In today’s constantly changing, fast-moving consumer goods (FMCG) retail market environment, it is imperative that retailers should focus on creating a pleasant shopping experience to differentiate their stores in order to achieve a competitive advantage. One of the strategies to achieve competitive advantage can be human variables. This study focused on the influence of human variables on consumers’ shopping experience in FMCG retail stores in Ekurhuleni. Therefore, this study expands the existing knowledge of human variables in the FMCG retail environment. Human variables in the context of this study comprise other customers and sales associates. Each of these human variables is made up of sub-variables. The sub-variables of other customers include crowding and social relations. On the other hand, the sub-variables of sales associates are sales associates’ availability, physical attributes of sales associates and behavioural attributes of sales associates. This empirical study was conducted with 400 FMCG retail stores consumers of the ages between 18 and 60 who reside in Ekurhuleni. The study followed a descriptive research design and quantitative approach in order to address the research objectives. A convenience sampling method and a mall-intercept survey by means of self-administered questionnaires were used to collect data. An exploratory factor analysis (EFA) was conducted in which the Likert scale statements in question 2 - 6 (see Appendix B) measuring different sub-variables of other customers and sales associates were subjected to a Principal Axis Factoring with Oblimin rotation. The results of the final EFA involved 13 Likert scale items. The test were conducted to validate the measures of human variables. The Principal Axis Factoring revealed five factors. These factors were social relations, behavioural attributes, crowding, physical attributes and sales associates’ availability. Therefore, reliability tests were conducted on the final items measuring the human variables. The results of this research study indicate that social relations, sales associates’ availability, physical attributes of sales associates and behavioural attributes of sales associates influence consumers’ shopping experience in FMCG retail stores in Ekurhuleni. However, the consumers felt neutral with regard to crowding. The test results of a chi-square for equal proportion revealed that all the five hypotheses (H1, H2, H3, H4, and H5) were supported as the proportions of consumers with regard to the influence of these sub-variables on their shopping experience were statistically different. Furthermore, ANOVA and F-test results for testing whether there were differences between demographics indicated that H1a, H2b and H5c were supported because there were statistically significant differences between genders with regard to the influence of crowding, between age groups regarding social relations, as well as between racial groups with regard to the influence of behavioural attributes of sales associates on consumers’ shopping experience. / Business Management / M. Com (Business Management)

Introduktion: Hälsokompetens är viktigt för individen för att på ett adekvat sätt kunna ta till sig hälsoinformation, bearbeta, reflektera samt omvandla kunskaperna till praktik. Skolan är en viktig arena för hälsofrämjande arbete, då elever oavsett bakgrund ingår i skolsystemet. Grundskolläraren har en viktig roll i det hälsofrämjande arbetet som sker på skolan riktat mot eleverna. Syfte: Syftet med studien var att utforska grundskollärares totala nivå av hälsokompetens och på vilket sätt nivån skiljer sig mellan variablerna i instrumentet HLS-EU-Q16. Metod: En tvärsnittsstudie genomfördes med hjälp av en webbaserad enkätundersökning. Instrumentet HLS-EU-Q16 inkluderades i enkäten för att undersöka nivån av hälsokompetens. Rekrytering skedde via sociala medier. Frekvens och Chi2-test genomfördes. Resultat: Bland grundskollärarna (n=22) hade 90.9% en tillräcklig hälsokompetensnivå, medan 9,1 % hade problematisk hälsokompetens. Medelålder var 46.7 år och medelarbetslivserfarenhet var 16 år. Självskattat allmänt hälsotillstånd var 39.7% mycket bra, 51.6% bra, samt 9.7 någorlunda. Av deltagarna hade 35.5% en utbildning på fyra år eller mindre, och 64,5% hade över fyra års utbildning. Det fanns frågor inom instrumentet HLS-EU-Q16 som varierade. Självskattad allmänt hälsotillstånd tenderade att påverkas av ålder och utbildningsnivå. Demografiska variablerna ålder, arbetslivserfarenhet, hälsotillstånd, utbildningsnivå samt kön kunde inte inkluderas i en sambandsanalys med utfallsvariabeln hälsokompetensindex på grund av för litet stickprov. Slutsats: Hälsokompetensnivån var hög i studiepopulationen / Introduction: A high health literacy level is important for the individual to be able to adequately absorb, process and reflect over health information, and transform health knowledge into practice. The school is an important arena for health promotive work, as students, regardless of background, are part of the Swedish school system. Primary school teachers have important roles in health promotive school interventions, when students are the target population. Aim: The study aim was to explore primary school teachers' level of health literacy and in what way the level differs between included demographic variables. Method: A cross-sectional study was conducted using a web-based survey. The instrument HLS-EU-Q16 was included in the questionnaire to examine the level of health literacy. Participants were recruited through Facebook. Results: Among primary school teachers, 90.9% had sufficient health literacy and 9.1% problematic. The average age was 46.7 years and the average work experience was 16 years. Self-rated general health condition was 39.7% very good, 51.6% good, and 9.7% reasonably. The education level among participants differed,where 35.5% had an education that were four years or less and 64.5% had over four years of education. The demographic variables age, work experience, state of health, level of education and gender could not be included in a correlation analysis with the outcome variable health literacy index due to too small sample group. Conclusion: The level of health literacy is high in the study group of primary school teachers.

