A dissertation submitted to the Faculty of Arts, University of tho Witwatersrand, Johannesburg, for the Degree of Mastel' of Arts. Johannesburg 1991 / The industrial supervisor is the classical example of the person in the middle or the 'marginal person' Placed between management and the workforce, supervisors encounter conflicting expectations and demands. For the black supervisor in South African industry, these problems are exacerbated, typically having been promoted from the ranks and operating at an essentially white management, black workforce interface. Previous researchers have discussed the dysfunctional consequences faced by these people and, further, have alluded to the possible relationship between this and supervisors' dual loyaltles. This research examines the marginality of black supervisors and how this relates to their possible dual commitment. Towards this end, a psychometrically sound measure of psychological marginality was constructed, following which an empirical investigation was undertaken to investigate the relationship between black supervisors' psychological marginality and their dual allegiances. Factor analytical techniques revealed that black supervisor's marginality comprises two variables; namely, management marginality and worker marginality. The relationships between both marginality variables and levels of organisational commitment, union commitment and dual commitment were not significant. This suggests that the management and worker marginality experienced among black supervisors is not related to dual commitment, unilateral commitment and alienation. Implications of these findings for theory and practice are discussed and directions for future research provided. The primary shortcoming of the study was small sample sizes as a result of the sensitive nature of the subject. However, this was mediated by the rigorous methodology adopted throughout.

M.Ed. / The HIV and AIDS pandemic is changing the nature of the traditional family structure, particularly in South Africa, where the number of child-headed families is escalating and more teenagers are forced to head the home. These teenagers, are traumatised: many have suffered multiple losses (a father, mother, siblings), not to mention the possible additional losses of schooling, their hope for the future and their remaining childhoods. Hope is unlikely to emerge in teenagers left to fend for themselves and their siblings. Therefore, an approach that is both Afrocentric and ecosystemic needs to be adopted in building support structures to instil the possibility of hope in their lives. Hope, as a protective phenomenon, builds resiliency empowering teenagers heading a home to rise above their harsh circumstances. The purpose of this inquiry was to explore and describe the essence of hope in the lived experiences of teenagers heading an AIDS-orphaned home in order to make recommendations for support within the emerging inclusive educational system in South Africa. A qualitative study with a phenomenological research design was used with three teenagers from a Non-Governmental Organisation which assists child-headed households in Soweto, Gauteng. The participants were purposefully selected as hopeful — teenagers who had managed to stay in school, despite their circumstances, as a way of securing a brighter future. Data was collected through two in-depth interviews with the teenagers and included writing and drawing exercises. A story thickening the counterplot of hope in their lives, which are filled with the challenges of orphanhood, was written for each of the teenagers. The coconstructed stories were then used as data for analysis to write their descriptions of hope. Textual, structural and textual-structural descriptions of hope were written June 2008 based on the four processes of epoche, phenomenological reduction, imaginative variation and synthesis. The findings generated from their stories of hope indicate that the "hopeful self" is socially constructed evolving in the spaces between people and in the interaction iii of the person with his/her environment. Some of the findings suggest that hope emerges in the context of opportunities, support and education, and needs the African spirit of "ubuntu" to sustain it. School in particular, was seen as a way to future success. On the basis of these findings, a social constructionist model for nurturing the hopeful self was recommended to help professionals in their thinking and planning of psychological support programmes for all children and teenagers identified as vulnerable. The model embraces ecosystemic thinking and envisages the hopeful self as being nurtured in three nested domains of support: the emerging inclusive education system; a network of care under the facilitation of educational psychologists based in the District Based Support Teams; and a psychological support system that has not as yet been implemented in the care children orphaned by AIDS. Psychological support is seen as crucial to ensure the emotional well-being of teenagers at risk who who are faced with the reality of heading a home at such an early age as a result of the AIDS pandemic

