Thesis (MSc)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Malaria is a pestilent disease associated with massive socioeconomic burden of sub-Saharan Africa. This disease is caused by a blood infection of the single cellular parasite of the Plasmodium genus. Two enzymes of this parasite have been identified to be essential to the survival of this parasite, notably Spermidine Synthase and Protein Farnesyltransferase. The goal of this dissertation was to search for and synthesise novel inhibitors of these two enzymes with a strong focus towards understanding their structure/activity relationships. To achieve the first goal, molecular modelling was employed. An in-depth discussion is presented to describe the underlying principles relevant to this branch of computational chemistry. This ensures that the experiments using these methods are set-up correctly and results are interpreted within context. Two virtual high-throughput screens were then performed using prepared crystallographic structures of Spermidine Synthase. The first was pharmacophore based method and the second based on LibDock. The database used, containing 7.1 million compounds, was filtered using a custom developed tool prior to screening. Finally, CDOCKER was then used to investigate the activity of potential hit compounds. Spermidine Synthase has a natural affinity for adenosine and this trait was exploited by derivatising analogues to synthesise potential inhibitors of the enzyme. This was to be achieved by the incorporation of both electrophilic and nucleophilic moieties at selected positions, including the use of a high yielding Mitsunobu reaction. A number of additional residues were then synthesised and joined to the adenosine which were proposed to increase the active site occupancy and increase affinity to the enzyme. For the second enzyme targeted for inhibition, Protein Farnesyltransferase, indole was used as a starting scaffold to synthesise potential hits de novo. It was aimed to derivatise the indole at the Nʹ and 3ʹ positions. The crystal structure of one of the intermediates was published. Furthermore, a synthetic sequence which culminated in a palladium catalysed Suzuki coupling was performed. / AFRIKAANSE OPSOMMING: Malaria is ‘n peslike siekte wat geassosieer word met beduinde sosio-ekonomiese implikasies vir sub-Sahara Afrika. Die siekte word veroorsaak deur ‘n bloed infeksie van die enkel sellulêre parasiet van die Plasmodium genus. Twee ensieme, naamlik Spermidien Sintetase en Protein Farnesieltransferase, is geïdentifiseer om noodsaaklik te wees vir die oorlewing van die parasiet. Die doelwit van hierdie verhandeling is die soektog en sintese van oorspronklike inhibeerders van hierdie twee ensieme met ‘n sterk fokus daarop om struktuur/aktiwiteit interaksies te verstaan. Om die eerste doelwit te bereik is molekulêre modellering toegepas. ‘n Indiepte ondersoek word voorgestel om die onderliggende beginsels relevant tot hierdie tak van berekenkundige chemie te beskryf. Dit verseker dat eksperimente wat op hierdie tegnieke berus korrek opgestel word en dat die resultate binne konteks geïnterpreteer word. Twee virtuele hoë-deurset skerms was deurgevoer op voorbereide kristallografiese strukture van Spermidien Sintetase. Die eerste het berus op ‘n pharmakoforiese metode en die tweede op LibDock. ‘n Self-ontwikkelde sagteware gereedskap stuk is gebruik om a databasis van 7.1 miljoen verbindings te filtreer voor dit gebruik is in hoë-deurset skerms. Uiteindelik is CDOCKER gebruik om die potensiele aktiwiteit van “treffer” verbindings te beraam. Spermidien syntetase het ‘n natuurlike affiniteit vir adenosien en hierdie eienskap is benut deur analoeë af te lei na potensiële inhibeerders teen die ensiem. Dit is bewerkstellig deur die insluiting van beide elektrofiliese asook nukleifielese funksionele groepe op gekose posisies. Dit het die gebruik van ‘n hoë opbrengs Mitsunobu reaksie ingesluit. ‘n Aantal ander addisionele residueë is toe gesintetiseer en geheg aan die afgeleide adenosien om die ensiem setel te vul en sodoende die affinitieit te verhoog. Vir die tweede ensiem wat geteiken is vir inhibisie, Protein Farnesieltransferase, is indool benuttig as ‘n begin steier te dien om potensiële treffers de novo te sintetiseer. Dit is geteiken om die indool af te lei op die Nʹ en 3ʹ posisies en die kristal struktuur van een van hierdie tussengangers is gepubliseer. Verder is ‘n sintetiese weg, wat uitgeloop het op ‘n palladium gekataliseerde Suzuki koppeling, uitgevoer.

Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Two parallel processes contributed to the formation of the International HIV/AIDS Alliance (the Alliance) in 1993 – one under the auspices of the World Health Organisation and its “NGO Support Programme” and the other being the coming together in 1991 of a group of donors under the auspices of the Rockerfeller Foundation in an attempt to define a mechanism that would channel funds to community groups in the South. It was a difficult period of the HIV epidemic – communities were struggling to cope with the effects of HIV, science was unable to advance its efforts to find a vaccine and progress into different forms HIV treatment was moving slowly. The two processes came together almost fortuitously, as key individuals were involved one way or another in both processes, and the work that had been done complemented and justified the need to combine energies, resources and creativity into making this mechanism work. The oral history brings to life some of the discussions and events that took place during the development of the Alliance. It provides insights into what key individuals were thinking, or how they acted during important, and at times frustrating, discussions. Because so little is captured about the conception phase (1991 – 1993), the oral history focusses on capturing the reflections and memories of those who were involved during this period, to ensure that history accurately reflects what happened – or at least offers real and lived perspectives. The case study reviews the start-up phase (1994 – 1996) and provides insights and perspectives into key decisions and the all-important external evaluation, which was a turning point for the organisation. The external evaluation led to and informed the scale-up period (1997 – 2000) and the oral history reflects on a number of key themes that shaped the organisations work and laid the foundation for its next ten years. / AFRIKAANSE OPSOMMING: Twee parallelle prosesse het bygedra tot die vorming van die Internasionale HIV/AIDS Alliance (The Alliance ) in 1993 - een onder die vaandel van die Wêreld Gesondheid Organisasie en die " NGO Support Program " en die ander is die bymekaar kom van 'n groep skenkers onder die coordinatie van die Rockerfeller Foundation in 1991. Hulle het saamgekom in 'n poging om 'n meganisme te definieer wat fondse sal kanaliseer naar gemeenskap groepe in die Suid. Dit was 'n moeilike tyd die MIV-epidemie - gemeenskappe sukkel met die gevolge van MIV , wetenskap was nie in staat om hulle pogings om 'n entstof teen MIV en vooruitgang in behandeling het stadig gevorder. Die mondelinge geskiedenis bring aan die lewe 'n paar van die besprekings en gebeure wat plaasgevind het tydens die ontwikkeling van die Alliance. Dit bied insig in wat individue dink , of hoe hulle opgetree het tydens belangrik , en by tye frustrerend, besprekings. Omdat daar so min gevang oor die konsepsie (1991 - 1993), fokus die mondelinge geskiedenis op die vaslegging van die refleksies en herinneringe van diegene wat gedurende hierdie tydperk betrokke was. Die gevallestudie gee ‘n oorsig van die begin fase (1994 - 1997) en bied insigte en perspektiewe in belangrike besluite en die eksterne evaluering , wat 'n keerpunt vir die organisasie was. Die eksterne evaluering het gelei tot die “scale up” tydperk (1997 - 2000) en die mondelinge geskiedenis weerspieël op 'n aantal van die belangrikste temas wat die grondslag gelê vir sy volgende tien jaar.

