Thesis (MDF (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Economic development depends on a number of variables, including the ability of the economy to innovate technologically. Innovation depends to a large extent on the value, both qualitative and quantitative, of the research and development (R&D) happening in an economy. R&D in turn require various activities and inputs, including human resources, capital and infrastructure. The focus of this study is on the alternatives available to the public sector for funding public R&D. Most of the current public R&D infrastructure comes from the fiscus, which is strained under the pressure of many competing and immediate needs. An alternate model for funding public R&D infrastructure is that of public private partnerships (PPPs), which are private sector-supported initiatives for delivery of public goods and services. These are used all over the world to deliver public services with a high degree of success in sectors such as health (hospitals and services) and transport (roads, airports). This study looks at how this model can be applied in the delivery of public R&D infrastructure, which has not been popular in South Africa to date. A questionnaire was designed to look at five key areas for investigation with regard to R&D infrastructure, namely: the type of infrastructure as a determinant for the success of the PPP; the perception regarding the risk of the transaction; the incentives available to the private participants; the availability of capital in the market; and the effect of regulations on the transaction. These are investigated through the use of a questionnaire to get responses from people who have an understanding of PPP transactions in the country. The results show that R&D PPPs are possible and should be explored. One of the main reasons why they are currently not popular is because they are under-explored. The respondents felt that: the PPP regulations may have to be changed or adapted to be effective in the administration of PPP transactions; the risks for R&D PPPs seem to be high; sufficient capital exists to fund these transactions; the type of the infrastructure being financed is not necessarily a hindrance; and there are sufficient incentives for the private sector to participate in these transactions. / AFRIKAANSE OPSOMMING: Ekonomiese ontwikkeling hang af van 'n aantal veranderlikes, onder andere die ekonomie se vermoë om tegnologies te innoveer. Sodanige innovasie word in 'n groot mate bepaal deur die waarde, beide kwalitatief en kwantitatief, van die navorsing en ontwikkeling wat binne die ekonomie plaasvind. Navorsing en ontwikkeling vereis weer verskeie aktiwiteite en insette, waaronder menslike hulpbronne, kapitaal en infrastruktuur. Hierdie studie fokus op alternatiewe wat vir die openbare sektor beskikbaar is ten opsigte van die befondsing van openbare navorsing en ontwikkeling. Die huidige openbare navorsing- en ontwikkelinginfrastruktuur kom hoofsaaklik van die fiskus, wat weens verskeie mededingende en dringende behoeftes onder druk is. 'n Publieke-private venootskap (PPV) bied 'n moontlike alternatiewe model vir befondsing van 'n openbare navorsing- en ontwikkelinginfrastruktuur. Openbare goedere en dienste word hiervolgens gelewer deur middel van inisiatiewe wat deur die privaatsektor ondersteun word. Die model word wêreldwyd baie suksesvol aangewend in sektore soos gesondheid (hospitale en dienste) en vervoer (paaie, lughawens). Hierdie studie ondersoek hoe die model toegepas kan word in die skep van 'n openbare navorsing- en ontwikkelinginfrastruktuur in Suid-Afrika, hoewel dit tot dusver nie hier gewild was nie. 'n Vraelys is ontwerp om vyf sleutelareas ten opsigte van navorsing- en ontwikkelinginfrastruktuur te ondersoek, naamlik: tipe infrastruktuur as 'n determinant vir die sukses van die PPV; persepsie aangaande risiko met betrekking tot die transaksie; aansporing wat aan private deelnemers gebied word; beskikbaarheid van kapitaal in die mark en die uitwerking van regulasies op die transaksie. Hierdie vraelys is aangewend om reaksie te verkry van persone wat begrip van publieke-private ondernemings in die land het. Die resultate wys dat PPV's binne 'n navorsing- en ontwikkelinginfrastruktuur moontlik is en verder ondersoek behoort te word. Een van die hoofredes waarom dit tans nie gewild is nie, is die gebrek aan toepaslike navorsing. Respondente het aangedui dat: PPV regulasies moontlik verander of aangepas sal moet word om effektief te wees in die administrasie van sodanige transaksies; die risiko's vir PPV's in navorsing en ontwikkeling hoog voorkom; voldoende kapitaal vir befondsing van transaksies beskikbaar is; die tipe infrastruktuur wat befondsing ontvang nie noodwendig 'n hindernis is nie en dat voldoende aansporing vir die privaatsektor gebied word om aan hierdie transaksies deel te neem.

The primary purpose of this treatise is to reexamine the South African labour dispute resolution bodies to see if they live up to the legislation’s promise of promoting social justice in conciliation, arbitration and con-arb processes concluded by them. The study defines social justice and examines this term in relation to employment law. The promotion of social justice was reaffirmed by the International Labour Organisation in its 1944 Conference which was later incorporated into its Constitution. The study briefly reviews the importance of this conference of the 10 May 1944 in relation to promoting social justice. The study also examines the social justice in the context of South African employment laws by briefly analyzing each South African labour legislation and the Constitution. This analysis is based on the provisions of legislation and considers if the respective provisions promote social justice as required by the International Labour Organisation’s Constitution and later by the South African Constitution. In analyzing the Constitution, and other legislation like the; Employment Equity Act (EEA), and Labour Relations Act (LRA), the treatise examines certain cases that were determined under the legislation from social justice perspective. The Labour Relations Act 66 of 1995 represents one of the major reforms of the labour relations system in South Africa. It is guided by the Constitution in terms of promoting social justice. The LRA established the dispute resolution bodies that are mandated by the legislation to resolve labour disputes. The study examines the systems and the processes employed by these bodies mainly the Commission for Conciliation; Mediation and Arbitration (CCMA) and the Bargaining Councils to determine if these systems are promoting social justice as required by the legislation. In conducting this analysis the study considers not only the processes adopted but also the manner in which the relevant dispute resolution bodies market their services; their strategies and operational plans; and accessibility and more. The study further investigates the challenges that these bodies are faced with that have a negative impact on their responsibility to promote social justice. These challenges faced by society range from unemployment, the level of literacy and the growing inequality within South African society. They constantly pose a challenge and require these bodies to consistently devise means and strategies to overcome them. A limited comparative study is undertaken in order to determine whether South Africa can learn anything from another country. There are several countries that may have been chosen to conduct this study but the study considered the fact that it needs to look at the country without the sub-Saharan Africa. The country that shares a history similar to South Africa due to the fact that the social challenges faced by the South African society might be similar to those faced by the country chosen. In this research Namibia was chosen as a suitable country to determine whether there is something to learn from it or not. In conclusion it is submitted that South African legislation pertaining to labour dispute resolution needs to constantly evolve in order to promote social justice challenges of the time.

People effectiveness has become a key differentiator of competitive advantage in the knowledge economy and the need for a valid and reliable measure of people effectiveneness has become paramount for success. The research positions the psychological work immersion scale (PWIS) as a relevant measure of people effectiveness and explores the relationship between the PWIS variables (psychological attachment and people effectiveness enablers) and perceptions of business performance. Furthermore the research explores whether higher levels of psychological work immersion leads to increased business performance over time in an attempt to position the value of organisational development interventions aimed at increasing psychological work immersion levels in the work place. The setting for this research was a not-for-profit organisation in South Africa. The sample for the study was measured at two defined points in time over a 14-month period and consisted of n = 414 (T1) and n = 551 (T2). The study showed that the PWIS factor structure is a valid measure of the psychological work immersion construct across time (T1 and T2). The results provided evidence of convergent, intra-discriminant and external discriminant validity (construct validity) of the PWIS within (T1 and T2) and over time (T1 vs T2). The results showed that the PWIS has acceptable internal consistency reliability within and across time (T1 and T2) as well as demonstrating test-retest reliability across time. The results provided evidence that the people effectiveness enablers and psychological attachment variables significantly predict perception of business performance indicators (profit/loss, costs, and cash flow related to operating activities), and that strong perceptions of people effectiveness enablers relate to strong individual perceptions of business performance through a high sense of psychological attachment. The mediation results confirmed the test-retest reliability and validity of the PWIS in predicting perceptions of business performance within and over time. This finding shows that psychological attachment is an important factor in terms of iv influencing the individual perceptions of business performance which is related to improvements in actual business performance. The study also showed evidence of a positive relationship between psychological work immersion and business performance and demonstrated improvements in psychological work immersion coincided with year on year improvements in business performance. The study contributes towards the current literature on organisational development and specifically on the measurement of people effectiveness within knowledge economy organisations. / Industrial and Organisational Psychology / D. Com.

