The aim of this study was to determine the psychometric properties of the Mental Health Continuum - Short Form (MHC-SF) (Keyes, 2006a) in an African context. This 14-item self-report questionnaire that measures mental health was developed in a Western individualistic context, which differs from the more collectivistic African cultural context in South Africa. The MHC-SF consists of three subscales, namely Emotional well-being, Social well-being and Psychological/personal well-being. Participants (N^IOSO) from urban (n=451) and rural (n=599) settlements completed the MHC-SF and other measures indicating positive and negative facets of psychosocial functioning in a one-shot cross-sectional survey design with the aid of 16 trained fieldworkers. Scales included to determine concurrent/criterion-related validity were the Affectometer 2 (short version) (AFM) (Kammann & Flett, 1983), the Satisfaction with Life Scale (SWLS) (Diener, Emmons, Larsen & Griffin, 1985), the Community Collective Efficacy Scale (revised) (CCES) (Carrol, Rosson & Zhou, 2005), the Generalized Self-Efficacy Scale (GSE) (Schwarzer & Jerusalem, 1993), the New General Self-Efficacy Scale (NGSE) (Chen, Gully & Eden, 2000), the Sense of Coherence Scale (SOC-29) (Antonovsky, 1987,1993) and the General Health Questionnaire (GHQ-28) (Goldberg & Hillier, 1979). Results indicated a Cronbach alpha reliability coefficient of 0,75 for the total MHC-SF and acceptable inter-item and item-total correlations for the items. Item 4 had an eta-squared value indicating a large effect size, and thus had a negative impact on reliability. Mean inter-item correlations ranged between 0,19 and 0,30 and item-total correlations between 0,13 and 0,51. Concurrent/criterion-related validity was satisfactory. Confirmatory factor analysis yielded three factors. A three-factor model, omitting item 4, had the best fit in structural equation modelling. Six percent of the participants were languishing, Psychosocial well-being in an African context 73%) were moderately mentally healthy and 21%> were flourishing. More participants from the urban settlement flourish than from the rural settlement. It was concluded that the MHC-SF is reliable and valid for further use in research in an African context. / Thesis (M.A. (Psychology))--North-West University, Potchefstroom Campus, 2008.

The South African work environment is characterised by a highly differentiated labour force regarding culture, race, ethnicity, language, gender and school education. Since 1994 the focus has increasingly been on getting the labour corps to function at an equal level. As a result of the historic backlog with regard to training, social development and communication that prevails among the black labour corps, a breeding-ground for racial and/or ethnic conflict and stress can arise. Worldwide cultural differences within the same community are by no means an uncommon phenomenon. Die aim of this thesis was to establish what the nature and impact of values, attitudes, identity experiences and stress is among student groupings at the African School for Film and Dramatic Art (AFDA), as well as to determine the psychometric features of the distinctive measuring instruments. This study was undertaken after a decade of political transition in South Africa within a culturally diverse student population. A once-off cross-section population was used as sample (n = 247). The survey group consisted of two sub groups: black students (n = 80); white students (n = 160). Their terms of study at the AFDA ranged from one to four years. Values were measured by means of the Value Scale of Scholtz (1996). Attitudes were measured on the basis of Du Toit's Contact and Intercultural Perception Scale (1991). Group identity experience was evaluated by means of the Racial/Group Identity Scale of Helms (1993), and the Stress Scale of Van Gram (1981) was also applied. The statistical analyses were done by using the SAS-programme (SAS Institute, 2000). Cronbach alfa coefficients and inter-item correlations were used to determine the internal consistency of the measuring instruments. Exploratory factor analysis was used to establish the construct validity of the scales. Descriptive statistics were applied to analyse the data. Canonical correlation was utilised to analyse the relation between sets of variables. Stepwise multiple regression analysis was applied. Effect sizes rather than statistical inference were utilised to determine the significance of the findings. t-tests were also used. The results were presented in the form of four research articles. These results indicated that a diversity of values, attitudes, identity experiences and stress experiences are present among the two groupings of students. A discrepancy occurred more specifically regarding values as experienced by individuals (especially within group context) and regarding organisational values (Article 1). Within the white grouping, a value pattern came to the fore in which values such as honesty, dependability and respect were very important to the group. They also rated the values reasonableness and thankfulness high. A strong value pattern for the black grouping comes to the fore with values such as respect, honesty, dependability, thankfulness, politeness and hospitality. In both groupings uncertainty prevailed concerning the importance of value within the organisation such as mutual respect, honesty, religion and hospitality. These values will therefore predict how the individual in the group experiences his or her activities, relationship with others, nature and time. The bipolar attitude scale provides an account of how each grouping experiences its own as well as its external group (Article 2). In general, positive attitudes are present from the white grouping towards the black grouping (for instance kind-heartedness, goodness, pleasantness). However, cognitive growth is necessary in the white grouping concerning their perception of the dependability, wisdom, diligence and sense of responsibility of the black grouping. In the one field there seems to be an experience dimension in the white grouping with regard to attitudes, namely that the black grouping always turns up late. Within the black grouping, more negative-attitude tendencies occur towards the white grouping. Fields they find problematic are the dependability, fairness, honesty, helpfulness, sense of responsibility and peacemaking-attempts of the white grouping. The moderated attitudes of the