of the individual is concerned. Scheepers (1996) and Quinn (1994) state that psycho-educational programmes can be implemented to foster the successful transfer of career development skills. A number of career development programmes were therefore designed and developed. However, the necessity of further development and extension of such programmes are crucial and in accordance with the experienced rapid changes of the target group's needs. In the light of the above mentioned statements, a study was conducted to evaluate the impact of an existing career development programme, by using standard programme development requirements. A further objective of the study was to make an existing programme more goal orientated and user friendly, by ensuring a more effective transfer of the skills contained in the programme. The method used was the developmental research model as introduced by Rothman and Thomas (1994). The choice of this model presents various advantages to the researcher, through the generation of both qualitative and quantitative results. The quantitative measure instruments that were used in this study are the Career Development Questionnaire of Langley and the Career information Questionnaire of Heidema. The qualitative evaluation made by direct observation and also the feedback of the tests. It was endeavoured to establish a theoretical foundation for the identified problem by using the theories of important career development researchers. The structural-interactive model of Holland was mainly focused upon in this regard. A career workbook, namely the SNUG was presented at various intervals to a group RAUCALL students during this research. Three groups were chosen at random and this ensured the progressive development of the programme. The first group was introduced to the original SNUG and owing to observation certain useful amendments were made to the presentation. This tentative improvements were presented to the second group whereafter further amendments were brought forth. The third and last group were exposed to the resultant improved SNUG. The focus of the improvements that were implemented fell on the visual changes and was not based on the contents. Statistical significant differences between the three groups in terms of the five sub tests of the Career Development Questionnaire were reported and no significant differences with reference to the results of the Career Information Questionnaire were noted. However the scores still refer to inefficient career development skills when a realistic career decision is to be made. A correlation between the third sub test of the Career Development Questionnaire namely Career Information and the Career Information Questionnaire of Heidema was noted.