Mynbou is belangrik vir die ekonomie van ʼn land en word daarom aangemoedig. Mynbou is in wese onvolhoubaar vanuit ʼn omgewingsbewaring perspektief. Artikel 24 van die Grondwet van die Republiek van Suid-Afrika, 1996 bepaal dat die staat die omgewing moet beskerm vir huidige en toekomstige geslagte, maar dat regverdige ontwikkeling toegelaat moet word. Landbou is net so belangrik vir ʼn land se ekonomie as vir sy mense. Artikel 27(b) van die Grondwet maak voorsiening vir ʼn reg op toegang tot voldoende voedsel en water. Landbou kan, net soos mynbou, ʼn impak op die omgewing hê. Dit gebeur egter dat mynbou in konflik met landbou kom, in die sin dat grond gesteriliseer word sodat dit nie meer vir landboudoeleindes gebruik kan word nie en gevolglik ook nie meer tot voedselsekerheid kan bydra nie. Die Nasionale Waterwet 36 van 1998 bepaal dat dit van kardinale belang is dat Suid-Afrika se waterhulpbronne beskerm, gebruik, ontwikkel, bewaar, bestuur en beheer word. Dit geld vir beide mynbou en landbou. In die Kalahari-distrik ontstaan daar konflik tussen die boere en myne (hoofsaaklik Sishen- en Khumani-ysterertsmyne) rakende watergebruik. Groot hoeveelhede water word uit die grond gepomp vir mynbou-aktiwiteite en om in die mynwerkers se daaglikse behoeftes te voorsien. Mynbou mag moontlik ʼn impak op voedselsekerheid hê, aangesien weiding verswak en die kameeldoringbome, wat voedsel aan diere in hierdie omgewing verskaf, moontlik kan doodgaan en ekosisteme vernietig word weens die watertekort. Dit is dus nodig om vas te stel hoe die reg moontlike konflik tussen die regte van myne en boere sal aanspreek en oplos. Deur die verloop van die studie word verskeie onderliggende en funderende temas aangespreek, onder andere: (a) Artikel 24 van die Grondwet, die reg op toegang tot voldoende voedsel en water; (b) mynbou en landbou se watergebruik, hoe konflik rakende water gereguleer word en die toepassing daarvan op die Kalahari. / LLM (Environmental Law and Governance), North-West University, Potchefstroom Campus, 2015

Abstract in English, Afrikaans and Zulu / The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by exploring the relationship dynamics between the antecedents (leadership, organisational culture and employee voice), mediators (employee engagement and organisational trust), and outcome variables (conflict management – conflict types and interpersonal conflict handling styles), as moderated by socio-demographic factors (race, gender, age, qualification, job level, income level, tenure, employment status, trade union representation, trade union membership, sector, employee numbers, organisational size, employee engagement programme). The associations between individuals’ personal and organisational characteristics were further explored to determine significant differences between these variables. A quantitative cross-sectional survey was conducted amongst a non-probability sample of adult workers who were employed in South African-based organisations (n = 556). Canonical correlation analysis, mediation modelling, and structural equation modelling were conducted to identify the core empirical components of the framework. A critical review of the interrelated dynamics of the framework components revealed that the mediating variables of employee engagement (job engagement and organisational engagement) and organisational trust (commitment, dependability, integrity) were vital in intensifying the direction and strength of the link between leadership behaviour, organisational culture, conflict types (task, relational, process and status conflict, group atmosphere and conflict resolution potential), and various interpersonal conflict handling styles (integrating, avoiding, dominating, obliging, compromising). Stepwise multiple regression revealed that number of employees, a formal employee engagement programme, and job level were the three most important socio-demographic variables to consider in a conflict management framework, followed by age. The hierarchical moderated regression analysis showed that age, union membership, job level, number of employees, and formal employee engagement programme were important moderating factors to consider in the framework. Tests for significant mean differences indicated significant dissimilarities in terms of the socio-demographic variables. Theoretically, the study advances the understanding of conflict management behaviour and its antecedents in the South African workplace. The empirically tested psychosocial framework informs workplace conflict management interventions from an employment relations