white grouping toward themselves regarding being less ambitious and uncertain about their worth for the organisation, corresponds with how the black group experiences them. An assumption can be made that this attitude probably originates from the policy of affirmative action. Only three group identity phases manifested in the black grouping, while five group identity phases manifested in the white grouping (Article 3). The differences in the phases in the various groupings correspond with the impact of the South African political history on the identity moulding of the distinctive groupings. In the factor analysis, different factors from those in the theory of Helms (1993) were identified. In general, the white grouping is positive concerning their own identity - not shy of being white (90,63%) and feel at ease with other groupings (85%). These findings therefore indicate an established group identity that is developing positively. In the black grouping a positive to very positive tendency prevails that implies that they are experiencing positive identity-development growth. The uncertain vacuum of the black group identity has faded, and instead, internalisation and black self acceptance has crystallised. In both the groupings the impact that values, attitudes and identity experiences have on stress, was divided into the frequency of stress and the intensity of stress that the groups experience in different fields. Both groupings reported high stress frequencies on items such as frustration and anxiety, while the intensity of stress on dimensions such as anxiety substructure and boredom comes to the fore stronger in both groupings. The psychometric features of the measuring instruments were satisfactory. The construct validity of Helms' scale (1993) for the black grouping should be further investigated, seeing that the chronological development of identity moulding perhaps is embodied differently in South Africa with its unique history than elsewhere. Recommendations were made for future research. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Mergers and acquisitions (M&A) are one of the fastest strategic options that companies choose to face the global competitive market. This is evident from the number and the amount of growth in the value of the deals, as well as the occurrence of the 'mega–mergers' in recent times. If companies do not adapt to the fast moving and evolving business environment, they will run the risk of becoming obsolete. The key principle behind buying a company is to create shareholder value, which will give the organisation a competitive advantage. The reasoning behind M&A is that one combined company may be more valuable than two separate companies. Despite the popularity of M&A, 60–80% of M&A fail to create value. There are several reasons why M&A fail, such as the insufficient analysis and examination during the planning and early stages of the transaction, overpayment and poor management in the integration phase. In the past 20 years, the volume of cross–border acquisitions has increased nearly three times faster than the volume of domestic acquisitions. Although cross–border M&A have become more popular, it comes with its own challenges and problems. The companies that enter into cross–border acquisitions need to face the issue of cultural differences, which is one of the common reasons of M&A failure. The participants of both companies need to integrate with the national and corporate cultures of the new company. In order for companies to be successful, the management needs to consider the impact and importance of these cultural differences. Organisations frequently struggle with cross–cultural issues and it has been argued that the cultural distance between the country of the acquirer and the acquired is an important determinant of the success of cross–border acquisitions. In the example of the German company Daimler Benz and the American company Chrysler Corporation the fact that these two companies have very different cultural backgrounds and that their structures differed significantly complicated the merger. The company's choice of languages, images, metaphors and rhetorical strategies had a huge impact on the acceptance of the merger by the employees. Hofstede investigated the social dimensions of culture in order to develop a comprehensive model of culture. The model was developed on data collected from the IBM study of work–related attitudes of 116,000 employees in over 50 countries and three regions. The first four dimensions of culture were derived from this study namely, Power Distance Index (PDI), Individualism (IDV), Masculinity (MAS), and Uncertainty Avoidance Index (UAI). Gray extended Hofstede's earlier cultural framework to an accounting perspective and suggested that accounting values are derived from cultural dimensions. Gray summarised his accounting values as: Professionalism versus statutory control, uniformity versus flexibility, conservatism versus optimism and secrecy versus transparency. The research question and objective of this study was to investigate the potential impact of cultural differences of cross–border acquisitions on companies from an accounting perspective. In order to answer the research question there were three objectives set. The first objective is to investigate the impact that cultural differences have on a company using Hofstede's cultural dimensions, the second objective is to investigate the impact that cultural differences have towards an accounting perspective using Gray's accounting values. The third and final objective of this research is to interpret the potential impact of a cross–border acquisition on a company taking the cultural differences into account. Considering the cultural differences, it was evident that there are differences between cultures, which may lead to cultural conflict and may hamper the success of cross–border mergers or acquisitions. The cultural differences that were observed, which was extended to an accounting perspective indicated that cultures do have an effect on the way accounting is done form one country to another. The conclusion can be made that companies do need to take the cultural differences into account before entering into cross–border mergers and acquisitions, and that proactive measures needs to be in place in order for the cross–border merger and acquisition to be a success. / Thesis (M.Com. (Management Accountancy))--North-West University, Potchefstroom Campus, 2011.

