Thesis (Ph. D.)--University of Wisconsin--Madison, 1963. / Vita. Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 262-274).

Thesis (doctoral)--Handelshögskolan i Stockholm, 1991. / Additional thesis statement inserted. Summary in English. Includes bibliographical references (p. 216-232).

Thesis (Ph. D.)--University of Missouri--Rolla, 1994. / Vita. Includes bibliographical references (leaves 193-202).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1996. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.A.)--City University of Hong Kong, 2005. / "Master of arts in arbitration and dispute resolution." Title from title screen (viewed on Mar. 27, 2006) Includes bibliographical references.

Research report / At the time of this study, South Africa found itself in an economic growth phase. This was coupled with an acute shortage of engineers in the country, as well as in a number of foreign countries, who found themselves in similar growth phases. Foreign firms actively embarked on campaigns to recruit South African engineers to alleviate their shortage, to the detriment of the donor country. The objective of this study is to determine the propensity of engineers to emigrate and the main drivers for this in order to provide information to craft strategies to combat and mitigate the shortage of engineers. The research process involved the consultation of relevant local and international literature regarding the skills shortage, the extent of emigration from South Africa and the main drivers for this. Data were collected by means of self-completed questionnaires in order to gauge the sentiment of graduate engineers towards emigration. One hundred and fifteen responses were received. Key associations and relationships were then analysed. The study found that the engineers most likely to emigrate were either in their late twenties or were older than 55. They are likely to be white males from either the public or private sector, or who are self-employed. Approximately 10% of graduate engineers are likely to leave South Africa within a short period of time (less than one year) as they have already taken some measures in order to do so, 16% may leave within two years and 27% may leave within the next five years. Australia is by far the most popular destination for South African engineers, followed by Canada, Europe and the United Kingdom. The main country-related drivers causing South African engineers to consider emigration are crime and violence, confidence in the South African government and political uncertainty. The main work-related driver causing engineers to consider emigration is the policy of affirmative action. Of the engineers with a “high” emigration potential, just over half indicated that they would emigrate permanently. In order to at least retain existing engineers in South Africa, the factors causing them to consider emigration should be addressed. In order to increase the number of engineers in the country, more emphasis should be placed on mathematics and science at school, thereby increasing the number of candidates who qualify for admission to engineering courses. It also needs to be ensured that universities have the capacity to train the increased number of engineers required on an ongoing basis.

M.Ing. / Please refer to full text to view abstract

Workplace interventions to reduce discomfort and sedentary time have been studied in a variety of settings. Adjustable workstations are one type of ergonomic intervention that is used to potentially reduce occupational sitting time, negative health impacts, and to increase productivity. This investigation compared two types of ergonomic interventions, as well as contrasting behavioral interventions among workers with and without adjustable workstations. Seventy-two sedentary office workers were selected to participate in a longitudinal study to evaluate interventions for a reduction in occupational sitting time, to understand the effect on productivity and to evaluate musculoskeletal pain and behaviors. Workers were randomly placed into four different intervention groups and observed over 14 weeks. Group assignments were: control group, employees trained on behavioral interventions, employees given adjustable workstations and the final group had both ergonomic and behavioral interventions. During the study, there was a decrease in discomfort scores and fatigue for the adjustable workstation users. Standing time was increased in groups that had the adjustable workstations and frequency of workstation use remained constant throughout the 14 weeks. There was sufficient evidence to suggest that adjustable workstations will decrease sitting time and decease all over body discomfort in occupations that typically involve long hours of sitting. More research is needed to determine the health benefits of less occupational sitting.

M.Com. (Industrial Psychology) / Please refer to full text to view abstract

It is no surprise that there is a shortage of women engineers. The reasons for the shortage have been researched and discussed in myriad papers, and suggestions for improvement continue to evolve. However, there are few studies that have specifically identified the positive aspects that attract women to engineering and keep them actively engaged in the field. This paper examines how women engineers view their education, their work, and their motivation to remain in the field. A qualitative research design was used to understand the motivation and adaptability factors women use to support their decision to major in engineering and stay in the engineering profession. Women engineers were interviewed using broad questions about motivation and adaptability. Interviews were transcribed and coded, looking for common threads of factors that suggest not only why women engineers persist in the field, but also how they thrive. Findings focus on the experiences, insights, and meaning of women interviewed. A grounded theory approach was used to describe the success factors found in practicing women engineers. The study found categories of attraction to the field, learning environment, motivation and adaptability. Sub-categories of motivation are intrinsic motivational factors such as the desire to make a difference, as well as extrinsic factors such as having an income that allows the kind of lifestyle that supports the family. Women engineers are comfortable with and enjoy working with male peers and when barriers arise, women learn to adapt in the male dominated field. Adaptability was indicated in areas of gender, culture, and communication. Women found strength in the ability to ‘read’ their clients, and provide insight to their teams. Sufficient knowledge from the field advances theory and offers strategies to programs for administrators and faculty of schools of engineering as well as engineering firms, who have interest in recruitment, and retention of female students. Future research includes expanding the research to other areas of the United States, and improving engineering education pedagogy with more active and experiential learning.