Includes bibliographical references. / Since the end of the apartheid system in 1994, particular attention has been focused on transforming the education system in South Africa, specifically in terms of the demographic composition of both students and staff. However, progress towards historically white higher education institutions becoming more representative in terms of their academic staff has been slow. Two major contributing factors to the stagnant transformation found are the unfavourable working environment experienced by black and female academic staff, and also that the majority of academic positions, especially more senior positions, continue to be dominated by white and male individuals. Students' perceptions of black and female academic staff members might be one contributing factor to the negative working environment they experience. These perceptions are influenced by commonly held racial and gender stereotypes, which are explained and explored using Social Identity Theory and Stereotype Content Theory. The eight hypotheses proposed in this study were therefore based on the assumptions of these theories, as well as previous literature, and suggested that students perceive black and female academic staff as less competent and more warm than white and male academic staff; and also that students perceive lecturers of their same racial and gender group as more favourable than lecturers belonging to other groups. The purpose of this study was to evaluate these perceptions in terms of the lecturers' competence and warmth; and additionally evaluated the influence of lecturers' academic discipline on these perceptions. A total of 1,697 South African students were asked to rate the competence and warmth of two alleged white lecturers and two alleged black lecturers presented to them in photographs using a mixed factorial research design. Students perceived both the white and black lecturers, and both the male and female lecturers, to be highly similar in competence; however were found to perceive the black and the male lecturers as warmer. The results found in this study did not support the hypotheses that students rated white and male lecturers more competent, and female lecturers as higher in warmth. They did, however, provide support for the hypothesis that students perceive black lecturers as warmer than white lecturers. The study also found that the black female lecturer was rated the lowest in terms of competence; and that students' race and gender, as well as the academic discipline of the lecturers', did not significantly influence students' perceptions. The results therefore suggest that students might not be as much of a contributing factor to creating a negative work climate for black and female lecturers as initially assumed, and that the young generation in South Africa may not be as influenced by racial and gender stereotypes as previous generations. The research makes an important theoretical contribution as it expands on limited research regarding the effects of the respondents' own racial and gender group when assessing racial and gender stereotypes; and provides important considerations for future research on racial and gender stereotypes in the context of South Africa.

Includes bibliographical references (leaves 65-68). / This study examined the effects of family-friendly human resource practices(FFHRP) on work-family conflict and organisational commitment, amongstworking parents. A total of 146 participants employed in a multinationalcompany in South Africa responded to an online survey (response rate =65%). A process of factor analysis determined the underlying dimensions ofconstructs, from which summary scales were devised. The results wereanalysed using correlation analysis and hierarchical multiple regressionanalysis. The findings suggest that the use of specific FFHRP reduced workfamilyconflict amongst working parents and that supportive workenvironments can translate into benefits such as reduced work-family conflictand increased affective commitment. In this study, control over the workenvironment had a moderating effect on the relationship between work interference in family and organisations commitment.

Includes abstract. / Includes bibliographical references (leaves 39-44). / This study evaluates a pay-for-performance (PFP) system implemented at the University of Cape Town (UCT). Joseph and Louw-Potgieter (2007) did a previous evaluation that found the PFP system at UCT worked partially for some Professional, Administrative and Support Staff (PASS). Thus, this study asked the following evaluation questions: Why did the PFP system at UCT work for some PASS employees and not for others? Are there interventions/variables which can predict for whom the system would work? It was assumed that the PFP would work effectively if Cooperative Objective Setting with line managers were to take place, and if a PASS employee could show the output of this cooperation, namely an Existing Development Plan. It was however not known what variables would predict the occurrence of these two components.

This study examined the relationship between the use of flexible work arrangements and satisfaction with work-family balance amongst working fathers in South Africa. Two types of flexible work arrangements were examined. Formal flexible work arrangements included flextime, flexplace and paternity leave. Informal flexibility was examined as job control. Survey responses were collected online via Qualtrics (2014). Based on the data from a sample of working fathers employed on a full-time basis in South Africa (N = 371), hierarchical regression analyses indicated that the use of flexible work arrangements was not significantly related to satisfaction with work-family balance. This finding was inconsistent with conservation of resources theory (Hobfoll, 1989) whereby it was expected that using flexible work arrangements would generate employee resources required to effectively manage multiple role responsibilities, therefore facilitating satisfaction with work-family balance. Interestingly however, job control was found to explain a significant proportion of variance in satisfaction with work-family balance over and above work hours, commute time, neuroticism and number of children living at home. Moderated multiple regression analysis indicated that commute time moderated the relationship between job control and satisfaction with work-family balance such that as job control increased, employees with high and low commute time experienced greater satisfaction with work-family balance. The results of this study encourage greater attention to employee characteristics, such as job control, that represent resources useful for the effective management of work and family roles. Suggestions for future research and management implications are discussed.

Over the past two decades work-family researchers have increasingly explored the benefits of multiple role engagement. Work-family enrichment (WFE) is one construct reflecting the positive interaction between work and family. Yet there is a gap in our understanding of how fathers in South Africa experience WFE and how their organisations and their families can support them in managing their multiple role involvement in a way that enhances their performance in both domains. This study examined three sources of work based support (top management, supervisor and co-worker) and three sources of family-based support (spousal, extended family and paid domestic helpers) in relation to work-to-family and family-to-work enrichment. Working fathers in South African organisations responded to a self-report survey (N = 229). Exploratory factor analysis revealed that WFE is a unidimensional construct, contrary to expectations. Multiple regression analysis showed that co-worker and spousal support were statistically significant predictors of WFE. Baron and Kenny's (1986) approach was used to test the mediational effect of opportunities for professional development (OPD) on the relationship between work support (supervisor and co-worker) and WFE; however, OPD was not a significant mediator. Suggestions for future research are discussed in addition to theoretical and managerial implications associated with this study.

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.