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)

The aim of this study is to investigate the validity of an assessment centre as a predictor of managerial training results. For this purpose, the assessment ratings of 77 white, male, middle managers, who had taken part in a Middle Management Assessment Centre (MMAC) in a South African service organisation, were compared to the results they achieved on a Senior Management Training Course. From the statistical analyses conducted, correlation coefficients, corrected for restriction of range, of -0, 03, 0,32 and 0,22 were obtained between the Overall Assessment Rating and a theoretical, practical and total grade criterion respectively. These results indicated that the MMAC was a valid predictor of practical and total course grades, but an invalid predictor of theoretical course grades. Explanations for the results obtained are provided and three recommendations are made concerning the use of the MMAC to predict training results. Directions for possible future research are also provided. / Die doel van hierdie studie is om die geldigheid van 'n takseersentrum as 'n voorspeller van bestuursopleiding resultate te ondersoek. Vir hierdie doel is die takseeraanslae van 77 blanke, manlike bestuurders, wat aan 'n takseersentrum vir middelbestuur in 'n Suid-Afrikaanse diensorganisasie deelgeneem het, met die resul tate wat hulle tydens 'n Senior Bestuur Opleidingskursus behaal het, vergelyk. Die statistiese ontleding wat uitgevoer is het korrelasiekoeffisiente, na regstelling vir die beperking van verspreiding (correction for restriction of range), van -0,03, 0,32 en 0,22 tussen die Totale Punt Beoordeling van die takseersentrum en drie opleidingskriteria opgelewer. Hierdie drie opleidingskriteria was 'n teoretiese-, praktiese-, en totale opleidingspunt onderskeidelik. Verduidelikkings vir die resultate wat behaal is word verskaf en drie aanbevelings word gemaak met betrekking tot die gebruik van die takseersentrum om opleidingsresultate te voorspel. Rigtings vir moontlike toekomstige navorsing word ook aangedui. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

