Abstract in English and Afrikaans / The clinical research enterprise is an industry in crisis due to the challenges investigators and sites experience to stay viable. Clinical researchers might therefore also become an “endangered species”. The purpose of this study was to gain an understanding of early career research investigators’ experience of clinical research. A generic, exploratory, descriptive and contextual qualitative design was used. Fourteen participants were recruited and interviewed face-to-face from three different clinical research sites in the Gauteng. Data were analysed thematically and cyclically. Findings indicated that early career investigators entered the clinical research “maze” for various reasons and levels of preparedness. As they explored the maze, early career investigators found their way into a labyrinth, all the while making discoveries about the clinical environment and their own desires. They finally reached a point where they needed to move beyond the centre of the labyrinth and ask ‘Quo Vadis’ (where are we going to)? / Die kliniese navorsingsbedryf is ‘n industrie in krises weens die uitdagings wat ondersoekers en navorsingsinstansies beleef om lewensvatbaar te bly. Kliniese navorsers mag daarom ook ‘n ‘bedreigde spesie’ word. Die doel van die studie was om die belewenis van vroeë beroepsnavorsingsondersoekers in kliniese navorsing te verstaan. ‘n Generiese, verkennende, beskrywende en kontekstuele kwalitatiewe ontwerp is gebruik. Veertien deelnemers van drie verskillende kliniese navorsingsinstansies in Gauteng het deelgeneem aan een-tot-een onderhoude. Data is tematies en siklies geanaliseer. Bevindinge het aangedui dat vroeë beroepsnavorsingsondersoekers die kliniese navorsingsdoolhof betree vir verskillende redes en vlakke van gereedheid. Soos wat hulle die doolhof verken het, het vroeë beroepsnavorsingsondersoekers hulle weg in die labirint gevind, terwyl hulle die kliniese omgewing en hul eie wense ontdek het. Hulle het uiteindelik ‘n punt bereik waar hulle verby die middel van die labirint moes beweeg en hulself afvra: “Quo Vadis” (waarheen gaan ons)? / Health Studies / M.A. (Nursing Science)

This study assessed the link between financial literacy and levels of debt among junior permanent bank employees. Based on the mixed purposive and simple random sampling approach, a structured questionnaire was used to collect primary data from a sample of 275 junior permanent bank employee participants. Frequencies, descriptive statistics and binary logistic regression techniques were applied to analyse data using the SPSS 23 statistical package. The Cronbach’s alpha criterion and Keiser-Meyer-Olkin measure of sampling adequacy results indicate that the research instrument’s items were statistically reliable and statistically valid. The descriptive statistics results on the financial behaviour and attitude dimension indicate that permanent junior bank employees on average pay reasonable attention to their financial affairs. The classification summary statistics indicate that financial literacy and financial behaviour and attitudes were significant predictors of the debt level. The Nagelkerke R-square indicates that some significant amount of overall variation in debt level was accounted for by financial literacy and financial behaviour and attitudes. Based on the odds ratios results, a statistically significant relationship between financial literacy and debt level was found in the study. Conversely, the estimated odds ratios results indicate a statistically significant negative relationship between financial behaviour and attitudes, and the level of debt / Business Management / M.Com. (Business Management)

The research focused on constructing a psychosocial profile for the career development practices of professional women. The relationship dynamics between the individuals’ psychosocial attributes (emotional intelligence, career adaptability, psychosocial career preoccupations, self-efficacy, perceived organisational and social support) were investigated and whether the constructs significantly related to individuals’ experiences of career satisfaction when controlling for age, race, marital status, number of children, job level, total monthly income and education level. A cross-sectional quantitative survey was conducted on a purposive sample of professional women (N = 606) from various South African organisations. Inferential statistics (multiple regressions, canonical correlation analysis, structural equation modelling, hierarchical moderated regression and tests for significant differences) revealed core elements of the empirically manifested psychosocial profile. Participants’ career preoccupations and perceptions of organisational support were significant predictors of career satisfaction, along with age, race and job level. Managing own emotions, career control and self-efficacy were highlighted as important psychological resources in strengthening career satisfaction. Perceived organisational support and social support functioned as significant mechanisms in buffering the negative effect of high career preoccupations on levels of career satisfaction, and strengthening the link between emotional intelligence, career adaptability, and self-efficacy and career satisfaction. Significant mean differences were observed for age, race and job level groups regarding career preoccupations, perceived organisational support and career satisfaction. In addition, significant mean differences were observed for marital status, total monthly income and education level groups regarding career preoccupations, perceived organisational support and career satisfaction. On a theoretical level, the study advanced career theory for the career development of professional women by identifying the relationships found between the hypothesised psychosocial profile elements and career satisfaction. On the empirical level the study contributed towards constructing a psychosocial profile that informs the career development and satisfaction of professional women. On apractical level, the study proposes guidelines for enhancing the career satisfaction and success of professional women. / Psychology / PhD. (Psychology)

