Studies have identified metabolic health factors to be a major concern in Mexican-Americans, including Mexican immigrants to the United States (U.S.). Acculturation stress has been hypothesized to be a factor in the development of many health-related concerns in this population. Specifically, previous studies have shown that acculturation stress contributes to health concerns, including metabolic health concerns (e.g., diabetes, metabolic syndrome). The primary purpose of this study was to examine the relationship between cultural orientation, a measure of acculturation designed to provide more information than traditional acculturation measures, and metabolic health outcomes. Specific acculturation-related stressors (social support, job-related stress, and depression) were hypothesized mediators in this relationship among a convenience sample of 98 foreign-born Mexicans living in Utah County, Utah controlling for age, gender, socio-economic status (SES), and years in the U.S. Data were collected twice with a three year interval to examine change over time. Changes in these constructs were examined through the use of Growth Modeling with Bayesian estimation. The Acculturation Rating Scale for Mexican-Americans (ARSMA-II) was used to measure Anglo Cultural Orientation and Mexican Cultural Orientation. Standard blood analyses were used to measure metabolic health outcomes, which included glycosylated hemoglobin (HbA1c), insulin, and glucose. The Interpersonal Support Evaluation List (ISEL-12) was used to measure social support, the Job Content Questionnaire (JCQ) was used to measure job-related stress, and the Center for Epidemiological Studies-Depression Scale (CES-D) was used to measure depression. No change was identified in Anglo Cultural Orientation or Mexican Cultural Orientation over time in the majority of subjects. A positive relationship between Anglo Cultural Orientation and HbA1c was found, as was a negative relationship between Mexican Cultural Orientation and HbA1c. Mediation analyses showed a mediation effect of depression on the relationship between Anglo Cultural Orientation and glucose. Implications of findings, limitations, and directions for future research are discussed.

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration / D. Admin.

Text in Afrikaans / Summaries in Afrikaans and English / Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron­ benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word. / It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library. / Informations Sciences / D.Litt. et Phil. (Inligtingkunde)

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration and Management / D. Admin.

Text in Afrikaans / Summaries in Afrikaans and English / Dit is vir enige openbare biblioteek wat sy doelstellings suksesvol wil bereik absoluut noodsaaklik om die mens as die belangrikste hulpbron in die ondememing doeltreffend te bestuur en optimaal te benut. Openbare biblioteke in Suid-Afrika ondervind egter sedert die veranderende politieke bestel in 1994, groat druk om 'n leidende rol in die gemeenskap te speel ten opsigte van opleiding en ontwikkeling aan die jeug, volwasse onderwys te ondersteun en aktief by gemeenskapsontwikkelingsprojekte betrokke te raak. Die openbare biblioteek het verder die verantwoordelikheid om inligting aan die gemeenskap te verskaf met die oog op besluitneming en suksesvolle gemeenskapsontwikkeling. Hierdie klemverskuiwing in die openbare biblioteek se doelstellings moet verder bestuur, en ten uitvoer gebring word te midde van 'n moeilike finansiele klimaat, 'n uitgebreide gebruikerskorps met veranderende gebruikersbehoeftes en tegnologiese uitdagings. Ten einde hierdie uitdagings aan die openbare biblioteek te bestuur, is dit noodsaaklik dat die menslike hulpbron so goed moontlik benut sal word volgens sy kundigheid en vermoens. Die werknemer bevind homself in drie omgewings in sy werkplek naamlik die taakinhoudomgewing, die taakverbandomgewi ng en die eksteme omgewing. I hierdie omgewings waarbinne die werknemer