perspective which may contribute to enhanced organisational performance. / Die algemene doel van die navorsing was om ondersoek in te stel na die komponente en aard van ʼn psigososiale raamwerk vir konflikbestuur in organisasies. Die navorsing het die manier waarop so ʼn raamwerk manifesteer, bestudeer – deur verkenning van die verhoudingsdinamika tussen die voorgangers (leierskap, organisasiekultuur en werknemer se stem), bemiddelaars (werknemerbetrokkenheid en vertroue in ʼn organisasie), en uitkomsveranderlikes (konflikbestuur – tipes konflik en hanteringstyle ten opsigte van interpersoonlike konflik), soos getemper deur sosiodemografiese faktore (ras, geslag, ouderdom, kwalifikasie, posvlak, inkomstevlak, ampsbekleding, aanstellingstatus, vakbondverteenwoordiging, vakbondlidmaatskap, sektor, werknemergetalle, organisasiegrootte, werknemerbetrokkenheidprogram). Die assosiasies tussen individue se persoonlike en organisasiegebonde eienskappe is verder bestudeer om betekenisvolle verskille tussen hierdie veranderlikes te bepaal. ʼn Kwantitatiewe deursnee-opname is gemaak onder ʼn nie-waarskynlikheidssteekproef van volwasse werkers in diens van Suid-Afrikaans-gebaseerde organisasies (n = 556). Kanoniese korrelasie-ontleding, bemiddelingsmodellering, en strukturele vergelykingsmodellering is gedoen om die kern- empiriese komponente van die raamwerk te identifiseer. ʼn Kritiese beskouing van die onderling verwante dinamika van die raamwerkkomponente het getoon dat die bemiddelende veranderlikes van werknemerbetrokkenheid (werksbetrokkenheid en organisasiebetrokkenheid) en vertroue in die organisasie (toewyding, betroubaarheid, integriteit) deurslaggewend was in die intensifisering van die rigting en sterkte van die skakel tussen leierskapsgedrag, organisasiekultuur, konfliktipes (taak-, relasionele, proses- en statuskonflik, groepatmosfeer en konflikoplossingspotensiaal), en verskillende hanteringstyle ten opsigte van interpersoonlike konflik (integrerend, vermydend, dominerend, inskiklik, kompromitterend). Stapsgewyse meervoudige regressie het getoon dat die aantal werknemers, ʼn formele werknemerbetrokkenheidsprogram, en posvlak die drie belangrikste sosiodemografiese veranderlikes was om mee rekenskap te hou in ʼn konflikbestuursraamwerk, gevolg deur ouderdom. Die hiërargiese gemodereerde regressie-ontleding het getoon dat ouderdom, vakbondlidmaatskap, posvlak, aantal werknemers, en formele werknemerbetrokkenheidsprogram belangrike modererende faktore was om in gedagte te hou in die raamwerk. Toetse vir noemenswaardige gemiddelde verskille het aansienlike ongelyksoortighede ten opsigte van die sosiodemografiese veranderlikes getoon. Teoreties bevorder die studie die begrip van konflikbestuursgedrag en die voorgangers daarvan in die Suid-Afrikaanse werkplek. Die empiries getoetste psigososiale raamwerk vorm konflikbestuursintervensies in die werkplek vanuit ʼn werksverhoudingeperspektief wat kan bydra tot verbeterde organisasieprestasie. / Inhloso jikelele yocwaningo kwaba ukuphenya izingxenye nemvelo yohlaka lwezengqondo lokuphathwa kokungqubuzana ezinhlanganweni. Ucwaningo luphenye indlela lapho uhlaka olunjalo lubonisa ngokuhlola amandla obudlelwano phakathi kwezinqumo (ubuholi, isiko lenhlangano nezwi lesisebenzi), abalamuli (ukuzibandakanya kwesisebenzi kanye nokwethembana kwenhlangano), kanye nemiphumela eguquguqukayo (ukuphathwa kokungqubuzana - izinhlobo zokungqubuzana nezindlela zokuphatha ukungqubuzana phakathi kwabantu), njengoba kuhlaziywe yizici zenhlayo yeningi labantu (uhlanga, ubulili, ubudala, imfanelo, izinga lomsebenzi, izinga lomholo, ukusebenzisa umhlaba, isimo somsebenzi, ukumelwa yinyunyana, ubulunga benyunyana, imboni, izinombolo zabasebenzi, ubungako benhlangano, uhlelo lokuzibandakanya kwesisebenzi). Ukuhlangana phakathi komuntu siqu kanye nezici zenhlangano kuphinde kwahlola umehluko omkhulu phakathi kwalokhu okuguquguqukayo. Inhlolovo esezingeni eliphansi yesigaba yenziwe phakathi kwesampula elula yabasebenzi abadala abebeqashwe ezinhlanganweni ezisekelwe zaseNingizimu Afrika (n = 556). Ukuhlaziya kokuxhumanisa kohlu lwezincwadi, ukulamula kwesifanekiso, kanye nesifanekiso sesakhiwo kwenziwa ukukhomba izingxenye ezisemqoka ezinokwehla kohlaka. Isibuyekezo esibucayi samandla ahambisana nezingxenye zohlaka siveze ukuthi ukulamula okuguqukayo kokuzibandakanya kwesisebenzi (ukuzibandakanya komsebenzi nokuzibandakanya kwenhlangano) kanye nokwethembana kwenhlangano (ukuzinikela, ukwethembeka, ubuqotho) kwakubalulekile ekwandiseni ukuqondiswa namandla oxhumano phakathi kokuziphatha kwabaholi, isiko lenhlangano, izinhlobo