Thesis (MPhil (Industrial Psychology. School of HIV/AIDS Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: This study examines the level of HIV/AIDS Knowledge, attitudes towards HIV/AIDS as well as practices amongst the employees of Telkom SA Ltd. Furthermore it also aims to determine the effectiveness of the Peer Education programme within the company as well as the role that promoters are playing in encouraging Peer Educators to do awareness in the workplace on the one hand and encouraging their subordinates to attend such programmes on the other hand. A total of 80 employees were invited to participate in the survey. At the end of the survey period, which ran from 2 to 21 February 2009, it was found that a total of 66 employees responded by completing the on-line survey. This represents a return of 82,5%. While the survey results shows a remarkably high level of HIV/AIDS knowledge amongst the responds, it could not be conclusively proven that it was as a result of attending HIV/AIDS workplace awareness programmes. However, it can be said that this knowledge was sufficient to: Enable employees to make informed decisions about their own sexual behaviour Peer Educators were confident that their knowledge levels were sufficient to educate their peers. The results also show quite a high level of disinvolvement on the part of promoters with regard to HIV/AIDS workplace issues. Finally this study also contains a range of recommendations and suggestions which were derived from the findings. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek the vlak van MIV/VIGS Kennis, houdings teenoor MIIV/VIGS sowel as die gebruike van die werknemers van Telkom SA Bpk. Dit poog ook om die effektiwiteit van die Portuur Voorligtingsprogram binne die maatskappy te ondersoek sowel as om te bepaal watter rol toesighouers speel om enersyds Portuur Voorligters aan te moedig in bewusmakings sessies in die werkplek te reel en om andersyds die rol wat toesighouers speel om hulle ondersgeskiktes aan te moedig om sodanige sessies by te woon. ‟n Totaal van 80 werknemers was genooi om die navorsing mee te maak. Aan die einde van die navorsingstydperk, wat vanaf 2 tot 21 Februarie 2009 geloop het, was daar bevind dat ‟n totaal van 66 werknemers die aan-lyn vraelys voltooi het. Hierdie syfer verteenwoordig ‟n opbrengs van 82,5%. Onderwyl die resultate ‟n merkwaardige hoë vlak van MIV/VIGS kennis onder die respondente getoon het, kon dit nie onteenseglik bewys word dat dit as gevolg van die bywoning van MIV/VIGS werkplek bewusmakings sessies was nie. Ten spyte van die voorgenoemde, kan daar egter met sekerheid gesê word dat hierdie kennis genoegsaam is om: Werknemers in staat te stel om ingeligte besluite te neem oor hulle eie seksuele gedrag Portuur Voorligters in staat te stel om hulle gelykes voldoende op te voed by wyse van bewusmakings sessies. Die resultate het ook ‟n hoë mate van onbetrokkenheid van toesighouers getoon ten opsigte van MIV/VIGS werkplek angeleenthede. Hierdie studie bevat ook „n reeks van aanbevelings en voorstelle wat voortspruit uit die bevindinge.

Thesis (MPhil (Industrial Psychology))--Stellenbosch University, 2008. / The purpose of this research was to determine the efficacy of an innovation in HIV prevention programming in Ukraine, which leverages the culture of Ukrainian society by appreciating its values and incorporating them into the strategy. Analysis of the results indicates that positive changes in two of the questions of the Behavioural Models were significant among the participants of the Experimental Group. This was not seen in the Control Group. The number of respondents from the Experimental Group who spoke to their partner about HIV/AIDS in the past month increased during the month after the training. The number of people who were tested for HIV during the month after training also increased. Based on the results of this research, it can be concluded that participation of employees’ sexual partners in HIV prevention programs can influence Behaviour Models and lead to desired changes in this area changes in Behaviour Models, which are very important and as we can see depends much on participation of both sexual partners in training.

Thesis (MPhil (Industrial Psychology. Africa Centre for HIV/AIDS Management))--Stellenbosch University, 2009. / ENGLISH SUMMARY: The objective of this study was to determine the current situation regarding policy development and implementation in a selected sample of South African organisations. The researcher used the survey method to determine how many organisations do have HIV/AIDS workplace policies in place, and if not, why not. It was found that only a small percentage of respondents confirmed to not have an HIV/AIDS workplace policy at their respective workplaces. A reason for concern is that almost a quarter of the respondents were not sure whether their workplace had a policy or not. Larger organisations (> 500 employees) were more inclined to have polices and the highest percentage of organisations that have policies were from KwaZulu Natal, the province with the highest HIV/AIDS prevalence in the country. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om die huidige situasie rakende MIV/VIGS beleidsontwikkeling en implementering in „n gekose groep van Suid-Afrikaanse organisasies te ondersoek. Die navorser het „n opname gedoen om te bepaal hoeveel organisasies MIV/VIGS beleide het, en indien nie, hoekom nie. Daar is gevind dat slegs „n klein persentasie van respondente bevestig het dat hul onderskeie werkplekke nie „n MIV/VIGS beleid het nie. Daar is egter rede tot kommer rakende byna „n kwart van die respondente wie nie seker was of hul werkplek „n beleid het of nie. Groter organisasies (> 500 werknemers) was meer geneig om beleide te hê, en die hoogste persentasie van organisasies met beleide was van KwaZulu Natal, die provinsie met die hoogste voorkoms van MIV/VIGS in die land.

Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse practitioners’ intention to quit, and consequently what organisations can do to retain these practitioners. There is increased pressure on the healthcare sector, more specifically nursing, due to a severe shortage in this discipline. These shortages are not an isolated phenomenon, but influence the private as well as public sector worldwide, as well as in South Africa. A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some factors are controllable, others not. By isolating the controllable factors, organisations and managers can be equipped to put action plans in place to decrease the impact of this crisis. Processes and action plans to enlarge the nursing pool, and also to retain the current workforce, can contribute to overcoming this challenge. There is proof that the implementation of a structured talent management programme can contribute to overcoming this challenge. Line managers and their competence regarding the management of personnel play a key role in such a talent management programme. This study has as its objective to re-evaluate an existing talent management competency model for line managers, and to propose additional variables that can influence organisational outcomes like job satisfaction, organisational commitment and turnover intention. By understanding which line manager competencies influence organisational outcomes, and the manner in which they influence these outcomes, line managers as well as organisations can be equipped to formulate processes and programmes that can contribute to the retention of a scarce skill, and importantly, also minimise the impact of a worldwide crisis. The results of the study indicated that the operationalisation of the talent management competencies failed. The originally proposed model consequently had to be reduced by deleting all talent management latent variables from the model. Poor model fit was obtained for the reduced model. Modifications were, however, made to the reduced model based on modification index suggestions derived from the data. The modified model showed good fit and support was obtained for all the paths in the modified model. Crossvalidation of the modified model was recommended. / AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is aanbeveel.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: South Africa’s past has shaped the way Human Resource management should look to the future. South Africa has a history of racial discrimination that was lead by the Apartheid system. The effects of the past have left members of the previously disadvantaged group with underdeveloped job competency potential. This has subsequently led to adverse impact in valid, fair (in the Cleary sense of the term) strict-top-down selection. The fundamental cause of Black under-representation in higher level jobs is due to the legacy of the previous political dispensation. The root problem is that South Africa’s intellectual capital is not, and has not been, uniformly developed and distributed across races. The current situation must be dealt with not only as the situation could potentially become volatile, but also as it is simply the right thing to do. Those individuals from the previously disadvantaged group that have the potential to learn should be identified and subsequently developed. A need therefore exists in South Africa for a method to identify individuals who will gain maximum benefit from affirmative developmental opportunities, especially cognitively demanding development opportunities, and hence display a high potential to learn. A need in addition exist to arrange circumstances to optimise the prognosis that those identified with learning potential will successfully realise their potential. Learning performance is complexly determined. To successfully address the negative effects of the past in South Africa through affirmative development the determinants of learning performance need to be understood. Accelerated affirmative development will be effective to the extent to which a comprehensive understanding exists of the factors underlying learning performance and the manner in which they combine to determine learning performance. The primary objective of this study consequently was to expand on De Goede’s (2007) learning potential structural model. Non-cognitive factors were added to the De Goede (2007) learning potential structural model in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. A subset of the hypothesised learning potential structural model was then empirically evaluated. The initial reduced model failed to converge and was subsequently revised by deleting a single causal path from the model. The revised model was found to fit the data well. All paths contained in the final model were empirically corroborated. Suggestions for future research are made by indicating how the model can be further elaborated. / AFRIKAANSE OPSOMMING: Suid-Afrika se verlede het gestalte gegee aan die wyse waarop Menslike Hulpbronbestuur na die toekoms behoort te kyk. Suid-Afrika het ’n geskiedenis van rassediskriminasie wat deur die Apartheidstelsel aangevoer is. Die gevolge van die verlede het die lede van die voorheen agtergeblewe groep met onderontwikkelde werkbevoegdheidspotensiaal gelaat. Dit het vervolgens gelei tot nadelige impak in geldige, billike (in die Cleary-sin van die woord) streng bo-na-onder keuring. Die fundamentele oorsaak van swart onderverteenwoordiging in hoër-vlak posisies is tot ‘n groot mate te wyte aan die nalentskap van die vorige politieke bedeling. Die kernprobleem is dat Suid-Afrika se intellektuele kapitaal nie nou of voorheen eenvormig oor die rasse heen ontwikkel en versprei is nie. Die huidige situasie moet hanteer word, nie net omdat dit potensieel onbestendig mag word nie, maar ook bloot omdat dit die regte ding is om te doen. Dié individue uit ‘n voorheen agtergeblewe groep wat wel die vermoë het om te leer, behoort geïdentifiseer en vervolgens ontwikkel te word. Dus bestaan daar in Suid-Afrika ’n behoefte aan ’n metode om individue te identifiseer wat ’n hoë leerpotensiaal het en derhalwe die meeste voordeel sal trek uit geleenthede vir regstellende ontwikkeling, veral dié geleenthede van ’n veeleisende kognitiewe aard. Daar bestaan voorts ook ’n behoefte om omstandighede te reël om die prognose te optimaliseer dat diegene wat met leerpotensiaal geïdentifiseer is, hul potensiaal suksesvol sal kan verwesenlik. Leerprestasie word deur ‘n komplekse netwerk van veranderlikes bepaal. Om die negatiewe gevolge van die verlede in Suid-Afrika deur regstellende ontwikkeling aan te spreek, moet die determinante van leerprestasie verstaan word. Versnelde regstellende ontwikkeling sal doeltreffend wees in dié mate waartoe ’n omvattende begrip bestaan van die faktore onderliggend aan leerprestasie en die wyse waarop hulle kombineer om leerprestasie te bepaal. Die primêre doelwit van hierdie studie was gevolglik om de Goede (2007) se leerpotensiaal-strukturele model uit te brei. Nie-kognitiewe faktore is tot de Goede (2007) se model toegegevoeg om ’n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. ’n Subversameling van die voorgestelde leerpotensiaal-strukturele model is vervolgens empiries geëvalueer. Die aanvanklike gereduseerde model het nie gekonvergeer nie en is vervolgens hersien deur ’n enkele kousale baan uit die model te verwyder. Die bevinding was dat die hersiene model die data goed pas. Alle bane in die finale model is empiries bevestig. Voorstelle vir toekomstige navorsing is gemaak deur aan te dui hoe die model verder uitgebrei kan word.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: This study investigated race-group similarity effects as a form of interviewer bias in selection interview ratings. Social Identity Theory predicts that interviewers would assign higher ratings to interviewees of the same social group (the so-called in-group) primarily through the mechanism of similarity attraction. Research findings up to now have lent only partial support to this hypothesis. This study argues that interview structure may help to explain inconsistent research findings since structure could inhibit the functioning of the similarity-attraction mechanism. The present research pursued two objectives, namely (1) to determine the degree to which race-group similarity (between interviewer and interviewee) exerts a biasing effect on selection interview dimension ratings, (2) to determine whether same-group bias increases when interview structure is experimentally diminished. This experimental study manipulated the degree of structure in interviews (high- and low-structured conditions) and compared the degree to which race group similarity effects were evident under each condition. Interviews were simulated by showing video-taped interview segments to a sample of participants and asking them to rate interview dimensions on rating scales that had been compiled to reflect the degree of structure in each condition. The data were analysed using Hierarchical Linear Modelling (HLM) and multiple regression analysis to determine whether similarity effects were present in the interview rating data. The results support the hypothesis that racial similarity effects are found under low-structured conditions, as well as the hypothesis that interview structure moderates the influence of similarity effects. However, racial similarity effects were also found with the highly structured condition. Although these effects were smaller than in the low-structured condition, they were statistically significant. Future research should attempt to replicate this study as a field study to test the generalisability of the findings. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek onderhoudvoerdersydigheid in die vorm van rasgroepsoortgelykheidseffekte in seleksie-onderhoudbeoordelings. Sosiale Identiteitsteorie voorspel dat onderhoudvoerders diegene van dieselfde rasgroep (die sogenaamde ingroep) met hoër beoordelingstellings sal aanslaan, primêr deur die werking van die soortgelykheidaangetrokkendheidsmeganisme. Navorsingsresultate tot op hede leen slegs gedeeltelike steun aan hierdie hipotese. Hierdie studie argumenteer dat die rede vir teenstrydige navorsingbevindinge moontlik die gevolg van die bemiddelende effek van onderhoudstruktuur kan wees, aangesien struktuur moontlik die funksionering van die soortgelykheid-aangetrokkendheidsmeganisme kan inperk. Die studie streef dus twee doelwitte na, nl. (1) om die mate waartoe rasgroepooreenstemming tussen die onderhoudvoerder en onderhoudnemer ’n sydige invloed op onderhouddimensietellings uitoefen te bepaal en (2) om te bepaal of soortgelykheidseffekte toeneem namate onderhoudstruktuur eksperimenteel verlaag word. ’n Eksperimentele ontwerp is gebruik waarbinne onderhoudstruktuur (hoog- en laag gestruktuurde toestande) in video-opnames van onderhoude nageboots is. ’n Groep beoordelaars het hierdie stimilusmateriaal beoordeel aan die hand van beoordelingskriteria wat opgestel is om die mate van struktuur binne elke toestand te reflekteer. Gevolglik is die mate van rasgroepsoortgelykheidseffekte binne elke struktuurtoestand vergelyk. Die navorsingsdata is met gebruik van Hiërargiese Lineêre Modellering (HLM) en veelvoudige regressie ontleed om die teenwoordigheid van soortgelykheidsydigheid te bepaal. Die resultate steun die hipotese dat rassoortgelykheidseffekte onder laaggestruktuurde toestande voorkom, asook dat onderhoudstruktuur ’n modererende rol speel. Nietemin is soortgelyke effekte ook onder die hoog gestruktuurde toestand gevind. Alhoewel hierdie effekte kleiner as onder die laaggestruktuurde toestand was, was dit steeds statisties beduidend. Toekomstige navorsing kan poog om ‘n soortgelyke ondersoek as ‘n veldstudie te onderneem om die moontlikheid van veralgemening van die resultate te bepaal.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: New and innovative work structures are being employed in organisations today, especially in the way in which work is approached (Rico & Cohen, 2005). This experimentation has arisen because organisations are seeking better ways of achieving productivity targets and addressing customer demand (Arnold, Barling & Kelloway, 2001). These new work structures are team-based structures, which are widely purported to be the ideal, since teams can respond rapidly because of their multiplicity of skills (Kogler Hill, 2010). Furthermore, high performing teams with this multiplicity of skills should display certain characteristics or behaviours required to achieve results. This study suggests four team characteristics that are necessary for team success, namely shared vision, cohesion, role clarity and mutual trust. This study furthermore explores the role of the team leader in nurturing the above-mentioned characteristics at a team level, since current thinking on leadership suggests that a leader should be able to inspire, motivate and be a role model for his/her team members (Bass & Avolio, 1994), all of which are behaviours characteristic of a transformational leader; thus transformational leadership is the focal point in this study. To determine the effect of transformational leadership on team characteristics, a convenience sample (N = 73) consisting of various nursing wards within a large public sector hospital was used in this study. The measurement model used in the present study fitted the data satisfactorily, RMSEA = .077 (p > .05, 95% CI [.024, .12]). The hypothesised structural model — where transformational leadership affects all four team characteristics directly, without latent interrelationships between team characteristics — was then fitted to the data, showing poor fit, χ2 (df 50, N = 73) = 213.49, p < .05. Despite the poor initial structural model fit, the subsequent results indicated that the hypothesised relationships between transformational leadership and team characteristics (hypothesis 2 through to hypothesis 5) were all significant (p < .05). The modification indices were then investigated for indications of possible model improvement and it was indicated that three additional  paths (i.e. a link between shared vision and cohesion; a link between trust and shared vision; and a link between shared vision and role clarity) were to be considered for addition. The modification indices, in addition, also illustrated that two  paths (i.e. the link between transformational leadership and cohesion and the link between transformational leadership and shared vision) were to be considered for deletion. The structural model was respecified based on modification indices and expected Δ χ2 statistics, and fitted to the data, leading to acceptable fit, RMSEA = .079 (p > .05, 95% CI [.048, .670]). This indicated an improvement over the unmodified model. However, further research based on a larger sample would be needed to verify these suggested path additions and deletions. Overall, the results of the study support the key role that transformational leadership plays on desirable team characteristics. The limitations and implications of the findings of this study are discussed and recommendations for future research are also highlighted. / AFRIKAANSE OPSOMMING: Nuwe en innoverende werkstrukture word toenemend gebruik in kontemporêre organisasies, veral met betrekking tot die manier waarop werk benader word (Rico & Cohen, 2005). Organisasies ondersoek voortdurend wyses om die bereiking van produktiwiteitsteikens en bevrediging van kliënte te maksimeer (Arnold, Barling & Kelloway, 2001). Moderne werkstrukture is toenemend spangebaseerd, aangesien spanne vinnig kan reageer op verandering weens die veelvuldigheid van spanvaardighede (Kogler Hill, 2010). Verder kan verwag word dat hoëverrigtingspanne met ‘n wye verskeidenheid van vaardighede ook oor sekere kerneienskappe sal beskik. Die huidige studie veronderstel vier spaneienskappe wat kritiek is vir spansukses, nl. gedeelde visie, kohesie, rolduidelikheid en onderlinge vertroue. Die studie verken verder die rol van die spanleier om hierdie spaneienskappe te kweek, aangesien onlangse leierskapteorie veronderstel dat ‘n suksesvolle leier vaardig behoort te wees om sy/haar span te inspireer, motiveer en ook ‘n rolmodel moet wees vir die span. Die laasgenoemde is eienskappe kenmerkend van transformasionele leiers (Bass & Avolio, 1994); aldus die fokus van die bestaande studie op transformasionele leierskap. Ten einde die effek van transformasionele leierskap op spaneienskappe te ondersoek, is ‘n nie-ewekansige steekproef (N = 73) van verplegingseenhede binne ‘n groot publieke sektor hospitaal gebruik in die huidige studie. Die metingsmodel vir die studie het bevredigende passing getoon, RMSEA = .077 (p > .05, 95% VI [.024, .12]). Die veronderstelde strukturele model — waar transformasionele leierskap direkte invloede uitoefen op al vier spaneienskappe, in die afwesigheid van onderlinge latente interkorrelasies tussen spaneienskappe — was gevolglik gepas op die navorsingsdata, met swak passing, χ2 (df 50, N = 73) = 213.49, p < .05. Ten spyte van die swak strukturele modelpassing het daaropvolgende resultate getoon dat die alternatiewe hipoteses rakende verwantskappe tussen transformasionele leierskap en spaneienskappe (hipoteses 2 tot 5) almal ondersteun was (p < .05). As volgende stap, is die aanpassingsindekse (MI) verder verken vir moontlike aanduidings van modelverbetering; drie addisionele  roetes (nl., tussen gedeelde visie en kohesie; tussen vertroue en gedeelde visie; en tussen gedeelde visie en rolduidelikheid) is oorweeg vir verdere byvoeging. Die aanpassingsindekse het verder getoon dat twee  roetes (nl., tussen transformasionele leierskap en kohesie, asook tussen transformasionele leierskap en gedeelde visie) oorweeg behoort te word ter verbetering van die strukturele model. Die strukturele model is herspesifiseer, gebaseer op die aanpassingsindekse en verwagte Δ χ2 statistiek, en gevolglik gepas op die data. Die resultate het gedui op bevredigende passing, RMSEA = .079 (p > .05, 95% VI [.048, .670]) — ‘n duidelike verbetering op die aanvanklike strukturele model. Verdere navorsing is egter nodig om hierdie voorgestelde aanpassings aan die strukturele model te verifieer in ‘n groter steekproef. In die geheel gesien, dui die studie se resultate op die sleutelrol wat transformasionele leierskap speel in die ontwikkeling en handhawing van gewenste spaneienskappe. Beperkinge en implikasies van die bevindinge word bespreek, en aanbevelings word gemaak vir verdere navorsing.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: In the current recessive times, in which the war for talent is rife, organisations and researchers are increasingly taking interest in how not only to retain their talent, but also to optimise their leadership and engagement practices to maximise organisational outcomes through their talent. However, research on the dynamics of the relationships between specific leadership behaviours, employee engagement, work-related factors and employee intention to quit is limited to investigating single constructs, or only the relationships between two constructs. This study attempted to gain some insights into the relationships between perceived leader behaviour, employee engagement, job characteristics and employee intention to quit by testing a conceptual model of hypothesised relationships derived from research on the body of literature relating to these constructs. A non-experimental quantitative research design was applied using a sample of managers in a local JSE-listed manufacturing organisation (n = 185). Participants completed a questionnaire that measured the perceived presence of the transformational leadership style, experienced work