Mergers and acquisitions (M&A) are one of the fastest strategic options that companies choose to face the global competitive market. This is evident from the number and the amount of growth in the value of the deals, as well as the occurrence of the 'mega–mergers' in recent times. If companies do not adapt to the fast moving and evolving business environment, they will run the risk of becoming obsolete. The key principle behind buying a company is to create shareholder value, which will give the organisation a competitive advantage. The reasoning behind M&A is that one combined company may be more valuable than two separate companies. Despite the popularity of M&A, 60–80% of M&A fail to create value. There are several reasons why M&A fail, such as the insufficient analysis and examination during the planning and early stages of the transaction, overpayment and poor management in the integration phase. In the past 20 years, the volume of cross–border acquisitions has increased nearly three times faster than the volume of domestic acquisitions. Although cross–border M&A have become more popular, it comes with its own challenges and problems. The companies that enter into cross–border acquisitions need to face the issue of cultural differences, which is one of the common reasons of M&A failure. The participants of both companies need to integrate with the national and corporate cultures of the new company. In order for companies to be successful, the management needs to consider the impact and importance of these cultural differences. Organisations frequently struggle with cross–cultural issues and it has been argued that the cultural distance between the country of the acquirer and the acquired is an important determinant of the success of cross–border acquisitions. In the example of the German company Daimler Benz and the American company Chrysler Corporation the fact that these two companies have very different cultural backgrounds and that their structures differed significantly complicated the merger. The company's choice of languages, images, metaphors and rhetorical strategies had a huge impact on the acceptance of the merger by the employees. Hofstede investigated the social dimensions of culture in order to develop a comprehensive model of culture. The model was developed on data collected from the IBM study of work–related attitudes of 116,000 employees in over 50 countries and three regions. The first four dimensions of culture were derived from this study namely, Power Distance Index (PDI), Individualism (IDV), Masculinity (MAS), and Uncertainty Avoidance Index (UAI). Gray extended Hofstede's earlier cultural framework to an accounting perspective and suggested that accounting values are derived from cultural dimensions. Gray summarised his accounting values as: Professionalism versus statutory control, uniformity versus flexibility, conservatism versus optimism and secrecy versus transparency. The research question and objective of this study was to investigate the potential impact of cultural differences of cross–border acquisitions on companies from an accounting perspective. In order to answer the research question there were three objectives set. The first objective is to investigate the impact that cultural differences have on a company using Hofstede's cultural dimensions, the second objective is to investigate the impact that cultural differences have towards an accounting perspective using Gray's accounting values. The third and final objective of this research is to interpret the potential impact of a cross–border acquisition on a company taking the cultural differences into account. Considering the cultural differences, it was evident that there are differences between cultures, which may lead to cultural conflict and may hamper the success of cross–border mergers or acquisitions. The cultural differences that were observed, which was extended to an accounting perspective indicated that cultures do have an effect on the way accounting is done form one country to another. The conclusion can be made that companies do need to take the cultural differences into account before entering into cross–border mergers and acquisitions, and that proactive measures needs to be in place in order for the cross–border merger and acquisition to be a success. / Thesis (M.Com. (Management Accountancy))--North-West University, Potchefstroom Campus, 2011.

