Information technology (IT) professionals are continually placed in diverse employment arrangements as organizations continually look for ways to cut costs, enhance performance and maximize organizational goals. Organizations are using strategies beyond hiring permanent employees to achieve objectives in alternative sourcing. Even though the cost differential is positive when employing non-permanent individuals instead of permanent employees, little is known about the effects on the IT professional.This field study was designed to test the effects of employment arrangements on the IT professional's psychological contract and the effects of the level of fulfillment of their psychological contract on their organizational citizenship and innovative work behaviors using psychological contracts and social information processing theories. IT professionals were sampled from four different employment arrangements.The empirical findings show that there are differences in the IT pro proessional's psychological contract as explained by their employment arrangement, as well as by their perceptions of the characteristics of their particular employment arrangement. Permanent full-time IT professionals consistently had higher perceptions of their employer's obligations to them, than did IT professionals from the other employment arrangement categories. The level of fulfillment of the IT professional's psychological contract explained differences in their organizational citizenship behaviors (OCB) as a collective, with significant differences in the advocacy participation and obedience citizenship behaviors. This study also found significant relationships with the level of fulfillment of the IT professional's psychological contract and their innovative work behavior, as well as their organizational citizenship behaviors individually, specifically loyalty, advocacy participation, obedience, and functional participation. The primary predictors of the dimensions of OCB were the levels of fulfillment of the psychological contract as it relates to the scope, focus, and tangibility dimensions.The exploratory analysis into the characteristics of the employment arrangement provides a clearer understanding as to what encompasses the actual employment arrangement for IT professionals of differing categories. Independent contractors indicated significantly more job control than permanent full-time and contract company workers. Permanent full-time and permanent part-time have greater job stability than do independent contractors and contract company workers. Permanent full-time have greater benefits provided than the other three categories of IT professionals.

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M. Tech. Business Administration / The purpose of this exploratory research was to determine the knowledge, attitudes, beliefs and perceptions of employees managing projects in the GDoH with regard to project management (PM) within the department; and to determine the training required by employees to manage the infrastructure related projects more effectively. The researcher made use of quantitative and qualitative research designs to gather data.

M. Tech. Public Management and Administration. / The aim of the study was to evaluate factors that inhibit or promote the participation of women in decision-making processes. The study also seeks to understand more about the roles that these women play in leadership positions that they hold, and to assess whether these women are fighting for gender issues in representing women and uplifting the society. Prior to 1994, the South African Public Service systematically marginalised women across the colour spectrum. Post-1994, our Parliament has had one of the highest proportions of powerful, outspoken and committed women in the world.

M. Tech. Public Management / The research problem involves the challenges encountered during the implementation of the performance management and development system at the Department of Education (Gauteng North District) (Department). The study aimed at identifying the challenges which personnel face when implementing the system and to contribute towards the body of knowledge by suggesting an acceptable and simple method of implementing the performance management system in the Department. The performance management and development system is vital in the sense that every government department uses the system to measure the performance of personnel against the set standards of the Departments objectives. It should be borne in mind that without personnel performing according to the set objectives, the Department will not be able to achieve its goals.

No description available.

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published_or_final_version / Public Administration / Master / Master of Public Administration

published_or_final_version / abstract / Japanese Studies / Master / Master of Philosophy

published_or_final_version / Management Studies / Master / Master of Philosophy