engagement, perceived motivating potential of work and employee intention to quit. Reliability analysis was done to assess the measurement properties of the respective measures, and all scales showed adequate reliability. Univariate relationships between the measured ordinal variables, using Spearman correlations, corroborated all hypothesised relationships between the respective constructs. The results indicate that there are significant positive relationships between transformational leadership and employee engagement, the motivating potential of a job and employee engagement, and transformational leadership and the motivating potential of a job. Also significant negative relationships exist between transformational leadership and intention to quit, and employee engagement and intention to quit. The mediating effects of employee engagement, as measured using Sobel’s test, confirm engagement to be a mediator of the relationship between transformational leadership and intention to quit, as well as of the relationship between the motivating potential of a job and intention to quit. This study adds to existing literature on intention to quit, transformational leadership, employee engagement and job characteristics (motivating potential of a job) by providing insights into the strength and directions of relationships among these constructs. Furthermore, it provides valuable insights into the mediating effects of the engagement construct. The findings of this study provide valuable information to consider in business practice for the development of interventions aimed at mitigating turnover behaviour and maximising organisational outcomes through an engaged workforce. The limitations and recommendations of the study provide insights into possibilities that could be explored in future research. / AFRIKAANSE OPSOMMING: In die huidige tyd van resessie is organisasies in gedurige stryd om hul talent te behou. Navorsers en organisasies is dus toenemend besig om te ondersoek hoe om hul leierskap en menslike hulpbronne sodanig aan te wend om optimale resultate vir die organisasie te verseker. Die navorsing verwant aan die dinamika tussen leierskapsgedrag, betrokkenheid, taakeienskappe en intensies tot bedanking is beperk tot ondersoeke ingestel op slegs enkele konstrukte, of op die verhouding tussen twee van hierdie konstrukte. Die doel van hierdie studie was om nuwe insae te bied oor die verhoudings tussen hierdie konstrukte. Dit is bereik deur ondersoek in te stel na die hipotese wat opgestel is in die vorm van ‘n konseptuele model oor hierdie verhoudings op grond van die inligting wat deur die literatuurstudie gelewer is. ‘n Nie-eksperimentele kwantitatiewe navorsingsontwerp is toegepas op ‘n steekproef (n = 185) bestaande uit bestuurdersin ‘n vervaardigingsmaatskappy wat op die JSE gelys is. Deelnemers aan hierdie studie het ‘n vraelys voltooi wat die transformasionele leierskapstyl, betrokkenheid, waargenome motiveringspotensiaal van werk (taakeienskappe) en intensies tot bedanking gemeet het. Die betroubaarheidsanalise gedoen op die verwante meetinstrumente het voldoende betroubaarheid gelewer. Eenvariantverhoudings tussen die ordinale veranderlikes is met Spearman korrelasies gemeet en die resultate het alle hipoteses oor die verwante verhoudings tussen hierdie konstrukte bevestig. Die uitslae het getoon dat daar beduidende positiewe verhoudings bestaan tussen transformasionele leierskapsgedrag en betrokkenheid; die motiversingspotensiaal van werk (taakeienskappe) en betrokkenheid; en transformasionele leierskapsgedrag en die motiversingspotensiaal van werk . Dit het verder ook aangedui dat daar beduidend negatiewe verhoudings bestaan tussen transformasionele leierskapsgedrag en intensies tot bedanking, asook tussen betrokkenheid en intensies tot bedanking. Die modererende gedrag van die betrokkenheidskonstruk is deur die Sobel toets gemeet en het bevestig dat hierdie konstruk ‘n bemiddelaar is in die verhouding tussen transformasionele leierskapsgedrag en intensies tot bedanking, asook in die verhouding tussen die motiveringspotensiaal van werk (taakeienskappe) en intensies tot bedanking. Hierdie studie dra by tot die bestaande literatuur oor intensies tot bedanking, transformasionele leierskapsgedrag, betrokkenheid en die motiveringspotensiaal van werk (taakeienskappe) deurdat dit insae lewer oor die sterkte en rigting van verhoudings tussen hierdie konstrukte. Verder dra dit by tot waardevolle insigte in die invloed van die betrokkenheidskonstruk op die werknemer se bedoeling om te bedank. Die bevindinge van hierdie studie gee waardevolle inligting om in aanmerking te neem in besigheidspraktyke gemik op die versagting van omsetgedrag in organisasies, en om optimale betrokkenheidsgedrag te verseker vir optimale uitkomstes vir die organisasie. Die beperkings en aanbevelings van die studie bied insigte en moontlikhede wat vir toekomstige navorsing aangewend kan word.