The aim of this study was to determine the psychometric properties of the Mental Health Continuum - Short Form (MHC-SF) (Keyes, 2006a) in an African context. This 14-item self-report questionnaire that measures mental health was developed in a Western individualistic context, which differs from the more collectivistic African cultural context in South Africa. The MHC-SF consists of three subscales, namely Emotional well-being, Social well-being and Psychological/personal well-being. Participants (N^IOSO) from urban (n=451) and rural (n=599) settlements completed the MHC-SF and other measures indicating positive and negative facets of psychosocial functioning in a one-shot cross-sectional survey design with the aid of 16 trained fieldworkers. Scales included to determine concurrent/criterion-related validity were the Affectometer 2 (short version) (AFM) (Kammann & Flett, 1983), the Satisfaction with Life Scale (SWLS) (Diener, Emmons, Larsen & Griffin, 1985), the Community Collective Efficacy Scale (revised) (CCES) (Carrol, Rosson & Zhou, 2005), the Generalized Self-Efficacy Scale (GSE) (Schwarzer & Jerusalem, 1993), the New General Self-Efficacy Scale (NGSE) (Chen, Gully & Eden, 2000), the Sense of Coherence Scale (SOC-29) (Antonovsky, 1987,1993) and the General Health Questionnaire (GHQ-28) (Goldberg & Hillier, 1979). Results indicated a Cronbach alpha reliability coefficient of 0,75 for the total MHC-SF and acceptable inter-item and item-total correlations for the items. Item 4 had an eta-squared value indicating a large effect size, and thus had a negative impact on reliability. Mean inter-item correlations ranged between 0,19 and 0,30 and item-total correlations between 0,13 and 0,51. Concurrent/criterion-related validity was satisfactory. Confirmatory factor analysis yielded three factors. A three-factor model, omitting item 4, had the best fit in structural equation modelling. Six percent of the participants were languishing, Psychosocial well-being in an African context 73%) were moderately mentally healthy and 21%> were flourishing. More participants from the urban settlement flourish than from the rural settlement. It was concluded that the MHC-SF is reliable and valid for further use in research in an African context. / Thesis (M.A. (Psychology))--North-West University, Potchefstroom Campus, 2008.

This thesis follows debates about economic planning during the 1930s through the work of Lewis L. Lorwin; his organization, the National Economic Planning Association; and its journal, Plan Age, to recover a rich intellectual legacy. Economic historians have marginalized the economic planning movement, regarding it as an aberration and failure. Instead, the planners played a central role in many important transitions, including the shift from laissez faire to Keynesian economics, an essential ingredient in the U.S. ascendance to global power. Marxian class analysis is the method used to explore the contradictions of the economic planning movement, explain its successes and failures, and measure the extent and limits of its challenges to liberal economic and political theory, with special attention to the ways in which the movement simultaneously undermined and reinforced capitalism and imperialism. In the process new directions are suggest for contemporary critics and activists.

This study explores how social work approaches and methods developed and practiced in one context can be interpreted, transferred and implemented in another. Additionally it focuses on how cultures and societies are organised both in individualistic and collectivistic societies and its effects on different approaches and conditions for social work. The data was collected from Namibian social work students that have participated in the Linnaeus Palme exchange program, which is an ongoing cooperation between the Swedish University West and University of Namibia. The results show that what the Namibian students foremost learn during their exchange studies in Sweden has to do with client interaction, critical thinking and dimensions of increased self-awareness. The assimilation of knowledge and possibilities to transfer and implement what they have learned in Sweden in a Namibian social work context is understood with the help of the theoretical concepts of the marginal man and transferability of knowledge. Shaped by the Namibian hybrid society, where the respondents are part of an ongoing negotiation between different antipoles and mediation between various cultural contexts, I argue that they are marginal social workers. Through their marginal experience they are in possession of qualities that are crucial in their process of transferability of knowledge and further create conditions for implementing new knowledge in the Namibian work practice.

This research explores feelings of obligation to volunteer, which lie at the interface of volunteering as simultaneously individual and collective and challenge traditional understandings of volunteering as leisure. The study examined volunteering within the context of communitarianism, particularly how collective outcomes of volunteering are related to feelings of obligation to volunteer. Phase one of this research focused on scale creation of a measure assessing feelings of obligation in the context of volunteerism. Using exploratory factor analyses of data from a student sample, this first phase yielded two measures: an 18-item Obligation to Volunteer as Commitment measure (OVC), encompassing dimensions of reward, affective attachment, flexibility, and side bets; and a 14-item Obligation to Volunteer as Duty measure (OVD), encompassing the dimensions of expectation, burden, and constraint. In phase two, survey research was conducted with 300 volunteers at ten community organizations. These new measures were used to examine relationships between obligation to volunteer and the value orientations of individualism and collectivism, the experience of volunteering as serious leisure, and the community characteristics of sense of community and social cohesion. Both individualism and collectivism were associated with the commitment but not the duty dimension of feelings of obligation, and both value orientations, but particularly individualism, was linked to serious leisure. Serious leisure very closely aligned with the commitment aspect of obligation as well as sense of community and social cohesion, thus emerging as a possible pathway for nurturing sense of community in a culture of individualism. Correlation and hierarchical regression analyses link the commitment aspect of obligation to sense of community and social cohesion. Feelings of duty to volunteer, in contrast, were inversely related to sense of community. Thus, the nature of feelings of obligation related to volunteering as commitment or duty have significant implications for the collective outcomes of volunteering, particularly sense of community. Also notable are the strong theoretical and empirical relationships between the OVC scale and serious leisure, which suggest that the newly-developed commitment scale could be considered a measure of the agreeable obligation that accompanies serious leisure pursuits.