Bibliography: leaves 123-136. / Recognition of the need to develop black employees' interpersonal skills in order that they cope with the demands of the western business environment formed the backdrop to this study. The use of currently available self-report measures of assertiveness to assess behaviour change was questioned in terms of their psychometric properties and relevance to the black employee working in South African organisations. The aim of this study, therefore, was to develop a self-report instrument to measure assertiveness of black employees in work organisations. Another objective was the assessment of criterion-related validity. Information gathered from 12 in-depth interviews was used in the writing of new items and assisted in the modification of items from available self-report assertiveness measures. A preliminary questionnaire, consisting of 55 items was subsequently developed. After a number of changes, the questionnaire, consisting of a four-point Likert scale, was distributed to 80 potential respondents for the pilot study. A response rate of 37.5% enabled the analysis of 30 pilot study questionnaires. After further changes, 450 questionnaires were distributed through training and personnel managers from 10 major South African organisations sampling both the commercial and manufacturing business sectors. A response rate of 57% (240 questionnaires) allowed for the analysis of 234 usable questionnaires. The statistical analysis of responses was done by using both item and factor analytic techniques. After two phases of analysis a 20 item instrument with a three factor structure emerged. The first factor was labelled "anxiety behaviour in interpersonal situations", the second, "collaborative and complimentary behaviour", and the third factor "confronting behaviour". A sub-sample (n = 48) of peer-and self-ratings were correlated for each of the three factors to establish criterion-related validity. Results of this study supported the multidimensional and situation specific nature of the assertiveness construct. The value of developing measuring instruments suited to local conditions was also emphasised. However, the inadequate construct validity and reliability of the instrument indicates the need for further research before - application of the measure in decision making regarding the assertive behaviour of black employees.

M.Com. (Industrial Psychology) / Please refer to full text to view abstract

Using Schein's (1992) notion of organisational culture, this study explored the position of a South African nongovernmental organisation (NGO) in the changing environment of post-apartheid South Africa. The study pursued three central goals: to describe the organisational culture of a South African NGO; to examine the tensions that have emerged owing to the changing nature of the organisational culture; and to analyze the organisational culture in relation to the changing NGO environment. The basic assumptions of the organisation regarding networking, the relationship with the government, funders and funding, leadership, human resource development, and service delivery, were collected. A single case study design was employed, with a sample of eight participants (representing the four different sections of the NGO) being drawn. Data were collected through documentary analysis, a focus group, and eight individual interviews using the critical incident technique. Analysis was performed using various qualitative data analysis techniques. The researcher found that participants considered networking, a cooperative relationship with the government, a proactive approach to obtaining funding, effective leadership and human resource development, and a good reputation for service delivery, to be essential for NGO survival. NGO basic assumptions are undergoing a transformation process, and tensions exist between long-standing and emerging assumptions. It was found that the transformation of assumptions is enabling the NGO to adapt to the challenges of the changing environment.

M.Sc. / The current study sought to investigate the relationship between stress and illness, while examining the effects of daily stressors, depression, hardiness, social support and coping skills on this relationship. The information gathered was then used to design a time and cost effective questionnaire to predict people prone to stress-related illness. This questionnaire has been called the Stress Fitness Scale. The subjects (n = 44) were split into three groups (healthy, ill, and neither ill nor healthy) according to their scores on Gurin's Psychosomatic Symptom List for non-parametric statistical analysis. Scores on the Hardiness Scale, Perceived Social Support Friends and Family, Beck Depression Inventory, COPE, Hassles and Uplifts Scale and Life Experiences were analysed and significant differences were found between the ill and healthy groups in all five areas using a Mann-Whitney U test. An intercorrelation matrix was performed and significant correlation was found between Stress Fitness and the other scales, although not for all the sub-scales. Many of these correlations corresponded with the differences found between the two groups using the Mann-Whitney U test. Item analysis was performed on the Stress Fitness Scale. Significant inter correlation was found for all the items of the Prone sub-scale, and all but three items of the Protect sub-scale. Although further research is necessary, from this limited study the Stress Fitness Scale appears to provide a time and cost effective way of predicting people prone to stress-related illness.