The aim of this study was to investigate the relationship that exists between emotional stability, stress and work-family conflict among Standard Bank female employees. For this purpose data was collected from the female employees of Standard Banks in Alice, Fort Beaufort, King Williams and East London Town’s in the Eastern Cape. A sample of 72 female bank employees was drawn from the population. Neuroticism is the opposite of emotional stability and it was mostly often used in place of emotional stability in the study. Results of the study indicated that all study variables are significantly positively correlated with one another. The findings of this study is helpful in the banking industry in order to design human resources policies which will reduce the work-family conflict and decrease stress for female bank employees and for future research in respective topics. The implications of this study are discussed along with recommendations for future research and professional managerial practice.

Thesis (M. Tech) (Tourism and Hospitality Management)) Central University of Technology, Free State, 2014 / Job stress and burnout can have a detrimental effect on the health of employees and their job performance. This is especially applicable to the hospitality industry which is a service-intensive industry where customer needs and wants are the most important focus. Organisational culture being defined as the social glue that helps bring the organisation together is seen in this case as the proper mechanism that managers could use to deal with the detrimental effects of job stress and burnout. This study assessed the impact of organisational culture on job stress and burnout in graded hospitality establishments in the Free State Province. The two main economic areas of the Free State, namely Bloemfontein and Clarence, were included in the study. A structured questionnaire was administered to all staff members in 46 graded accommodation establishments, and a total number of 227 questionnaires were collected for data analysis. The questionnaire consisted of a demographic section, an organisational culture section (based on the Competing Value Framework), a job stress section (based on Spielberger’s Job Stress Survey) and a burnout section (based on the Maslach Burnout Inventory). Data were interpreted using both descriptive and inferential statistics (including factor analysis and t-tests). The findings indicate that graded hospitality establishments had a predominantly Rational Culture, which points to strong external positioning and competitiveness. The Rational Culture is externally focused and does not adequately consider the needs of internal constituents – notably the employees. The cultural values associated with the Rational Culture are thus not as conducive in moderating job stress and burnout as the Group and Developmental Cultures. Appropriate recommendations are proposed in mitigating the effect of job stress and burnout in the hospitality industry.

This dissertation investigates the relationship between work performance and the sense of coherence, using the salutogenesis approach and the influence of employees' biographical variables on work performance. The sense of coherence construct is discussed and conceptualised in terms of its comprehensibility, manageability and meaningfulness. Similarly, work performance is discussed and conceptualised in terms of its dimensions and dynamics. The integration of the literature study characteristics such as the cognitive, affective, conative and interpersonal characteristics were discussed. The research was conducted among 80 employees at a banking institution. The quality of life questionnaire and performance appraisal ratings were used. The relationship between biographical variables such as age, marital status, gender, qualifications, tenure, functional department and work performance were investigated. The results confirmed the empirical investigation that there was not a significant relationship between work performance and SOC. However, a significant relationship was found between job category and work performance, and between age and work performance. Finally, recommendations made for future research included using a bigger sample size in order to improve the generalisation of the findings to other organisational environments, and to further determine the relationship between other aspects of work performance (not just the KPAs) such as the human attributes of work performance and SOC. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

South Africa has embarked on a journey of transformation since 1994. The ruling ANC has introduced many policies aimed at achieving equality, known as "black empowerment". The `empowerment' of black women professionals is especially critical in the transformation era. Empowerment is defined as a process, which "involves individuals gaining control of their lives and fulfilling their needs, …as a result of developing the competencies, skills, and abilities necessary to effectively participate in their social and political worlds" (Kreisberg, 1992:19). From this perspective, empowerment is the essential expression of individualism and self-determination since it embodies the belief that the individual has the ability to effect changes and improve their lives. This individually oriented definition presupposes the importance of constructing one's `self' as unitary and independent. The `unitary self' is a support of the logic of the `Same', which entails the exclusion of otherness and difference. In contrast to this approach, the postmodern theory of Julia Kristeva, with its inherent suspicion of doctrines of pure origins and essences, is corrosive of discourses such as `empowerment' that are developed according to the logic of the Same. Kristeva proposes a subject which is always already `in process'. Identity is a constructed process, rather than a fundamental essence. The Oedipal model, extracted from the Kristevan theory of subjectivity, shows how the nine professional women who partook in this study constructed their selves by placing equality and difference in an antithetical relationship. However, a deconstruction of the Oedipal model opens the construct up to its blind spots and, these subjects are shown to base their identities on the splitting off of their feminine capabilities. Instead of being `unitary self', the subjects are subjects-in-process, and they operate both across and within the competing discourses of traditional femininity and masculinity. As a possible alternative to the positivist paradigm of `empowerment', a Kristevan `herethics' is considered. In South Africa, this is exemplified by the `ubuntu' principle, which entails the recognition of our interdependence. Finally, in order to assist these professional women to embrace the alterity within, whilst competing in a constantly changing and intellectually challenging world, life skills coaching which focuses on the often repressed, emotional aspects, is recommended. / Psychology / D.Litt et Phil. (Psychology)