zokungqubuzana (umsebenzi, ezingubudlelwano, inqubo nesimo sokungqubuzana, isimo sokuzwana eqenjini kanye namandla okuxazulula ukungqubuzana), kanye nezindlela zokuphatha ukungqubuzana okuhlukahlukene phakathi kwabantu (ukuhlanganisa, ukugwema, ukubusa, ukubopha, ukuyekethisa). Ngokuhamba kwesinyathelo ekuhlehleni okuningi kwaveza ukuthi inani labasebenzi, uhlelo lokuzibandakanya olusemthethweni lwesisebenzi, kanye nezinga lomsebenzi kwakuyizinguqunguquko ezintathu ezibaluleke kakhulu zenhlalo yeningi abantu okufanele bazicabange ohlakeni lokuphathwa ukungqubuzana, kulandelwe ubudala. Ukuhlaziywa okuphezulu kokuhlehla kokuhlaziya kubonise ukuthi ubudala, ubulunga benyunyana, izinga lomsebenzi, inani lezisebenzi, kanye nohlelo lokuzibandakanya olusemthethweni lwesisebenzi kwakuyizici ezibalulekile zokulinganisa okufanele zicatshangwe ohlakeni. Uvivinyo lokwehlukahlukana lukhombise ukungafani okubalulekile ngokuya kweziguquguqukayo zenhlalo yeningi labantu. Ngokucatshangwayo isifundo sikhuthaza ukuqondisisa ukuphathwa kokungqubuzana kokuziphatha kanye nezinqumo zako endaweni yomsebenzi eNingizimu Afrika. Ukuhlolwa okunamandla kohlaka lwezengqondo lwazisa ukungenelela kokuphathwa kokungqubuzana endaweni yomsebenzi ngombono wobudlelwano emsebenzini okungaba nomthelela ekwenzeni ngcono ukusebenza kwenhlangano. / Human Resource Management / D. Phil. (Human Resource Management)

Despite the fact that the majority of scholars agree that Paul’s letter to the Romans was written to address the Judean-Gentile ethnic divide in Rome, there is still a continued failure to follow through with the avenues that this position opens up for the study of Romans. Traditionally, Paul’s letter to the Romans has been read as a theological tractate, a reading that assumes an ideational or theological interpretation of the letter to the exclusion of Paul’s ethnic rhetoric present in the letter and how it might have related and even addressed the tangible relations between real-world Judeans and Gentiles in first century antiquity. This study investigates just that: how might Paul’s ethnic rhetoric have addressed the Judean- Gentile ethnic divide in Rome. After the introduction, the study reviews the current state of scholarship with regard to Paul and ethnicity in Romans. This then is followed by an elaborate socio-historical exploration of Judean-Gentile ethnicities and relations in ancient antiquity and the specific Roman context into which Paul’s letter was addressed. The impact of those relations to the origins of the early Christian movement in Rome and significant points of coherence between the socio-historical context and Paul’s letter are also established. Having established the socio-historical context, Paul’s ethnic rhetoric in Romans 1-4 is probed for how it might have addressed the Judean-Gentile ethnic divide and realised unity among them. / MA (New Testament), North-West University, Potchefstroom Campus, 2014

Despite the fact that the majority of scholars agree that Paul’s letter to the Romans was written to address the Judean-Gentile ethnic divide in Rome, there is still a continued failure to follow through with the avenues that this position opens up for the study of Romans. Traditionally, Paul’s letter to the Romans has been read as a theological tractate, a reading that assumes an ideational or theological interpretation of the letter to the exclusion of Paul’s ethnic rhetoric present in the letter and how it might have related and even addressed the tangible relations between real-world Judeans and Gentiles in first century antiquity. This study investigates just that: how might Paul’s ethnic rhetoric have addressed the Judean- Gentile ethnic divide in Rome. After the introduction, the study reviews the current state of scholarship with regard to Paul and ethnicity in Romans. This then is followed by an elaborate socio-historical exploration of Judean-Gentile ethnicities and relations in ancient antiquity and the specific Roman context into which Paul’s letter was addressed. The impact of those relations to the origins of the early Christian movement in Rome and significant points of coherence between the socio-historical context and Paul’s letter are also established. Having established the socio-historical context, Paul’s ethnic rhetoric in Romans 1-4 is probed for how it might have addressed the Judean-Gentile ethnic divide and realised unity among them. / MA (New Testament), North-West University, Potchefstroom Campus, 2014