This essay focuses on gender roles, individualism and collectivism in Jack Kerouac’s classic road-trip novel On the Road. In order to put the discussion into a meaningful context, I look at the novel from a historical perspective and examine how it relates to post-war American society. I argue that the novel is, in many ways, representative of a society existing in a field of tension between individualism and collectivism, and that its notion of individual freedom, at the time revolutionary, can be seen as retrogressive with regard to the book’s portrayal and treatment of women. The essay features a discussion of what kind of individual freedom is presented in On the Road and how this freedom relates to typical American individualism as well as American post-war societal norms, the norm of the nuclear family in particular. This is followed by a brief analysis of how the novel influenced future generations, specifically in terms of sexual liberation. This analysis introduces a discussion of the way in which women are portrayed in the book and how this portrayal both represents collective progress in post- war America—women are often described as financially independent—and a phallocentric type of individualism. I then show that this individualism is connected to an unthinking optimism which, I argue, is one of the key causes of the retrogressive view of women exemplified by the book. My study ultimately demonstrates that the novel’s notion of individualism—an individualism which was highly influential for future generations and is usually viewed as progressive—can arguably be seen as retrogressive in terms of Kerouac's representation of gender roles.

National culture is deeply rooted in values, which are learned and acquired when we are young (2007, p. 6), and „embedded deeply in everyday life. (Newman & Nollen, 1996, p. 754). Values have helped to shape us into who we are today. In other words, as we grow older, the cultural values we have learned and adapted to will mould our daily practices. This is reflected in our actions, behaviours, and the ways in which we communicate. Based on the previous assertion, it can be suggested that national culture may also influence organisational culture, as our „behaviour at work is a continuation of behaviour learned earlier. (Hofstede, 1991, p. 4). Cultural influence in an organisation could be evidenced by looking at communication practices: how employees interact with one another as they communicate in their daily practices. Earlier studies in organisational communication see communication as the heart of an organisation in which it serves, and as „the essence of organised activity and the basic process out of which all other functions derive. (Bavelas and Barret, cited in Redding, 1985, p. 7). Hence, understanding how culture influences communication will help with understanding organisational behaviour. This study was conducted to look at how culture values, which are referred to as culture dimensions in this thesis, influenced communication practices in an organisation that was going through a change process. A single case study was held in a Malaysian organisation, to investigate how Malaysian culture dimensions of respect, collectivism, and harmony were evidenced in the communication practices. Data was collected from twelve semi-structured interviews and five observation sessions. Guided by six attributes identified in the literature, (1) acknowledging seniority, knowledge and experience, 2) saving face, 3) showing loyalty to organisation and leaders, 4) demonstrating cohesiveness among members, 5) prioritising group interests over personal interests, and 6) avoiding confrontations of Malaysian culture dimensions, this study found eighteen communication practices performed by employees of the organisation. This research contributes to the previous cultural work, especially in the Malaysian context, in which evidence of Malaysian culture dimensions of respect, collectivism, and harmony were displayed in communication practices: 1) acknowledging the status quo, 2) obeying orders and directions, 3) name dropping, 4) keeping silent, 5) avoiding questioning, 6) having separate conversations, 7) adding, not criticising, 8) sugar coating, 9) instilling a sense of belonging, 10) taking sides, 11) cooperating, 12) sacrificing personal interest, 13) protecting identity, 14) negotiating, 15) saying „yes. instead of „no., 16) giving politically correct answers, 17) apologising, and 18) tolerating errors. Insights from this finding will help us to understand the organisational challenges that rely on communication, such as during organisational change. Therefore, data findings will be relevant to practitioners to understand the impact of culture on communication practices across countries.