No description available.

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Made available in DSpace on 2016-06-02T19:43:59Z (GMT). No. of bitstreams: 1 TeseAEG.pdf: 4466338 bytes, checksum: cfc4d363a40302515a063712e5500f01 (MD5) Previous issue date: 2006-02-22 / Universidade Federal de Sao Carlos / This study belongs to a research program, driving at the development of an adequate social repertoire, which could decrease the re-incidence of criminal behaviour in youth. Adolescents attended in Community Services and Probation in Sao Carlos were characterized, under objective of assessing the major number of variables and its correlation to criminal behaviour (Study 1). Study 2 compared these data to a similar sample at city of London, Ontario, Canada, aiming identifying possible correlations between observed variables, in a multicultural context. Finally, evaluated a designed intervention program to teach parenting skills to mothers of young offenders (Study 3). Study 1 analyzed 123 protocols, in a survey design, among those of the year 2002. The information of those protocols were tabulated and analyzed. General results suggest that most of participants did not attend school. Not attending school was associated to increasing number of re-incidences, use of drugs and use of weapons. Although, participants with a lower educational level lived with single-parents, when compared to those with a higher educational level. Study 2 analyzed 100 protocols, in a survey design, among those referred for evaluation to a Centre in Canada, comparing the dada to Study 1. Results showed that adolescents in Sao Carlos dropped school earlier, because they could not follow the classes, while Canadian schools offer a vaster services network to avoid school evasion, like educational support programs since a problem is identified. Although, theft was the most common crime in Sao Carlos, while Canadian society determines that acts like butt grabbing (most common crime in London) be against the law. Based on data found on those studies, an intervention program was designed to teach parenting skills to ten single-mothers of young offenders. The program consisted in 6 intervention sessions, plus five initial sessions for base-line evaluation and five final sessions for results evaluation. The sessions worked subjects as setting up limits, rules, and kid s antisocial behaviour functional analysis. Results showed: participants started the program with a low self-esteem, moderate degree of depression and problems dealing with kids. From ten initial mothers, only four finished the program. After the six intervention sessions, mothers were again evaluated and results showed an increasing in self-esteem, did not show depression index and problems dealing with kids decreased. In a general way, teach parenting skills, even in few sessions, can reduce conflicts with kids, what could decrease the risk for crimes. / Este estudo faz parte de um programa de pesquisa, visando o desenvolvimento de repertórios socialmente adequados, que possam diminuir a reincidência de adolescentes em atos infracionais. A clientela atendida nas medidas sócioeducativas de Prestação de Serviços à Comunidade e Liberdade Assistida na cidade de São Carlos, SP foi analisada, com o objetivo de levantar o maior número possível de variáveis e sua correlação na determinação da conduta infracional (Estudo 1). O Estudo 2 comparou tais dados com uma amostra semelhante na cidade de London, Ontário, Canadá, com o objetivo de identificar possíveis correlações entre as variáveis observadas, em um contexto multicultural. Finalmente, avaliou-se um programa de intervenção proposto com o objetivo de ensinar práticas educativas parentais a mães de adolescentes em conflito com a lei (Estudo 3). No Estudo 1 foram analisados 123 prontuários de atendimento, em um delineamento de survey, relativos ao ano de 2002. As informações contidas nos prontuários foram tabuladas e analisadas. Os dados gerais sugerem que a maioria dos participantes não