sy taak moet verrig is daar ' verskeidenheid faktore aanwesig wat sy prestasie en dus sy benutting kan bei'nvloed. Die teorie onderliggend aan menslikehulpbronbenutti ng is bestudeer en 'n ge·inte-greerde model vir menslikehulpbronbenutting is ontwikkel, waarop 'n empiriese studie gevolg het om die faktore te identifiseer wat menslikehulpbronbenutting in openbare biblioteke in Suid-Afrika kan be'invloed. Uit die empiriese ondersoek is vier faktore ge'identifiseer wat menslikehulpbron­ benutting in die openbare biblioteek kan be'invloed naamlik: • die algemene houding van die werknemer teenoor sy taak en die openbare biblioteekberoep • opleiding en ontwikkeling van werknemers • inligtingtegnologie • loopbaanbestuur Slegs die eerste faktor in die ondersoek het positief na vore getree, terwyl die ander drie negatief gepresteer het. Ten einde openbare biblioteekbestuur in staat te stel om hierdie leemtes, wat deur middel van hierdie faktore ge'identifiseer word reg te stel word 'n geintegreerde menslikehulpbronbenuttingsmodel voorgestel. Hierdie model bestaan uit verskillende komponente wat volgens behoefte van die biblioteek ge'implementeer kan word. / It is absolutely essential, for any public library that wishes to attain its objectives successfully, to manage human beings as its most important resource efficiently and to utilise them optimally.Since the change in the political dispensation in 1994, however, public libraries in South Africa experience mounting pressure to play a leading role in respect of education and the development of youth, to support adult education and engage positively in community development projects. A further responsibility of the public library is to supply information to the community to assist decision making and successful community development. To complicate matters, this shift in emphasis in the public library's objectives has to be managed and brought to fruition under the following conditions: a difficult financial climate, an extended corps of users with changing requirements, and technological challenges. To manage these challenges to the public library, it is essential that human resources be utilised as well as possible in accordance with their expertise and abilities. Employees find themselves in three environments, namely the job content environment, the job context environment and the external environment. A variety of factors which can influence the performance, and therefore the utilisation of employees are present in these environments in which they have to fulfiltheir task.The theory underlying the utilisation of human resources has been studied and an integrated model for human resource utilisation has been developed. This was followed by an empirical study to identify the factors which influence the utilisation of human resources in public libraries in South Africa. From the empirical investigation four factors were identified which can influence the utilisation of human resources in public libraries, namely: • the general attitude of the employee to the task and the profession of public librarianship • training and development of employees • information technology • career management Only the first factor emerged positively from the study, while the other three performed negatively. To enable public library management to remedy the deficiencies identified with the help of these factors, an integrated human resources utilisation model is proposed. This model consists of various components which can be implemented according to the needs of the specific library. / Informations Sciences / D.Litt. et Phil. (Inligtingkunde)