Biblical scholars have grown increasingly aware of the importance of looking at texts not only in their historical or literary contexts, but also in their socio-cultural contexts. Many studies have shown that honour and shame were core social values in the ancient Mediterranean world. By scrutinizing the available research on the topic of honour and shame, one realizes that there were indeed four major social values in the Mediterranean world, that is i) honour and shame, ii) patronage and reciprocity, iii) kinship and iv) purity. Modern biblical scholars would often appeal to the works of the classical authors in order to show how important these values were in the ancient world. Unfortunately claims that are being made in modern studies concerning honour and shame are usually based on the biblical and classical writings. These scholars seldom consult patristic writings. In this study it is argued that the ancient Church Fathers were indeed aware of these social values. The four social values mentioned above are taken as a basis to unlock the social context of Clement of Alexandria’s Paedagogue. It illustrates the importance of understanding the core social values of the Mediterranean society in order to interpret the theology of the early Church Fathers. / Thesis (DLitt (Greek))--University of Pretoria, 2008. / Ancient Languages / unrestricted

The aim of this study is to investigate and analyse the military involvement of the USA in the security of sub-Saharan Africa (SSA) during the era of the Clinton administration (1993-2001). The study is based on the assumption that the US did not have that much interest in the security of SSA during the Clinton era and that it did not want to become militarily involved in SSA. Its position as the only remaining superpower in the post-Cold War era, however placed a responsibility on the US to be militarily involved in the creation of a more secure SSA. The study relies on two theoretical constructs. On the one hand the changing nature of security in the post-Cold War world in general, but specifically in SSA, serves as a theoretical starting point. This is, on the other hand, supported by a theoretical focus on the nature of military involvement globally, but also specifically in SSA in the era after the Cold War. The latter is to a large extent related to the changing nature of military force and the use thereof in the post-Cold War era. The military involvement of the US in the management of the security of SSA during the Clinton era is analysed against the background of the US interests, policy, and strategy – specifically its security strategy – in SSA. The reality of the absence of concrete US interests in SSA is highlighted. This lack of interest led to a situation whereby SSA could not be a priority in US foreign policy. The US policy objectives in SSA were nevertheless aimed at the promotion of democracy, the improvement of the security situation and the support of economic progress. The reluctance of the US to deploy military forces in SSA underpins its security strategy and military involvement in SSA. The security strategy of the US was in essence preventive in nature since it aimed at preventing the manifestation of threats from SSA against the US by promoting the stability of SSA. However, the US was still militarily involved in SSA in a variety of ways, from the provision of military training and the conduct of military exercises to military operations. Military involvement centred around the empowerment of armed forces in SSA. It was argued that the capacity of the armed forces of SSA should be developed to support democratic governance and economic progress. The capacity building programmes of the US armed forces in SSA concentrated on defence reform, military professionalism, the creation of indigenous conflict resolution and peace support capabilities, the provision of equipment, and the improvement of health and environmental conditions. / Dissertation (MA (Security Studies))--University of Pretoria, 2005. / Political Sciences / unrestricted

Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident. The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health. To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender. The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance. To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found. Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident. The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health. To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender. The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance. To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found. Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.