The aim of the study was to investigate whether statistically and practically significant positive relationships exist between intrinsic motivation, social support and work engagement of shift workers in a South African Chemical Company. The expected outcome was to find statistically and practically significant positive correlations between these variables for these workers. A cross sectional survey was conducted among a sample of 207 shift workers from a South African Chemical Company. Data was collected by means of existing standardised and validated questionnaires, to measure intrinsic motivation (six-item measure) validated by Kuvaas and Dysvik, 2009, perceived social support (Work Experiences Scale, May, Gilson, & Harter, 2004), and work engagement (Utrecht Work Engagement Scale, Henn & Barkhuizen, 2009; Shimazu & Schaufeli, 2009). The statistical analysis included descriptive statistics, and Pearson product-moment correlation coefficients. The results showed that there were statistically and practically significant positive relationships between these variables for this sample group / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Separate bibliographical references are given at the end of Chapter 7 / The general aim of this research was (1) to develop a holistic and integrated theoretical model for the effective management and evaluation of occupational learning programmes in the South African skills development context, and (2) to develop a valid and reliable measure comprising the elements and dimensions of the theoretical model. The research used a non-experimental cross-sectional survey design. Data were collected from a sample of 652 respondents comprising learning and development managers, learning and development assessors/facilitators/moderators, skills development officers/providers and apprentices/learners. The sample was drawn from organisations representing 5 Sector Education and Training Authorities (SETAs) and the South African Board for People Practices (SABPP). A selfadministered questionnaire was developed for the purposes of this research and its psychometric properties were rigorously scrutinised in accordance with the existing scale development protocols and scientific conventions. Exploratory factor analysis was conducted to establish the factorial structure of the new Learning Programme Management and Evaluation (LPME) scale. The factorial structure was confirmed using confirmatory factor analysis. Further statistical tests conducted include structural equation modelling, multi-group structural equivalence, Pearson product moment correlations, multiple regression analyses and tests for significant mean differences. The findings of this research confirmed an 11 dimensional structure LPME scale. The research confirmed the structural equivalence of the LMPE scale for males and females and type of learning programme. Age, education and occupation were found to be significant predictors of the LMPE sub-scales. This research contributed a valid and reliable LPME scale for the effective management and evaluation of occupational learning programmes in the South African skills development context. To this end, the research provides recommendations for practice and future studies. / Business Management / D. Com. (Industrial and Organisational Psychology)

DEd (Educational Management) / Department of Educational Management / This study focuses on safety and security in public schools. School violence is a sad reality encountered by whoever takes up the responsibility for the safety of learners and teachers. Both teachers and learners have the right to feel safe and secure at school. The aim of the study was to investigate how school management teams and school governing bodies take reasonable measures to ensure the safety and security of learners at schools. A mixed-methods research design was used in this study. The quantitative data, collected through questionnaires, were analysed through Statistical Package for Social Sciences version 23, while the qualitative data, gathered through semi-structured interviews, were thematically analysed. The study revealed that successful school leaders have the potential to tremendously reduce safety and security challenges when necessary support is provided. Establishing partnerships with other sectors not only manage and improve the learners' behaviour and lessen learning difficulties but also create a more supportive climate within the school, home and society. Unavailability of school psychologists and/or social workers who would join forces with teachers, parents, and other professionals to create safe and supportive learning environments increase the manifestations of school safety and security challenges.

The aim of the study was to determine the impact of transformational leadership styles of managers on subordinates' job satisfaction, in a steel and mining company. Leadership was conceptualised from the trait, behavioural, contingency and neocharismatic theories. Job satisfaction was derived from content and process theories.The literature highlighted leadership and job satisfaction theories, the changing context of leadership and research of both transformational leadership and job satisfaction. The study was exploratory and a random sample (N=126) was used. The Multifactor Leadership Questionnaire was used to measure transformational leadership and the Job Satisfaction Survey was used to measure subordinate job satisfaction. The results indicated that there was a significant impact of transformational leadership styles of managers on subordinates' job satisfaction, more specifically, in terms of fringe benefits and pay dimensions of job satisfaction, as well as the biographical variable, age. Future research may include transformational leadership styles and other variables such as performance and productivity in the steel and mining industry as well as the biographical variable, age. uture research may include transformational leadership styles and other ariables such as performance and productivity in the steel and mining ndustry. / Industrial Psychology / M.Adm. (Industrial Psychology)

This research explores the relationship between the organisational culture and financial performance of a South African investment bank by means of quantitative research. The Denison Organizational Culture Survey was used to measure the organisational culture of the investment bank and was administered to a sample of 327 employees. Income statement ratio analysis was selected as a means to assess the financial performance. The results indicate that very few of the financial measures selected could be shown to be correlated with the organisational cultural traits or subscales. Correlations between the cultural dimensions of team orientation, agreement, customer focus and vision were found with certain financial measures. Although these correlations were above the 0.50 level, the levels of significance were not sufficient in all cases to draw conclusions with confidence. The only cultural trait that was found to be correlated with financial measures was the consistency trait. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)