The main purpose of this study is to explore the role spirituality plays in the coping of traffic officers within the South African Traffic Services. A sample of ten traffic officers participated in the study, and data was obtained by means of open-ended questions during in-depth and semi-structured interviews. The literature review aimed to conceptualise spirituality, to conceptualise coping, and to theoretically explore the role of spirituality in the coping of traffic officers. Specific aims for the empirical study were: to gain a better understanding of how traffic officers experience the role of spirituality in coping with their role within the South African context; to provide a framework that can assist with creating an understanding of the role spirituality plays in coping as a traffic officer; and to formulate recommendations for possible future research that explores the role of spirituality in the coping of traffic officers within the discipline of Industrial and Organisational Psychology, more specifically in employee and organisational wellness, and career counselling. The research findings showed that traffic officers in the sample all utilised spirituality in the workplace to various extents, and that they exhibited adaptive coping abilities when doing so. They associated less spirituality or a lack of spirituality with weaker coping abilities. It was found that spirituality in the traffic officers is informed by a foundation of spirituality or religion, purpose to their work and life, their connection to their spiritual source, and the fruits of spirituality. Their coping ability was influenced by upbringing and background, by stressors from their work environment and by coping mechanisms. The role of spirituality in the coping of traffic officers culminated in their ability to interpret the meaning of spirituality, and then to implement spirituality in order to cope. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The objective of this study was to explore the relationship between perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A secondary objective was to determine whether various age, gender, tenure, marital status and race groups differed significantly regarding their perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A perceived career mobility scale and career mobility preference scale, the Minnesota Satisfaction Questionnaire (short form) and the Organisational Commitment Scale, were applied to a non-probability convenience sample consisting of 82 South African accountants, auditors and financial staff members. Significant relationships were observed between the variables. Significant differences were found between age and race groups‟ perceived career mobility, gender and tenure groups‟ career mobility preference, and age and tenure groups‟ organisational commitment. The findings contribute valuable new knowledge that may be used to inform retention practices in the financial sector. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

The study was designed to provide further empirical data on the career anchor construct. An individual in todays times is likely to make more than one career choice. If the career anchor construct can be used to accurately predict a person environment fit, the construct could prove useful as a diagnostic tool for midcareer individuals. In the study, 300 midcareer employees (managerial and non-managerial) completed questionnaires etermining their dominant career anchor, domi.nant perception of occupational type and levels of general, intrinsic and extrinsic job satisfaction. Specific aims of the study were, firstly, to determine whether in midcareer there is a relation between career anchor and occupational type (For the purposes of the study, occupational type was measured in terms of the individuals perception of the main aspect that dominates his occupation) and secondly, to determine whether there is a difference in general, intrinsic and extrinsic job satisfaction between midcareer employees with a fit between career anchor and occupational type and midcareer employees with no such fit. Results of the study indicated a significant relation between career anchor and occupational type for the total sample as well as for the managerial and the non-managerial groups, for almost all of the eight career anchors. A significantly higher level of general and intrinsic job satisfaction was found for the fit group than for the non-fit group, however no such difference was found in extrinsic job satisfaction. No significant differences were found between the managerial and non­ managerial groups. On the basis of the results the conclusion can be made that the career anchor construct can be used effectively to assist midcareer managers and non-managers to make career choices. Career choices based on a fit between career anchor and occupational type are likely to yield a higher level ofeneral and intrinsic job satisfaction. / Industrial and Organisational Psychology / MCom (Industrial Psychology)