Includes bibliographical references / This study examined the extent to which participation in the University of Cape Town's Commerce Education Development Unit (CEDU) extended programme is related to the presence of social psychological graduate attributes in second and third year CEDU students ( n = 104) . This study used second and third year mainstream students as a comparison group (n = 175) as they are assumed to have the required graduate attribute levels for academic success. Data was gathered through a questionnaire using Likert - type scales. A series of analyses were then conducted to test the hypothesis and sub - hypotheses. The main results revealed that after participating in the CEDU extended programme for up to three years, CEDU students have the same perceived levels of the measured graduate attributes as students in mainstream programmes, after the possible effects of three covariates have been taken into account. This study highlights the complexity of developing graduate attributes in previously disadvantaged students of colour in a South African context. The findings of this study provide a basis for future research into the development of graduate attributes in previously disadvantaged students as an antecedent of academic success and employability.

This study sought to understand the experiences of working mothers regarding the family supportive policies and practices offered within a financial services company in Cape Town. The financial services sector in South Africa is still regarded as male dominated. The results from 17 in-depth semi structured interviews conducted with full-time employed mothers from diverse demographic and professional backgrounds were analysed using thematic analysis. The mothers generally experienced the organisation as supportive of their dual work and family commitments. Specifically, flexibility and supportive supervisors were the most important forms of family supportive practices that helped them balance their work and family responsibilities, though many mothers expressed the need for alternative family leave benefits. Interestingly socio-cultural factors appeared to play an influential role in the mothers' experiences of the organisation's family supportive policies and practices. Management implications for the attraction and retention of skilled mothers in the finance sector are discussed.

Includes abstract. / Includes bibliographical references (leaves 45-47). / The aim of this study is to determine whether the Schwartz universal value types are the same for South African students compared to other international studies. A total of 136 students completed the Schwartz Values Survey across three academic study years. The survey reports respondent values and the extent of their religiosity on a Likert-scale. The measure for internal consistency reliability for eight of the ten motivational value types is good, with poor reliability scores for Stimulation and Security. No statistically significant difference presents across the student academic years. The motivational value type Tradition is consistent with a high degree of religiosity. Hedonism is consistent with a low degree of religiosity.

Includes bibliographical references (p. 59-61).

The main objective of the present study, which was conducted within the South African financial services industry was to establish whether executive remuneration (consisting of basic salary and short-term incentive bonuses) and company performance (in terms of return on equity) affects employees' perceptions of fairness. In the South African context there are many senior executives that in most peoples' opinion earn excessive salaries and bonuses, this while the organisations' that they lead perform poorly. As a consequence of their organisation performing badly, employees need to be retrenched, yet executives seemingly do not forego or even reduce their salaries or bonuses in order to retain employees and improve the organisation's bottom line. The widely publisicised (often extreme) examples of this, illustrate and are explained by the disconnect that is currently taking place globally, specifically in South Africa. This disconnect is that of inequality of wealth between the rich and the poor as measured by the Gini Coefficient, in which South Africa is now ranked the most inequal country in the world. The aim of the present study is to better understand some of the dynamics that influence perceptions of fairness in such scenarios. The present study has implications for organisations in terms of distributive justice outcomes, Human Resources practices and policies, as well various impacts on employee motivation and satisfaction.

Includes bibliographical references (leaves 63-69). / This study tested the generalisability of a model of technology trust in human resource information systems (Lippert & Swiercz, 2005) to non-HRIS system implementations. The strength and direction of the relationship of four of the tenconstructs identified by Lippert and Swiercz were examined in a South African environment. The implementation of the PeopleSoft student administration system at the University of Cape Town was researched. Regression analysis showed that a very high percentage (57.6% ) of the dependent variable (technology trust) could beexplained by the variable technology usability. The construct, predisposition to trust, had an insignificant contribution, while organisational trust (10.7%) and organisational culture (19.1%) were the other two constructs that were researched. The relationship between technology trust and implementation success was significant with r = +0.75.

Inlcudes bibliographical references. / This research examines the relationship between the work expectations, and experiences, of graduate engineers during their early career period. The theories of organisational socialisation, reality shock and work adjustment define the context in which this research is located. Qualitative data were obtained through in-depth interviews with sixteen subjects with less than five years work experience, employed in a utility organisation in the Western Cape. Results indicate that subjects experience significant incongruence between their expectations of work and work experiences. Through a process of qualitative data analysis three major themes were identified where incongruence was experienced, namely, content of work, context of work and general career issues. The results are interpreted and discussed in light of existing research in the field of Organisational Psychology

Bibliography: p. 119-125.

Includes bibliographical references (leaves 58-62). / The purpose of this study was to apply Shnabel and Nadler's (2008) Needs-Based Model of Reconciliation (NBMR) to the South African context as it holds potential to specify conditions under which reconciliation initiatives in the workplace are likely to lead to success. This study was both a between-subjects and within-subjects quasi-experimental design. Online questionnaires were distributed to full-time workers and students, of which 811 participants responded.

Includes bibliographical references (leaves 83-96). / This research project investigated the levels, determinants and outcomes ofthe Quality of Work Life (QWL) of teachers from disadvantaged schools in the Cape Town area (N=117). Statistical analysis of the results indicated that the teachers experience a moderate QWL. Significant predictors of job satisfaction, and hence QWL included Support, Environmental Risk, and Future Prospects.