The Mineral and Petroleum Resources Development Act (28 of 2002) (MPRDA) and the accompanied Broad-based Socio-economic Empowerment Charter aimed to rectify previous inequalities and disadvantages in the mining sector and specifically provide for the inclusion of women in core mining activities. According to the Act and the Charter, the mining industry was supposed to reach a quota of 10% women in core mining activities by 2009. The amendment of the Broad-based Socio-economic Empowerment Charter for the South African Mining and Minerals Industry (launched in 2010) set further requirements in terms of employment equity targets; the Charter requires a 40% historically disadvantaged South African representation in core and critical skills by 2015. Although well intended, the establishment of gender equality in the male-dominant mining sector remains one of the biggest equity challenges in the country and numerous problems accompany the deployment of women in core mining activities. Against this background, the main objective of the study was to critically analyse gender issues in the mining sector and to subsequently develop a conceptual framework that will enable the mining sector to contribute to and ensure the sustainable employment of women in the mining sector. A literature review was done, firstly to provide an understanding of persistent inequalities in society and the workplace, and secondly to gain an in-depth understanding of the variables that have an impact on women in the world of work in general and in the mining sector specifically. An empirical study was conducted to determine and investigate relevant gender-related issues in the mining sector. Quantitative (questionnaires) and qualitative (semi-structured interviews, focus group discussions and direct observation) research paradigms were used. From the literature review as well as the empirical study, it is evident that the deployment of women in core positions is still accompanied by various challenges, not only for managers but also for male co-workers as well as the women themselves. Although the numbers of women in the South African mining industry have risen, there is still a long way to go to successfully and sustainably ensure women‟s participation in the industry. Through the literature study and the empirical research, it became clear that various factors need to be considered for the successful and sustainable deployment of women in the mining sector. The study concludes by making recommendations and offering a conceptual framework, with the main pillars being company policies, workplace opportunities, infrastructure facilities, physical ability, health and safety and workplace relations. This framework can be implemented and used by various stakeholders in the mining sector to contribute to the successful and sustainable deployment of women in the mining sector. / PhD (Sociology), North-West University, Potchefstroom Campus, 2014

The Mineral and Petroleum Resources Development Act (28 of 2002) (MPRDA) and the accompanied Broad-based Socio-economic Empowerment Charter aimed to rectify previous inequalities and disadvantages in the mining sector and specifically provide for the inclusion of women in core mining activities. According to the Act and the Charter, the mining industry was supposed to reach a quota of 10% women in core mining activities by 2009. The amendment of the Broad-based Socio-economic Empowerment Charter for the South African Mining and Minerals Industry (launched in 2010) set further requirements in terms of employment equity targets; the Charter requires a 40% historically disadvantaged South African representation in core and critical skills by 2015. Although well intended, the establishment of gender equality in the male-dominant mining sector remains one of the biggest equity challenges in the country and numerous problems accompany the deployment of women in core mining activities. Against this background, the main objective of the study was to critically analyse gender issues in the mining sector and to subsequently develop a conceptual framework that will enable the mining sector to contribute to and ensure the sustainable employment of women in the mining sector. A literature review was done, firstly to provide an understanding of persistent inequalities in society and the workplace, and secondly to gain an in-depth understanding of the variables that have an impact on women in the world of work in general and in the mining sector specifically. An empirical study was conducted to determine and investigate relevant gender-related issues in the mining sector. Quantitative (questionnaires) and qualitative (semi-structured interviews, focus group discussions and direct observation) research paradigms were used. From the literature review as well as the empirical study, it is evident that the deployment of women in core positions is still accompanied by various challenges, not only for managers but also for male co-workers as well as the women themselves. Although the numbers of women in the South African mining industry have risen, there is still a long way to go to successfully and sustainably ensure women‟s participation in the industry. Through the literature study and the empirical research, it became clear that various factors need to be considered for the successful and sustainable deployment of women in the mining sector. The study concludes by making recommendations and offering a conceptual framework, with the main pillars being company policies, workplace opportunities, infrastructure facilities, physical ability, health and safety and workplace relations. This framework can be implemented and used by various stakeholders in the mining sector to contribute to the successful and sustainable deployment of women in the mining sector. / PhD (Sociology), North-West University, Potchefstroom Campus, 2014

The South African mining industry is facing rising levels of skills shortage. According to reports, there are a number of reasons for this, one being the low number of graduates who enrol for engineering related qualifications versus the number of graduates who eventually graduate with an engineering qualification. More emphasis needs to be placed on bursaries for university candidates, as well as training in organisations, to groom graduates in this field. The main purpose of this study was to determine the relationship between job characteristics, communication with the manager, organisational commitment, social support and job satisfaction for a sample of employees in South Africa, and specifically to determine whether social support plays a moderating role in this relationship. The participants were a convenience sample of trainees in a mining training academy, in the North–West Province. Participants’ informed consent was sought by explaining what the general purpose of the study is as well as including on the cover page of the questionnaire information around details of the study. Participants had the option of either posting the questionnaires after completing it in their own time (stamped envelope was supplied) or handing the completed questionnaire into their human resource department. This method allowed everyone to complete the questionnaire in their own time. Regarding the relationship between job characteristics (i.e. job autonomy, job challenge, and communication with the manager); all were positively correlated to the outcome variable, namely job satisfaction. None of the interaction terms were significant predictors of the outcome variable (job satisfaction). A conclusion can be drawn from this that social support does not have a moderating effect on the relationship between the measured independent variables (job characteristics and manager communication) and the outcome variable (job satisfaction). However, when only social support from supervisor and colleagues and the job characteristics were considered, it was seen that job autonomy, feedback and social support from colleagues are significant predictors of job satisfaction. This finding indicates that it is not only important for trainees to experience autonomy in the execution of their tasks, but that they also need collegial support and good feedback about such performance in order to experience job satisfaction. In conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

The South African mining industry is facing rising levels of skills shortage. According to reports, there are a number of reasons for this, one being the low number of graduates who enrol for engineering related qualifications versus the number of graduates who eventually graduate with an engineering qualification. More emphasis needs to be placed on bursaries for university candidates, as well as training in organisations, to groom graduates in this field. The main purpose of this study was to determine the relationship between job characteristics, communication with the manager, organisational commitment, social support and job satisfaction for a sample of employees in South Africa, and specifically to determine whether social support plays a moderating role in this relationship. The participants were a convenience sample of trainees in a mining training academy, in the North–West Province. Participants’ informed consent was sought by explaining what the general purpose of the study is as well as including on the cover page of the questionnaire information around details of the study. Participants had the option of either posting the questionnaires after completing it in their own time (stamped envelope was supplied) or handing the completed questionnaire into their human resource department. This method allowed everyone to complete the questionnaire in their own time. Regarding the relationship between job characteristics (i.e. job autonomy, job challenge, and communication with the manager); all were positively correlated to the outcome variable, namely job satisfaction. None of the interaction terms were significant predictors of the outcome variable (job satisfaction). A conclusion can be drawn from this that social support does not have a moderating effect on the relationship between the measured independent variables (job characteristics and manager communication) and the outcome variable (job satisfaction). However, when only social support from supervisor and colleagues and the job characteristics were considered, it was seen that job autonomy, feedback and social support from colleagues are significant predictors of job satisfaction. This finding indicates that it is not only important for trainees to experience autonomy in the execution of their tasks, but that they also need collegial support and good feedback about such performance in order to experience job satisfaction. In conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.