Thesis (D. Phil.(Public Administration))--University of Pretoria, 2003. / Includes bibliographical references.

Thesis (doctoral)--Universität Freiburg in der Schweiz. / Includes bibliographical references (p. 303-316).

Thesis (M. Soc. Sc.)--University of Hong Kong, 1985.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1985. / Also available in print.

M. Tech. Labour Relations Management

The first objective of this research was to investigate the predictive validity of the learning potential as measured by Ability, Processing of Information and Learning Potential Short Version (APIL SV) in predicting work performance. The second objective was to investigate the predictive validity of personality as measured by the Occupational Personality Questionnaire Ipsative (OPQ32i) in predicting work performance. The sample consisted of 104 employees of a public sector department. Learning potential and personality were the predictor/independent variables; work performance as measured by supervisory rating was the only criterion/dependent variable of the study. The results revealed that both the APIL SV and the OPQ 32i dimensions did not correlate significantly with work performance as measured by supervisor rating. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The first objective of this research was to investigate the predictive validity of the learning potential as measured by Ability, Processing of Information and Learning Potential Short Version (APIL SV) in predicting work performance. The second objective was to investigate the predictive validity of personality as measured by the Occupational Personality Questionnaire Ipsative (OPQ32i) in predicting work performance. The sample consisted of 104 employees of a public sector department. Learning potential and personality were the predictor/independent variables; work performance as measured by supervisory rating was the only criterion/dependent variable of the study. The results revealed that both the APIL SV and the OPQ 32i dimensions did not correlate significantly with work performance as measured by supervisor rating. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The focus of this study was to investigate what makes the Mazabuka Municipal Council (hereafter regularly referred to as “the Council”) in Zambia attractive as an employer to the respondents by embedding it into a person-institution fit framework. Against this background, the main aim was to determine the PSM levels of employees at the Council. The quantitative research design was chosen as the most appropriate while, the post-positivist paradigm was adopted as the interpretive framework for this study. Triangulation was used thus, a mix of research methods particularly, a literature review, document analysis and a closed-ended self-administered questionnaire. Out of a population of 174 full-time employees targeted at the Council only 150 questionnaires were returned and used in the analysis. Results showed high PSM levels among majority of employees. Nonetheless, only the gender category showed differences in mean values, with males being more inclined to all the three PSM antecedents (public interest, self-sacrifice, compassion) than females. The findings could serve as an important instrument for the Council to consider in order to maintain the high PSM levels existing among its employees. Conversely, the Council may adopt certain recommendations (practical insights) derived from the study such as: to consider PSM as an important aspect in future recruitments and to develop an incentive system in order to maintain the high PSM levels that employees have when joining the Council as a preferred employer. By exploring the PSM levels of employees at a local authority in Zambia, such as the Mazabuka Municipal Council, the study endeavoured to make a contribution to the current literature on PSM theory in this context. / Public Administration and Management / M. P. A. (Public Administration)

Orientation: The employee engagement approach has been utilised to combat burnout in both private and public sector institutions. With increasing research, selfperceived employability is gaining popularity as an effective tool to reduce burnout in the contemporary world of work. Knowledge of the relationship between these three constructs is therefore important for public sector institutions and researchers in industrial and organisational psychology in South Africa. Research purpose: The purpose of this study was to determine the relationship between burnout, employee engagement and self-perceived employability amongst employees in the South African public sector. Motivation for study: Numerous studies have highlighted the prevalence of poor service delivery in public sector institutions as linked to employees feeling disconnected from their work as a result of numerous burnout symptoms. A plethora of studies have emphasised the significance of employee engagement in reducing burnout. With increasing research, focus has also been on the employability construct as a tool to manage burnout in the ever-changing working environment and the labour market. Both employee engagement and self-perceived employability have been utilised as approaches to reduce burnout amongst employees. However, the relationship between these three constructs is unknown, and therefore the findings of this study will be crucial for both public sector institutions and researchers in industrial and organisational psychology in South Africa. Research design, approach and method: The researcher conducted a quantitative study. It involved a non-probability sample of 158 South African public sector employees. Correlational and descriptive statistical analyses were utilised to analyse the data. Main findings: Burnout has a significant negative relationship with employee engagement; however, burnout does not significantly correlate with self-perceived employability. There are significant differences between the various biographical groups and burnout, employee engagement and self-perceived employability. Practical/managerial implications: Approaches to reducing burnout amongst employees should consider employee engagement and self-perceived employability as effective tools to enhance employees’ wellness, morale and productivity. Improving the engagement levels of employees and enhancing their employability will greatly improve the well-being of employees in public sector institutions and help alleviate the actual employee burnout. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The provision of Public Administration education and training has been under the spotlight by Higher Education Institutions (HEIs) since the early 1990’s and has received further prominence by the South African government in recent years. The 1994 democratic elections has brought about challenges and opportunities for educational and training institutions, among others, to reflect on their programme content, methodology and clientele and to gear themselves towards the needs of a “developmental state”. In response to these challenges and opportunities, South African HEIs of various types and sizes have attempted to introduce or reform Public Administration education and training programmes to both fit into the new political dispensation and help transform its public service. However, the emergence of these new education and training programmes have not been without difficulties. Notable efforts have been the emergence of schools of governments or public management at various tertiary institutions all of which purport to educate and train public officials for a democratic service. The euphoria that accompanied the institutional reforms might suggest that all is well, but the reality records that not all programmes have lived to their ideals. In the light of the above context, this study focuses on the School of Government (SOG), University of the Western Cape (UWC). The school has been selected due to its formal commitment to the provision of public service education and training for the post-apartheid civil service. The study focuses on the role of the school, its leadership, structure, content and processes of education and training programmes for the public service in the country. The study explores the broad global and national role of HEIs in general, and their particular role in the provision of Public Administration education and training. The study traces the global and national debates with respect to how public servants ought to be educated and trained, and illustrates the Public Administration education and training challenges faced in South Africa. The study also explores the legislative and policy framework governing HEIs and public sector education and training in South Africa. The evaluation of the UWC School of Government is based on the adaptation of the IASIA/UNDESA Standards of Excellence model to measure the role and performance of the case. The case study is measured through the application of institutional and programmatic criteria. In addition to the institutional criteria, the programme criteria focuses on the SOG’s programme development and review processes, its programme content, programme management and administration, and the performance of its programmes. The analysis of the case study is preceded by a historiography and background of the SOG and its education and training programmes. A critical analysis of the case study is undertaken in relation to the institutional and programmatic criteria mentioned above. Based on the findings of the study, the thesis concludes with recommendations relevant to the case study and provides more general recommendations applicable to institutions involved in the provision of Public Administration education and training. / AFRIKAANSE OPSOMMING: Die voorsiening van Publieke Administrasie onderrig en opleiding is onder die vegrootglas by hoër onderwys instellings (HOIs) sedert die vroeë 1990’s en het in onlangse jare verdere prominensie verkry by die Suid Afrikaanse regering. Die 1994 demokratiese verkiesing het uitdagings en geleenthede vir onderrig en opleiding instellings teweeg gebring om, onder andere, te besin oor programinhoud, metodologie en kliëntebasis en om hulself in rat te kry vir die behoeftes van die ontwikkelingstaat. In reaksie op hierdie uitdagings en geleenthede poog Suid Afrikaanse HOIs van verskillende tipes en groottes om Publieke Administrasie onderrig en opleidings programme in te stel of te hervorm sodat dit by die nuwe politieke bedeling inpas en help om die publieke diens te transformeer. Die ontwikkeling van nuwe onderrig en opleidings programme sou egter nie sonder sy eiesoortige probleme wees nie. Die ontstaan van Skole vir Openbare Bestuur (SOB) by verskeie tersiêre instellings was aan die orde van die dag en kort voor lank was voormelde instellings almal daarop uit om staatsamptenare vir ‘n demokratiese staatsdiens op te lei. Die euforie wat met hervorming gepaard gegaan het, sou die skyn wek dat alles goed en wel is, maar die realiteit toon dat nie alle programme aan die ideale wat gestel is voldoen het nie. In die lig van voormelde, fokus hierdie studie op die Skool vir Openbare Regering (SOR) aan die Universiteit van Wes-Kaap (UWK). Die SOR is gekies vanweë sy formele toewyding tot die onderrig en opleiding van studente vir die publieke sektor in post-Apartheid Suid-Afrika. Voorts sal die ondersoek fokus op die rol van die Skool, leierskap struktuur, onderriginhoud asook programprosesse vir onderrig en opleiding in die openbare sektor. Die studie ondersoek die globale en nasionale rol wat HOI’s in die algemeen speel en in besonder die voorsiening van onderrig en opleiding in Publieke Administrasie. Verder volg die studie die globale en nasionale diskoerse oor hoe staatsamptenare opgelei en onderrig behoort te word en illustreer, aan die hand hiervan, die uitdagings waarmee die onderrig en opleiding van Publieke Administrasie in Suid-Afrika te kampe het. Die studie ondersoek ook die wetlike en beleidsraamwerk waarbinne HOI’s en die publieke sektor in Suid-Afrika gereguleer word. Die SOR aan die UWK word dan geevalueer aan die hand van die IASIA/UNDESA Model van Standaarde van Uitsonderlikheid wat ook die rol en vordering in die gevallestudie meet. Meting van gevallestudie geskied met behulp van die toepassing van institutionele en programmatiese kriteria. Addisioneel tot die institutionele en programkriteria word daar ook gefokus op; programontwikkeling en hersieningsprosesse, programinhoud, programbestuur en administrasie en program vordering binne die SOR. Ontleding van die gevallestudie word voorafgegaan deur ‘n historiese oorsig en agtergrond van die SOR; en sy onderrig en opleidingsprogramme. In verhouding tot sy institutionele en programmatieka kriteria, soos vermeld, word die studie onderwerp aan kritiese ontleding en ondersoek. Gebaseer op die bevindings van die ondersoek, maak die tesis direk-verwante aanbevelings asook algemene aanbevelings gerig op instellings in die breë wat betrokke is by die onderrig en opleiding van Publieke Administrasie.