freqüentava a escola. O fato de não freqüentar a escola foi associado ao número crescente de reincidências, ao uso de entorpecentes e uso de armas. Além disso, os participantes com nível educacional mais baixo viviam em famílias monoparentais, quando comparado com aqueles que tinham maior escolaridade. No Estudo 2 foram analisados 100 prontuários de adolescentes encaminhados para avaliação em um centro de referência ao adolescente em conflito com a lei no Canadá, comparandose os dados com aqueles obtidos no estudo anterior. Os dados sugerem que os adolescentes de São Carlos abandonaram os estudos muito cedo, por não conseguirem acompanhar as aulas, enquanto as escolas canadenses oferecem uma ampla rede de serviços para evitar a evasão escolar, como programas de apoio educacional desde que um problema é identificado. Além disso, furto foi a infração mais comum em São Carlos, enquanto que a sociedade canadense determina que atos como passar a mão (infração mais comum em London) sejam consideradas infrações à lei. Com base nos dados encontrados nos dois estudos, foi proposto um programa de intervenção para ensinar habilidades parentais a dez mães monoparentais de adolescentes em conflito com a lei. O programa consistiu em seis sessões de intervenção, acrescido de cinco sessões iniciais para avaliação de linha de base e cinco finais para avaliação dos resultados. Nas sessões foram trabalhados temas como estabelecimento de limites, regras e análise funcional dos comportamentos inadequados dos filhos. Os resultados indicaram: as mães começaram a intervenção com baixa auto-estima, com um grau moderado de depressão e problemas em lidar com seus filhos. Das dez participantes iniciais, somente quatro terminaram o programa. Após as seis sessões de intervenção, as mães foram novamente avaliadas e os resultados indicaram um aumento na autoestima, não apresentavam índices de depressão e os problemas de relacionamento com os filhos diminuíram. De modo geral, ensinar habilidades parentais, mesmo em poucas sessões, pode reduzir os conflitos com os filhos, o que poderia diminuir o risco para o envolvimento em infrações.

公務人員考績制度設計的良窳勢將影響受考人對組織信任的程度及工作士氣，考試為改善公務人員單向考核之缺失，於公務人員考績法修正草案中，增列「考績面談」新措施，提供主管與部屬溝通討論機關的績效目標與工作表現的機會，希望藉此提升考績結果的信度及效度，改善部屬工作績效，達到提升我國文官行政效能的目的，其立意雖好，然而組織革新成功與否最重要的關鍵因素，在於組織成員的信任程度，因為組織成員間若缺乏信任，所有的改革工作都將流於形式或遭遇阻礙。 是以，本研究目的在探討組織信任對考績面談制度成效的影響，其中組織信任係採McAllister的分類，將組織信任區分為認知型信任及情感型信任，而考績面談制度成效則有公平性、滿意度接受度、工作投入、組織承諾。另一項研究目的則在探討人口統計變項（性別、年齡、教育程度、官等、年資、機關規模及主管職位）對組織信任與考績面談制度成效間是否會產生調節效果。 本研究以問卷調查的方式，於106年8月5日起至8月21日止，按臺北市各區公所106年5月份薦任、委任公務人員比例，以分層抽樣的方式進行抽測，共發出300份題本式問卷，回收問卷276份，有效問卷為230份，所得資料以SPSS統計分析，研究結果如下： 1.臺北市區公所同仁對主管的認知型信任及情感型信任達中度以上的水準。 2.臺北市區公所同仁對考績面談制度持中度以上的認同程度。 3.組織信任對考績面談制度具有顯著的正向影響力。 4.人口統計變項中除教育程度外，其他人口統計變項對組織信任與考績面談制度成效會產生削弱或增強的調節效果。 最後，依據此分析結果，對組織信任與考績面談制度提出實務上的具體建議，及未來的研究建議，為爾後全面實施考績面談預作準備。 / The positive or negative aspects of the setup of a system of performance evaluation of civil servants is bound to influence the level of trust of the evaluated personnel in the system as well as their work motivation. Examinations are supposed to amend the shortcomings from one-way evaluations of civil servants. In the draft for the Civil Service Performance Evaluation Act a new measure named “Evaluation Interview” was added. This provides superiors and subordinates with the opportunity to communicate and discuss performance targets and the work performance in public authorities. There was the expectation that this measure would raise the level of trust and validity of the evaluation results , improve the work performance of subordinate personnel and reach the goal of raising the administrative efficiency of civil servants in Taiwan. While the intention of introducing this measure is positive, the key factor to determine success or failure of organisational changes lies in the level of trust from the members of the organisation. If the members of an organisation lack a certain level of trust, reform measures will merely result in formal changes or may be met