The purpose of this study was to gain an understanding of parents’ and teachers’ perceptions of parent-teacher communication, its purpose and how it is implemented in resource-constrained school settings. I employed a collective case study design involving four cases, namely parents of Grade 3 learners, parents of Grade 6 learners, Grade 3 teachers and Grade 6 teachers. I followed a qualitative research approach in order to gain rich, contextual information that portrays the perceptions of the participants. I identified three primary schools to participate by combining purposeful and convenience sampling strategies, and purposefully selected 11 teachers and eight parents as participants. Eight semi-structured interviews and two focus group discussions were conducted to collect data. In addition, I relied on observation, field notes and a research diary. Following inductive thematic data analysis, I identified the following themes: general modes of parent-teacher communication, purposes of parent-teacher communication, role-players and their expectations, factors negatively impacting parent-teacher communication, and strategies to move towards effective parent-teacher communication. Findings of the study indicate that the participating schools utilised written communication, telephone contact and meetings in person to exchange information with parents, in support of learners’ performance. Children, School Management Teams and the Department of Basic Education were identified as additional important role-players in communication. However, the attitudes, behaviours and preferences of teachers and parents as well as resource-constrained contexts can negativity influence parent-teacher communication. On the other hand, more effective use of technology, the creation of more opportunities for open dialogue and the commitment of all role-players can potentially enhance regular two-way communication between parents and teachers. / Dissertation (MEd)--University of Pretoria, 2017. / Educational Psychology / MEd / Unrestricted

This quantitative study examines the interaction between technology-based instant messaging applications (technology applications) and employee engagement. Technology applications are frequently used as a mode of communication between managers and employees. Internal communication is cited as an antecedent of employee engagement and employee engagement is positively correlated with productivity and organisational success. Hence, the study is directed at understanding the impact of communication technology on employee engagement, due to the indirect link between internal communication and organisational success. In the current context of the global Covid-19 pandemic, this topic is of renewed interest as leaders and employees grapple with new ways of working and communicating. The existing literature provides contradictory conclusions on the relationship between technology use and employee outcomes. A quantitative, deductive approach was adopted to measure (i) the relationship between the frequency of use of technology applications (independent variable) and the antecedents of employee engagement (psychological climate, affective commitment, perceived supervisor support), (ii) frequency of use of technology applications as a moderating variable on the relationship between the antecedents of employee engagement and employee engagement (meaningfulness, safety, availability) and (iii) frequency of use of technology applications as a moderating variable on the relationship between the employee engagement and the outcomes of employee engagement (discretionary effort and intention to turnover). The correlation test revealed a weak correlation between frequency of use of technology applications and the antecedents of employee engagement. The moderated regression analysis revealed that frequency of use of technology applications does not moderate the relationship between (i) the antecedents of employee engagement and employee engagement (meaningfulness, safety, availability), and (ii) the relationship between the employee engagement and the outcomes of employee engagement (discretionary effort and intention to turnover). The findings have relevance for academic research and practical implications for managers. / Mini Dissertation (MBA)--University of Pretoria, 2021. / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted