Significant shifts in social ideology and legislation have brought about considerable changes in work and family dynamics in the Western world, and the male as breadwinner-wife as homemaker model is no longer the norm. However, despite increasingly gender egalitarian ideals, the division of labor among dual-earner couples tends to adopt a "neo traditional" once children are born, where women devote more time to family labor and men spend more time in paid employment Although asymmetrical divisions of labor have clear workplace and societal consequences in terms of women's earnings, organizational advancement, and inequality, the effects on individual well-being are not well understood. The purpose of the present study was to apply the theoretical lens of person-environment fit to examine how misfit between dual-earner couples' pre-child division of labor preferences and post-child actual divisions of labor relate to affective (career, marital, and family satisfaction) and health-related (depression and physical health symptoms) well-being. Additionally, several conditions were posited to temper the strengths of these relationships (domain centrality, gender, voice in division of labor decision making, and satisfaction with the current division of labor). Participants were 126 dual-earner couples with small children, and hypotheses were testing using polynomial regression analyses. The results suggested that congruence between an individual's own pre-child desires for the division of paid labor and the actual post-child division of paid labor relates to his/her own career and marital satisfaction, depression, and physical health symptoms. Congruence in the family domain is also important, as desire-division of family labor fit related to affective sentiments toward family and one's spouse. With the exception of career satisfaction, these relationships were curvilinear, such that deviations in either direction from perfect fit related to poorer well-being. On the other hand, there was little evidence for spousal effects, as dual-earner well-being did not relate the congruence between division of labor abilities and spousal demands. Finally, evidence of moderation was only found in a few cases, and none were consistent with prediction, highlighting the need for future research on the contextual conditions of P-E fit in the dual-earner context.

Regardless of the changes in the Constitution of the Republic of South Africa No. 108. of 1996, in terms of the acceptance of individuals irrespective of their sexual orientation and the prohibiting of discrimination against anyone on the grounds of their sexual orientation, the concept of homosexuality in the workplace is still a relatively unexplored phenomenon in South Africa. Limited research studies focus on the perspectives of homosexual individuals regarding their perception and attitudes towards their working environments. Culture can affect the way in which individuals act due to the dominance of certain behaviours, beliefs, and norms that are accepted as the 'standard' way of living. Within companies, the employees are on average expected to be productive and effective, and to present fruitful behaviour to benefit the organisation. Individuals can also at times be tacitly encouraged to portray images according to the general norm in the organisation, whether or not this image is true to the individuals themselves. This type of accepted standard norms and behaviours are therefore wordlessly conveyed to the employees as the cultural accepted standard in the organisation. Heteronormative cultures are described as the instance when the accepted standard of male and female behaviour is viewed in terms of masculine men and feminine women. Individuals who do not fit these specific descriptions may experience either explicit or implicit discrimination. The reactions that employees can have because of organisational culture are referred to as affective reactions and can have adverse costs for the organisation as employees may engage in less productive behaviour. The purpose of this research was to assess the relationship between a heteronormative culture and the affective reactions of homosexual employees working in Johannesburg and Pretoria. Work engagement and job satisfaction of the individuals were assessed in relationship to heteronormativity. Research done for this study includes the various aspects of the academic topics related to the study. Given the limited amount of empirical research on the topic, a mixed method study was conducted. Quantitative questionnaires instigated the research, designed to measure the following concepts:<ul> <li> Organisational culture, in terms of heteronormativity.</li> <li> Two affective reactions of employees - work engagement and job satisfaction.</li></ul> Explanatory qualitative interviews followed the questionnaires with the intention of understanding the results found during the quantitative phase. A purposefully selected sample of one hundred and sixty four homosexual employees working in Johannesburg and Pretoria completed the quantitative questionnaire, and a sample of eight homosexual individuals were selected out of the original sample to participate in the qualitative interview stage. Previously developed instruments were used to measure heteronormativity, work engagement and job satisfaction. The results indicated that homosexual employees within Gauteng do experience the culture of their respective organisations to support the perceptions of heteronormativity. Two hypotheses were tested which indicated a significant but small correlation between perceptions of heteronormativity and work engagement and job satisfaction. The qualitative results provided insight into how homosexual employees experienced heteronormative cultures in the workplace as well as how they react to the cultures encountered. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

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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)

傳統認為工作壓力(job stress)與張力(strains)的關係為正相關，但French等人以工作環境資源與個人需求之差距以及工作環境要求與個人能力之差距來定義工作壓力，認為在資源愈小於需求或能力愈小於要求的情形下，個人的張力會愈小，當資源愈接近需求以及能力愈接近要求時，個人的張力會逐漸減小，而在資源大於需求或能力大於要求的情形下，個人的張力會逐漸增加、減小、或維持不變，因此個人─環境契合與張力之間的關係會有三種型態，分別為U型、線性、以及不對稱型。本研究主要的目的即是要檢驗不同的工作壓力源所造成的工作壓力與不同的張力之間的關係型態為何，並探討從契合理論來測量工作壓力的優、缺點。此外，由於傳統上研究工作壓力，多針對特殊職業團體來加以探討，為了使研究結果能做不同職業團體間的比較，因此本研究主要針對一般在職工作者來探討其工作壓力現象。 本研究採用調查法研究，以便利取樣方式收集資料，回收的有效問卷一共799份。所使用的測量工具包括：自編的工作壓力量表，身心健康量表，以及職業倦怠量表。資料分析方法包括相關法以及迴歸分析。所使用統計分析軟體則為視窗版的SPSS。 研究結果發現，一般在職工作者的主要壓力來源主包括：「重用與認同」、「工作複雜度」、「角色明確度」、「工作負荷」與「時間負荷」。而以契合理論的概念來測量上述工作壓力，的確發現工作壓力與張力之關係會因二者向度的不同而有不同的關係型態。概括來說，「重用與認同」、「工作複雜度」與身心健康、職業倦怠的關係主要為U型，「角色明確度」與身心健康的關係為U型，而與職業倦怠的關係為不對稱型，「工作負荷」與大部分身心健康指標以及職業倦怠指標的關係為不對稱型，與少部分身心健康指標以及職業倦怠指標的關係為線性，時間負荷與身心健康以及大部分職業倦怠指標的關係為不對稱型，與少部分職業倦怠指標的關係為U型。 最後研究者根據研究所得的結果，討論其意義，並說明本研究的限制，以及對未來研究方向的建議。

