李泳集. / 論文(哲學博士) -- 香港中文大學硏究院人類學學部, 1996. / 參考文献 : leaves 145-153. / Li Yongji. / Chapter 第一章 --- 绪论 --- p.1 / Chapter 一、 --- 研究的問題及意义 --- p.1 / Chapter 二、 --- 研究方法和理论假设 --- p.2 / Chapter 三、 --- 过去的研究 --- p.5 / Chapter 四、 --- 各章内容简介 --- p.14 / Chapter 第二章 --- 龙田村的概况和历史 --- p.16 / Chapter 一、 --- 村落概况 --- p.16 / Chapter 二、 --- 体制的沿革与国家控制 --- p.20 / Chapter 三、 --- 神话的创造与农民的认知方式 --- p.27 / Chapter 第三章 --- 生计方式与地方政治经济 --- p.31 / Chapter 一、 --- 经济生活与竹的种植 --- p.31 / Chapter 二、 --- 计划经济下的社队企业 --- p.34 / Chapter 三、 --- 私营的竹器加工企业 --- p.38 / Chapter 四、 --- 手工业与农村政治经 济 --- p.40 / Chapter 五、 --- 世界经济体系与传统手工业 --- p.46 / Chapter 第四章 --- 计划经济下的代理人与权力 --- p.52 / Chapter 一、 --- 国家干部和农村干部的区 分 --- p.52 / Chapter 二、 --- 工作队干部的两重性 --- p.54 / Chapter 三、 --- 龙田大队的干部 --- p.57 / Chapter 四、 --- 生产队干部 --- p.59 / Chapter 第五章 --- 市场经济与农村干部的角色变化 --- p.62 / Chapter 一、 --- 政治意识的淡化 --- p.62 / Chapter 二、 --- 农村干部的经济角色 --- p.64 / Chapter 三、 --- 农村干部的利益 --- p.66 / Chapter 四、 --- 国家、干部与农民 --- p.73 / Chapter 五、 --- 挑战国家权威的农村干部 --- p.79 / Chapter 第六章 --- 权力和宗族组织 --- p.82 / Chapter 一、 --- 龙田社区的宗族化 --- p.82 / Chapter 二、 --- 上灯仪式与妇女地位 --- p.89 / Chapter 三、 --- 权力地位与祖先墓地 --- p.92 / Chapter 四、 --- 干部与政治的宗教化 --- p.94 / Chapter 第七章 --- 社会分层和阶级自我形象 --- p.104 / Chapter 一、 --- 农民选择行为与村落生活变化 --- p.104 / Chapter 二、 --- 家庭形式变化与农村社会的异质性 --- p.109 / Chapter 三、 --- 龙田村的社会分层和阶级自我形象 --- p.117 / Chapter 四、 --- 传统绅士与农村干部的比较 --- p.123 / Chapter 五、 --- 中国农村社会性质的若干问题 --- p.126 / Chapter 第八章 --- 结语 --- p.137 / 注释 --- p.143 / 参考书目 --- p.145

Thesis. 1976. M.C.P. cn--Massachusetts Institute of Technology. Dept. of Urban Studies and Planning. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 135-137. / by Judy A. Levenson. / M.C.P.cn

Rangers, as vanguards of wildlife conservation, are constantly fighting off armed poachers. That makes their work stressful and dangerous. In spite of this, their needs are neglected and are not considered as the focus is on saving wildlife. Undoubtedly, the African continent is not spared from the unrelenting poaching menace that threatens to drive the world’s wildlife spicies into extinction. In response to this scourge, countries, in their quest to safeguard these species from extermination, have signed various treaties, continuously come up with different strategies and pledged their support to fight illegal wildlife trading. This study was conducted at Hluhluwe-iMfolozi Park (HIP) and Mkhuze Game Reserve, which are under the management of Ezemvelo KwaZulu-Natal (KZN) Wildlife Management. These parks have turned into a battlefield between poachers and rangers. The intrinsic case study approach which is explorative and interpretive in perspective was used to unravel and describe the experiences from the world view of rangers. A descriptive qualitative research design was used to gain insight from the rangers about their challenges and needs in the workplace. Furthermore, developmental research was used to design and develop a tailor- made technology – a ranger resilience-building model – to assist rangers to deal with their workplace challenges. Focus group discussions were conducted with a group of rangers, while individual semi-structured interviews were conducted with managers in order to solicit information from purposively selected sample of rangers and managers at HIP and Mkhuze game reserve, that assisted in the development of the model. Ethical considerations, which involve the informed consent of the participants, confidentiality and privacy, participants’ right to withdraw from the study and the management of information, were applied to ensure that the participants were protected from harm. The collected data was analysed by using codes and themes that best described the experiences of the rangers, and data verification was done before the process of model development. It was evident that rangers are faced with a variety of workplace challenges, such as poor quality of work life, unpleasant living conditions, coupled with poor amenities, inadequte wellness interventions, and the poor management and implementation of policies by the Human Resources (HR) Department. Nevertheless, teamwork and their cultural practices were positive aspects that promoted their coping capacities in dealing with their everyday challenges. / Social Work / D. Phil. (Social Work)