Text in English, with abstracts and keywords in English, Afrikaans and isiZulu / The focus of this research is employees’ career development in the South African Police Services (SAPS). The general aim of the research is to develop a valid and reliable measure of career plateauing and to determine whether individuals’ experiences of career plateauing (as antecedent) positively or negatively predict their job satisfaction, motivation, and work engagement (as consequences). The research further aims to investigate whether individuals’ biographical variables (gender, age, race, marital status, rank, and tenure) significantly influence their subjective work experiences (career plateauing, job satisfaction, motivation, and work engagement). A quantitative cross-sectional survey was conducted on a nonprobability purposive sample of employees (N = 410) from different biographical groups at the SAPS. Descriptive, correlational, and inferential statistics were performed. Exploratory factor analysis and confirmatory factor analysis provided evidence of the internal consistency reliability and construct validity of the newly developed career plateauing experiences scale (CPES). Structural equation modelling confirmed the predictive validity of the CPES and showed that job content plateau and hierarchical/structural plateau predicted lower levels of job satisfaction. The psychological plateau predicted lower work engagement levels. Maintenance plateau predicted higher job satisfaction and engagement levels. Tests for significant mean differences indicated that individuals from the various biographical groups differed significantly regarding their career plateauing experiences, job satisfaction, motivation, and work engagement. The research extended career development theory by demonstrating the relevance of the new construct of psychological plateau in relation to traditional forms of career plateauing and work engagement in flat organisational structural contexts. Although still in need of further refinement, the newly developed CPES shows empirically promise to provide useful information for measuring and alleviating negative experiences of career plateauing in the SAPS. The findings further provide valuable insights into the unique career plateauing experiences, job satisfaction, motivation, and work engagement of employees of different age, gender, race, marital status, rank, and tenure groups. The study makes an original contribution to career development theory and research and adds value to career development practice in the contemporary organisational setting. / Hierdie studie handel oor die loopbaanontwikkeling van werknemers in die Suid-Afrikaanse Polisiediens (SAPD). Die doel van die navorsing is om ʼn geldige en betroubare aanduiding dat ʼn loopbaanplato bereik is, te ontwikkel, en om vas te stel of individue se belewing dat hulle loopbaan ʼn plato bereik het (as die antesedent), hulle werksbevrediging, motivering en werksbetrokkenheid (as die gevolge) positief of negatief voorspel. Afgesien hiervan word ondersoek of werknemers se biografiese veranderlikes (geslag, ouderdom, ras, huwelikstatus, rang en dienstyd) ʼn beduidende uitwerking op hulle subjektiewe werksbelewing (loopbaanplato, werksbevrediging, motivering en werksbetrokkenheid) het. ʼn Kwantitatiewe dwarssnitopname van ʼn doelgerigte onwaarskynlikheidsteekproef onder werknemers (N=410) uit verskillende biografiese groepe in die SAPD is gedoen. Deskriptiewe, korrelatiewe en inferensiële statistiek is uitgevoer. ʼn Verkennende en bevestigende faktoranalise het bewys dat die nuut ontwikkelde loopbaanplatobelewingskaal (LPBS) as konstruk geldig, intern konsekwent en betroubaar is. Strukturele vergelykingsmodellering het die voorspellingsgeldigheid van die LPBS bevestig en getoon dat die posinhoud- en hiërargiese/strukturele plato laer vlakke van werksbevrediging voorspel. Die sielkundige plato het laer vlakke van werksbetrokkenheid voorspel, terwyl die handhawingsplato groter werksbevredigings- en -betrokkenheidsvlakke voorspel het. Toetse vir beduidende gemiddeldeverskille het aangedui dat werknemers uit verskillende biografiese groepe beduidende verskille getoon het met betrekking tot hul loopbaanplatobelewing, werksbevrediging, motivering en werksbetrokkenheid. Die navorsing het die loopbaanontwikkelingsteorie verryk deur die relevansie van die nuwe konstruk van ʼn sielkundige plato vir die tradisionele vorme van loopbaanplato’s en werksbetrokkenheid in plat maatskappystrukture te demonstreer. Ofskoon die nuwe LPBS verfyn moet word, beloof dit veel wat betref inligting waarmee die negatiewe belewing van loopbaanplato’s in die SAPD gemeet en verander kan word. Voorts bied die bevindings waardevolle insigte in die unieke loopbaanplatobelewings, werksbevrediging, -motivering en -betrokkenheid van werknemers ongeag hul ouderdomsgroep, geslag, ras, huwelikstatus, rang en dienstyd. Hierdie studie lewer ʼn bydrae tot die loopbaanontwikkelingsteorie en -navorsing, en voeg waarde toe tot die loopbaanontwikkelingspraktyk in eietydse organisasies. / Lolu cwaningo lugxile ekuthuthukiseni ubizo lomsebenzi wabasebenzi boPhiko lwezaMaphoyisa eNingizimu Afrika (SAPS). Inhloso enkulu yocwaningo wukuthuthukisa uhlelo lokulinganisa uhlelo olufanele noluthembekayo lobizo lomsebenzi kanye nokuqondisisa ukuthi ngabe isimo somuntu ahlangabezana naso, isimo sesiqongolo sobizo lomsebenzi (as antecedent), njengesilinganiso esikwazi ukubikezela kahle noma kabi izinga lokwaneliswa umsebenzi, izinto ezikhuthaza isisebenzi kanye nokuzibandakanya kwesisebenzi emsebenzini. (njengomphumela). Ngaphezu kwalokho ucwaningo luhlose ukuphenya ukuthi ngabe izimpawu zempilo yomuntu (ubulili, iminyaka yomuntu, inhlobo yohlanga lomuntu, isimo somshado, isikhundla kanye nelungelo lobunikazi) zithinta kakhulu izimpilo zabo zomsebenzi (isiqongolo sobizo lomsebenzi, izinga lokwaneliseka ngokomsebenzi, okukhuthaza isisebenzi Kanye nokubandakanyeka kwesisebenzi emsebenzini. Uhlelo locwaningo lwezigaba olugxile kumanani lwenziwa kusampuli yabasebenzi ngohlelo olungenamathuba okwenzeka olungenanhloso (N = 410), ucwaningo olwenziwe kumaqembu ahlukene ngezimpilo zabasebenzi abasophikweni lwesiphoyisa (SAPS). Kuye kwenziwa uhlelo lwamanani ngendlela yokuchaza, yokuqhathanisa okufanayo kanye nokufunisela. Uhlelo lohlaziyo oluphenyayo kanye nohlelo lohlaziyo oluqinisekisayo lunikeze ubufakazi obuthembekayo bangaphakathi obungaguquki kanti bakha isiqinisekiso z sesilinganiso esisanda kwakhiwa, phecelezi i-Career Experiences Plateauing Scale (CEPS). Imodeli ebizwa phecelezi Structural equation modelling iye yaqinisekisa uhlelo olufanele olubikezelayo lwe-CPES futhi iye yakhombisa ukuthi isigaba sokugcina solwazi lobizo lomsebenzi kanye nohlaka/nesakhiwo sesiqongo sobizo lomsebenzi lubikezele amazing aphansi okwaneliseka ngomsebenzi. Isiqongo sezomqondo siye sabikezela izinga eliphansi lokuzibandakanya kwabasebenzi emsebenzini wabo, kanti isiqongo sobizo lomsebenzi siye sabikezela izinga eliphezulu lokwaneliseka ngokomsebenzi Kanye nangamazinga okubandakanyeka kwabasebenzi emsebenzini wabo. Izinhlelo zokuhlola eziqonde ukuveza umehluko phakathi, phecelezi kwe-mean zibikezele ukuthi abantu abavela kumaqembu ahlukene empilo akhombise ukwehluka mayelana nemisebenzi yesiqongo sobizo lomsebenzi, ukwaneliseka ngokomsebenzi Kanye namazinga okubandakanyeka kwabasebenzi emsebenzini wabo. Ucwaningo luye lwanweba ithiyori yezokuthuthukiswa kobizo lomsebenzi ngokukhombisa izimpawu ezifanayo zesakhiwo esisha zesigaba esiyisiqongo somqondo mayelana nezindlela ezejwayelekile zesiqongo sobizo lomsebenzi kanye nokubandakanyeka kwabasebenzi emsebenzini wabo kwizizinda ezingaguquki zesakhiwo senhlangano. Yize zisadinga ukuhluzwa kabanzi, izinhlelo ezithuthukiswe kabusha ze-CPES zikhombisa isithembiso esiphathekayo sokunikeza ulwazi olusebenzayo lokulinga Kanye nokunciphisa/nokugwema izenzo ezibi zesiqongo sobizo lomsebenzi ophikweni lwe-SAPS. Ulwazi olutholakele luqhubeka nokuveza umnyombo mezenzo zesiqongo sobizo lomsebenzi, ukwaneliseka ngokomsebenzi, izinto ezikhuthaza abasebenzi Kanye nokubandakanyeka kwabasebenzi emsebenzini, okungabasebenzi beminyaka eyehlukene, bobulili, bobuhlanga, besimo somshado, besikhundla kanye namaqembu anobunikazi bempahla eyigugu. Ucwaningo lwenza igalelo langempela kwithiyori ethuthukisa ubizo lomsebenzi Kanye nocwaningo futhi lwengeza ubugugu kwingqubo ethuthukisa ubizo lomsebenzi kwisizinda samanje senhlangano. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)