with obstruction. Therefore, the goal of this research is to study the influence of organisational trust on the efficiency of the system of evaluation interviews. McAllister classification is used for analysing organisational trust, which is differentiated by cognitive trust and emotional trust. The effect of the system of evaluation interviews is based on fairness, satisfaction, acceptance, work engagement and loyalty towards the organisation. A further goal of this research is to study whether the variables of demographic statistics (gender, age, educational level, official rank, length of service, size of public authority and position of superior) have a regulating effect on the efficiency of the relationship between organisational trust and the system of evaluation interviews. This research carried out the study between 5 August and 21 August 2017 in the form of questionnaires. According to the proportion of promoted and appointed civil servants in the district offices of Taipei City in May 2017 a stratified sample test was carried out and 300 itemised questionnaires were sent out. The return rate was 276 questionnaires, of which 230 were valid. The obtained data was analysed with SPSS and produced the following research results: 1.the civil servants in the District Offices of Taipei City maintain a level of cognitive and emotional trust in their superiors which is above the medium level, 2.the level of acceptance of the system of evaluation interviews by the civil servants in the District Offices of Taipei City is above the medium level, 3.organisational trust has a significant positive influence on the system of performance evaluation interview, 4.Except for the variable of the level of education, all other demographic statistical variables have a weakening or intensifying regulating effect on organisational trust and the system of evaluation interviews. Finally, practical and specific proposals to enhance organisational trust and to improve the system of evaluation interviews are made on the basis of the results of this analysis as well as suggestions for further future research in order to be prepared for full-scale implementation of the system of evaluation interviews.

Lösenordshanterare har länge varit tillgängliga och det finns mycket forskning som tyder på att användningen av dem är begränsad. Deras funktionalitet hjälper användaren att generera och spara unika och starka lösenord för varje individuell inloggning. Vi utformar en enkät med hjälp av tidigare forskning och en modifierad version av teknikacceptansmodellen i syfte att undersöka demografiska variablers påverkan på användningen av lösenordshanterare. Undersökningen bedrivs genom att kvantitativ data samlas in från den digitala plattformen reddit.com. Denna data analyseras därefter med hjälp av statistiska metoder, där vi kommer fram till att det finns signifikanta skillnaderivariablernakön,geografiskplats,antalunikalösenordochdatorvana. Dessa variabler påverkade både den faktiska användningen, men också attityden till systemet. Vi diskuterar detta resultat utifrån den presenterade teorin och relaterad forskning. / Password managers have been available for a long time, and there has been a lot of research showing that these tools are not commonly used. Their functionality helps the usertobothgenerateandsaveuniqueandstrongpasswordsforeachindividualauthentication online. We conduct a quantitative investigation where we create a survey based on related research and a modified version of the Technology Acceptance Model. The dataforourquantitativeanalysisweregatheredbypublishingasurveyontheplattform Reddit.com. Thisdatawerethereafteranalysedusingstatisticalmethods,whereanumber of statistically significant differences were found. We found that gender, geographic location,amountofuniquepasswordsandcomputerprofiencyallhadsignificanteffects on either the actual system use or on the attitude towards the system. These results are evaluated by relating them to the presented theories and related research.

Summaries in English, Zulu and Southern Sotho / The primary aim of the study was to explore the relationship between career adaptability and organisational commitment of employees who work in the investment sector. The secondary aim was to ascertain whether individuals from various demographics (age groups, gender, ethnicity, qualifications, tenure and business unit) differed significantly regarding their career adaptability and organisational commitment. A cross-sectional quantitative, correlational research approach was followed where a non-probability convenience sample (n=200) of permanent employees in the investment sector was used. The instruments used for the study were the biographical questionnaire, Career Adapt Abilities Scale (CAAS) and Organisational Commitment Questionnaire (OCQ). The research results revealed statistically significant relationships between career adaptability and organisational commitment of employees who work in the investment sector in terms of correlational and inferential statistical analyses. There were statistically significant relationships between the demographic variables with some dimensions of career adaptability and organisational commitment. The test of mean differences revealed that some differences exist in career adaptability and organisational commitment in terms of demographical variables. The study provides recommendations for use by industrial psychology professionals in terms of career adaptability and organisational commitment practices, specifically within the investment sector. / Inhloso engaphezulu yalolucwaningo yabe ingukucubungula ubudlelwano phakathi kokuzinza ezifundweni-msebenzi nokuzibophela kwabasebenzi ezinkampanini zasengxenyeni yokukhulisa umnotho wezimali. Inhloso engaphansi yabe ingukungukuqondisisa ukuthi ngabe labasebenzi abakhethiwe bayahlukahlukana na ngokwenhloso engaphezulu uma kucutshungulwa ngokweminyaka yobudala babo, nangokohlanga lwabo, nangokwezinga lemfundo abalizuzile ekuqeqeshweni kwabo, nangokwesikhathi asebasisebenzile egunjini elikhethiwe enkampanini yabo. Ngokwenhloso engaphansi, lolucwaningo lacubungula ngokuqhathanisa okusemaphakathini kwalabasebenzi abangu (n=200) ababekhethwe kalula bebonke, ngesizathu sokuqhashwa kwabo ngokuphelele kulenkampani eyabe ikhethiwe. Amathulusi asetshenziswa ahlaziya ngokwenhloso yangaphansi eqoshelwe ukucubungula izilinganiso zamakhono emfundo-msebenzi (CAAS) kanye nokuzibophela kwabasebenzi ezinkampanini abasebenza kuzo (OCQ). Imiphumela yocubungulo yabubonisa ngokungasoleki ubudlelwano obuqondile nobuchazekayo ngokwamanani ohlaziyo phakathi kokuzinza ezifundweni-msebenzi nokuzibophela kwalabasebenzi enkampanini eyayikhethiwe esengxenyeni yokukhulisa umnotho wezimali. Imiphumela yocubungulo yabubonisa futhi ubudlelwano obungasoleki phakathi kweminyaka yobudala yalabasebenzi ababekhethiwe, nobulili babo, nobuhlanga babo, nezinga lezifundo abalifinyelele, nangeminyaka asebayisebenza engxenyeni abasebenza kuyo umakulinganiswa ukuzinza ezifundweni-msebenzi nokuzibophela kwabo lulenkampani ekhethiwe abasebenza kuyo. Ngaleyondlela, ucubungulo lwezilinganiso ezahlukahlukene lwabonisa ukuthi ukhona umahluko phakathi kokuzinza ezifundweni-msebenzi nokuzibophela kwabasebenzi ngokwenhloso engaphansi. Kanjalo, locubungulo lunikeza imibono engasetshenziswa ozosayensi bengqondo mayelana nokuziphatha kwabasebenzi umabefuna ulwazi ngokuzinza ezifundweni-msebenzi nasekuzibopheleni ezinkampanini kwabasebenzi. / Morero oa pele oa boithuto e ne e le ho lekola likamano lipakeng tsa ho ikamahanya le maemo mesebetsing le boitlamo ba mokhatlo hara basebetsi ba lekala la matsete. Morero oa bobeli e ne e le ho netefatsa hore na batho ba lilemo tse fapaneng, bong, morabe, mangolo a thuto, nako ea khoebo le khoebo li fapane haholo mabapi le ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo. Mokhoa o fapaneng oa likarolo tse ngata, oa boithuto o kopaneng o ile oa lateloa moo sampole e sa khonehang ea bonolo (n = 200) ea basebetsi ba ka mehla lefapheng la matsete e sebelisitsoeng. Lisebelisoa tse sebelisitsoeng bakeng sa boithuto e ne e le lenane la lipotso tse mabapi le lipale tsa bophelo, Career Adapt Ability Scale (CAAS) le Organisational Commitment Questionnaire (OCQ). Sephetho sa lipatlisiso se senotse likamano tsa bohlokoa lipalo pakeng tsa ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo hara basebetsi ba lekala la matsete ho latela ditshekatseko tsa liphuputso tse amanang le lipalo-palo. Ho bile le likamano tsa bohlokoa lipalo-palong lipakeng tsa lilemo, bong, morabe, mangolo a thuto, nako ea khoebo le yuniti ea khoebo maemong a mang a ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo. Liteko tsa liphapang tse boleloang li senotse hore liphapang tse ling li teng molemong oa ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo ho latela maemo a palo ea batho (lilemo, bong, mangolo a thuto ea morabe, nako ea khoebo le khoebo). Litlhahiso li khothaletsa hore li ka sebelisoa ke litsebi tsa kelello tsa indasteri le tsa mokhatlo le litsebi tsa litsebo tsa batho mabapi le ho ikamahanya le maemo mesebetsing le litloaelo tsa boitlamo ba mokhatlo, haholoholo lekaleng la matsete. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

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