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)

Made available in DSpace on 2014-12-17T13:56:55Z (GMT). No. of bitstreams: 1 RenatoM_Capa_ate_pag70.pdf: 5176892 bytes, checksum: 21af50da3f4c0ceaad8ec94cda0afc72 (MD5) Previous issue date: 2008-10-06 / Conselho Nacional de Desenvolvimento Cient?fico e Tecnol?gico / This research analyzes the actual Historic-Architectural Heritage of Ass? City which is located in Rio Grande do Norte State, Brazil, the study is based on both Ass? s residents perception and technician s viewpoint. It looks forward to expose this community s relationship with the existing number of historic buildings, the scale of people s identity to the place and the association of this perception toward the preservation and conservation s scale of the historic settlement. Since the contextualization of the degradation s process of central areas, the study draw nea initially the conceptual aspects, focusing on the debate about heritage and the preservationist practice. The work complements the discussion through an approach on people-environment relationship and environmental perception, considering relevant factors for planning process. The obtained and presented data had diagnosed the condition of the architectural pile and also allowed this work to formulate recommendations for the studied area and architectural set in order to contribute for future urban politics implementation that consider the building, which are not only important to the considered population, but to the Rio Grande do Norte s History, as well / Essa pesquisa tem como objetivo, analisar o patrim?nio hist?rico-arquitet?nico existente na cidade de Ass?/RN, com base na percep??o da popula??o e no ponto de vista t?cnico. Busca desvendar a rela??o dessa comunidade com o acervo existente, o seu grau de identidade para com o lugar e a associa??o dessa percep??o com os graus de preserva??o e de conserva??o do casario. A partir da contextualiza??o do processo de degrada??o das ?reas centrais,o trabalho aborda inicialmente os aspectos conceituais, com enfoque para o debate acerca do patrim?nio e da pr?tica preservacionista. Complementa a discuss?o com uma abordagem a respeito da rela??o pessoa-ambiente e da percep??o ambiental, como fatores relevantes para o processo de planejamento. Os dados obtidos e apresentados nessa pesquisa diagnosticaram a situa??o do acervo arquitet?nico e permitiram a formula??o de recomenda??es para a ?rea e o conjunto arquitet?nico estudados, contribuindo para a implementa??o de futuras pol?ticas urbanas que levem em considera??o o acervo, que n?o s? ? importante para a popula??o pesquisada, mas tamb?m para a hist?ria do estado do Rio Grande do Norte

The purpose of this study was to develop a way of identifying resilient and non-resilient middle-adolescent learners, by means of an instrument or otherwise, in a former Model C-school. The research paradigm is pragmatism and a methodology of mixed methods was used. A questionnaire was developed and qualitative interviews were conducted to verify the results of the questionnaire. The theoretical framework of resilience as well as the developmental phase of middle-adolescence were studied. After conducting a pilot study, the necessary changes were made and an experimental version of the questionnaire was compiled on the basis of Kumpfer’s Transactional Model. This framework includes both processes and outcomes and six main constructs were specified, viz. stressors or challenges, the environmental context, person-environment-transactional process, internal resilience factors, resilience processes and outcomes or means of reintegration. Focus was placed on internal resilience factors. The “Veerkragtigheidsvraelys vir Middel-adolessente (toets)” (VVM-A(t)) (Resilience Questionnaire for Middleadolescents (test)), was compiled consisting of forty two self-evaluation questions using a continuum scale. This self-evaluation scale gives the respondent the opportunity to respond on a continuum line between not like me at all and exactly like me. The place of research, a secondary school in an area reflecting the diversity of the South-African population, was selected by means of convenience sampling and all the grade 8 and 9 learners (294 participants) completed the VVM-A(t). Two factors were identified by means of factor analysis viz. internal locus of control and external locus of control. The VVM-A, consisting of 22 items, was finalised from these results and the participants’ scores were recalculated for the selected items. Interviews for the purpose of verification or rejection of the VVM-A were conducted with twelve participants, four from the group with high scores, four from the group with low scores and four learners that grouped near the median. The in-depth interviews confirmed the results on the VVM-A. This instrument can therefore be regarded as valid and reliable to identify the resilient and non-resilient middle-adolescent learner. / Dissertation (MEd (Educational Psychology))--University of Pretoria, 2006. / Educational Psychology / unrestricted