The East Vaal area of the South African Post Office is faced with a high rate of teller absenteeism, which has been observed to be as high as 15 per cent. This adds to the cost of providing quality service to the company’s customers. The objectives of this study are to determine the factors that lead to the high rate of absenteeism in the East Vaal area and to make recommendations to the area management that could improve the attendance behaviour of the tellers in the area. To achieve these objectives, 51 questionnaires were prepared and handed out to the tellers with absenteeism rates of more than three percent in the East Vaal area to be completed. Face-to-face interviews with both the tellers and their branch managers were conducted. Absenteeism records and Employee Assistance Programme reports were also studied to collect more data. The findings highlighted lack of rewards for employees who reported for work regularly; employee illness; no recognition for good work performance; tellers receiving insufficient remuneration for their work; poor working conditions; and poor management style as the main reasons for the tellers taking unscheduled leave of absence. Based on the key findings, the main recommendations were that appropriate mechanisms for acknowledging and rewarding good work performance and attendance behaviour should be in place; a sick-leave pool system accessible to tellers should be introduced; establishment of performance evaluation and rewards for tellers; and introducing management practices which lead to a more open expression of opinion and participatory problem-solving / Business Management / Thesis (M.Tech. (Business Management))

Summaries in English and Afrikaans / Text in Afrikaans / Staatsamptenare val sedert 1993 onder arbeidswetgewing wat vir kollektiewe bedingingsregte voorsiening maak. Wat laasgenoemde regte aanbetref word, in ooreenstemming met intemasionale reg, betoog dat die regte van staatsamptenare meer beperk kan word as wat die geval in die privaatsektor is. Ten spyte van argumente tot die teendeel word aangevoer dat staatsamptenare 'n noodsaaklike <liens aan die bree gemeenskap lewer wat veral met betrekking tot die herontwikkeling en opbou van Suid-Afrika 'n belangrike sosioekonomiese bydrae te lewer het. Die afwesigheid van die tradisionele onderskeid tussen kapitaal en arbeid, werkplekf arums, ·sow el as onbeperkte organiseringsregte sal produktiwiteit in die openbare sektor belnvloed. Werkersdeelname in besluitneming in die openbare sektor kan verwesenlik word sander om die omvangryke kollektiewe bedingingsregte soos vervat in die Wet op Arbeidsverhoudinge, 66 van 1995 aan staatsamptenare te verleen. / Public servants have fallen under labour legislation that provides for collective bargaining rights since 1993. It is argued that these rights of public servants, in accordance with international law, may be limited to a greater extent than those of employees in the private sector. Despite arguments to the contrary the opinion is held that public servants deliver an important, essential service to the broader public especially when it comes to their socio-economic contribution to the redevelopment of South Africa. The absence of the traditional difference between capital and labour, workplace forums, as well as unlimited organisational rights will have an influence on productivity in the public sector. Workers participation in decision making can be realised without granting public servants the extensive collective bargaining rights as contained in the Labour Relations Act, 66 of 1995. / Law / L.L.M.

A patent is an intellectual property right granted as a reward for the labours of the inventor so as to commercially exploit the invention in return for disclosure of the invention. The benefits of the patent system find perfect expression in the employment situation since the employer is better equipped to exploit the invention through provision of resources and capital whereas the employee is provided with an opportunity to develop his technical know-how. A comparative study of the laws pertaining to employee inventions in the United Kingdom, Federal Republic of Germany and the United States of America reveals a variety of approaches to the subject of employee inventions. The approach of the South African law on the subject is inadequate and legal reform is a necessity. The recommendations for such reform encapsulates a blend of the best features of each of the three national approaches to employee inventions. / Mercentile Law / LL. M. (Law)