M.A. (Labour Relations) / Never before has South Africa undergone as many changes as is currently the case. With the abolition of apartheid, the looming prospect of affirmative action legislation and the need to foster a positive economic growth rate, South African human resource managers are faced with unprecendented challenges. The biggest of these challenges is the effective management of human resources in a diverse organisational environment, which has, until recently focussed almost exclusively on the development of white employees. In order to increase the competitiveness of South African organisations and to generate income for the economy, human resource management policies and systems have to be adapted. These adaptions should focus on the needs of black employees, especially in the area of organisational culture, which was traditionally based exclusively on the values of white management. In view of the above it is the goal of this study to create a system of value management to integrate the traditional cultural values of employees with the core organisational values of a specific hotel complex. The study is a combined literature study and an empirical enquiry. In the empirical enquiry the core organisational values of the hotel complex are investigated, in support of the hypothesis that South African human resource management policies are not sufficiently cognisant of the traditional values of employees. Subjects such as the nature of traditional Batswana cultural values and a value management model for the integration of organisational and cultural values will furthermore be addressed in this study.

M.A. / The purpose of the study was to investigate the relationship between job involvement and job satisfaction between the traffic officers and bus drivers of the Germiston Transitional Local Council. The following research questions were addressed: What are the levels of job involvement and job satisfaction that traffic officers and bus drivers experience? How does job involvement and job satisfaction of traffic officers and bus drivers compare? What is the relationship between job involvement and job satisfaction? Since this is a quantitative quasi-experimental investigation, the following hypotheses have been formulated, namely; Hypothesis 1. There is no statistically significant differences between the mean test scores of traffic officers and bus drivers in respect of job involvement and job satisfaction. Hypothesis 2: There is no statistically significant correlations between job involvement -- --and -job satisfaction, satisfaztion-and-extrinsit -satisfactioa of traffi -c--. officers - - bus drivers. In order to test the above mentioned hypotheses, the two group comparison and the popular Job Involvement Scale and Minnesota Satisfaction Questionnaire have been utilized as measurement instruments. The results of this study supported hypothesis one because there was no statistically significant difference between the mean test score of traffic officers and bus drivers in respect of job involvement and job satisfaction. With reference to hypothesis two, the results indicated that there is no correlation between job involvement and job satisfaction (including the sub components). The results indicated a correlation between job satisfaction, intrinsic and extrinsic satisfaction. The results of this study have demonstrated that the traffic officers and bus drivers are able to distinguish the extent to which they like their job (satisfaction), the degree to which they are absorbed in or preoccupied with their job, and the degree of attachment of loyalty they feel toward their employing organization. Finally, there is a need to replicate these findings. The use of a single local authority as the research site is a potential limitation in terms of validity and reliability of the results.

M.A. / The present study was undertaken in an attempt to understand and ascertain the relation between personality traits and posttraumatic stress (PTSD) in the South African Police Service (SAPD) leading to chronic illness and work-related dysfunctions. The specific hypothesis for this study will show that by means of the Comrey Personality Scales (CPS) a statistic significant distinction between police officers with PTSD and police officers without PTSD exists. The testing of the hypothesis entailed a group of 120 functional police officers that consists of white, male nonofficers. They worked in the Pretoria area of the SAPD. The PTSD status of the subjects was assessed by means of the PTDS Interview Guide of Watson, Juba, Manifold, Kucala and Anderson (1991). Police officers that met the criteria for PTSD by means of the PTSD Interview Guide were place in one group (PTSD-group, n = 414. Police officers that did not meet the criteria were placed in another group (Non-PTSD-group, n = 79). Personality traits were measured by means of the CPS. There was a significant difference between the personality traits of the PTSDgroup in comparison with the Non-PTSD-group. The PTSD-group appears to be more compulsive and ordered, more introspective, more neurotic, more sensitive and more defensive in comparison with the Non-PTSD-group. It is postulated that these personality traits can possibly cause policemen to be more susceptible for the development of PTSD.

This research proposes to identify and evaluate intercultural perceptions and the promotion of black managers within the South African context from a qualitative perspective. A literature review is presented, which covers aspects of perception, culture, the self, and promotion. Cultural categories are analysed to identify relationships not considered in the literature. An interview questionnaire based on Osherson (1980) is constructed, which leads respondents through five areas: demographic characteristics, work identity, value system, cultural identity, and intercultural perceptions and promotion. Three case studies are analysed, the themes for each interview being integrated. Conclusions regarding possible new analytical categories, and recommendations in the form of a possible outline for future research, are presented . / Industrial and Organisational Psychology / M.Com (Industrial Psychology)