M.A. / Ministers of the Dutch Reformed Church are also exposed to work stress, which can lead to burnout, as well as job dissatisfaction. The study (under consideration) was undertaken to examine the connection between Sense of Coherence, burnout, job satisfaction and intentions to resign from their positions as ministers of the Dutch Reformed Church. The participants were 91 ministers of the Synod of Southern Transvaal. Sense of Coherence was measured by using the Orientation to Life Questionnaire (Antonovsky, 1987); burnout by using the Aangepaste iltgaslach Burnout Inventory (Odendal, 1984); and job satisfaction by using the Minnesota Satisfaction Questionnaire (Weiss, Dawes, England & Lofquist, 1967). The unique relationship between variables was clarified by doing a route analysis. The results indicate that: (a) ministers with a low Sense of Coherence are more inclined to suffer from burnout than those with a high Sense of Coherence; (b) when controlled for burnout there is no strong or statistically significant connection between Sense of Coherence and job satisfaction; (c) . burnout has a strong and statistically significant negative relationship with job satisfaction, and (d) burnout is a good predictor of pastors intension to resign. Because of its influence on burnout, Sense of Coherence indirectly has a mildly strong influence on ministers' intention to resign. According to this, pastors with a high Sense of Coherence are less prone to burnout and therefore also less inclined to resign. Similarly, Sense of Coherence (via its influence on burnout) has a mildly strong positive influence on job satisfaction. Accordingly ministers with a high Sense of Coherence have higher levels of job satisfaction because this high Sense of Coherence protects them from burnout.

D.Litt. et Phil. / The research aim of this study was to develop a self-knowledge program for career counselling practitioners based on psychological type, and to evaluate the program in practice. The theory of psychological type, based on the work of Jung, McCaully, Murphy, Myers and Briggs, and Quenk, presents a practical communication model for the career counselling interview. The theory builds a basic structure of how the individual perceives and process information and how he or she evaluates and makes decisions with this information. It gives an understanding of the communication process in the career counselling interview with regard to the psychological types of both the client and the practitioner. A design and development research model was applied to develop and evaluate the self-knowledge development program. The four phases of the model are problem analysis and project planning, design, development, and evaluation. During the phase of problem analysis, the relevant literature in the field of psychology and related fields were researched. It was concluded that there was a need for a self-development program for career counsellors based on psychological type, and the project was planned. During the development phase, a practice model, role descriptions and specific skills of career counselling, were extended with regard to psychological type. This served as an explanatory model to develop the tentative self-development program. During the development phase the program was used in two pilot studies, with final year counselling students, in a workshop format. Data generated during the pilot studies was used to refine the program. For the final evaluation phase, the format was adapted to a workbook format that could be used by the individual practitioner.

M.Phil. (Industrial Psychology) / The primary purpose of this exploratory research study was to qualitatively explore industrial psychological perspectives regarding labour unrest within the South African mining sector from the period 2008 - 2011. This was done owing to the lack of literature pertaining to the field of industrial psychology in this regard. In order to achieve the above objective, semi structured interviews were conducted with industrial psychologists working in practice and associated directly with the mining sector. Additionally, semi structured interviews were conducted with industrial psychologists working in academia, which served as a peer review, hence making the outcome of the study more credible. The interviews were recorded and transcribed and thereafter, thematic content analysis was conducted in order to identify prominent, recurring themes associated with industrial psychological perspectives regarding the subject matter ...

D.Litt. et Phil. (Psychology) / Assertiveness, a specific social skill is traced back to its roots in Salter's 1949 Pavlovian model. The impression is gained that the growing interest in assertiveness may be a reaction to the post-Sputnik era of increasing violence and acts of terrorism. In South Africa assertiveness training has particular relevance, as a state of emergency was -declared by the State President in the middle of 1985. It is fitting that assertiveness training be done with black adolescents as in the African communities there is concern about the estrangement of parents and their children which has contributed to the school unrest that has had such wide repercussions. An empirical study of 32 matched pairs of black South African pupils in their 11th year of schooling was undertaken in 1985 following a pilot study in 1984. The experimental groups were given assertiveness training while the control groups were engaged in other activities. The hypotheses examined were that if aggressive and submissive South African black adolescents were exposed to assertiveness training their levels of aggression and submission would be reduced, assertiveness would be increased, anxiety would be reduced and self-esteem enhanced. Evidence is adduced to indicate partial support for the hypotheses and this is discussed.

Magister Psychologiae - MPsych / This study explored the effects of a teacher development programme based on Philosophy for Children. One of the challenges facing education in South Africa is that the school curriculum has to promote the development of values, such as respect for life, equality, protection of freedom and the right to an opinion, through creative and critical thinking. The theorists, Jean Piaget and Lev Vygotsky inform our understanding of cognitive development with the important notions of active involvement, mediated learning and the development of thinking skills. Many programmes have been developed to assist learners in this regard. One such programme is Philosophy for Children. This study located Philosophy for Children and the locally developed material, Stories for thinking, in Vygotskian theory and explored its application within a South African context. / South Africa

With the accelerated process of political and socio-economic transformation in South Africa, revolutionary organisational change has become a given in contemporary South African business life (Human & Horwitz, 1992). For revolutionary organisational change to succeed in South Africa, middle managers who represent the 'cement' of the organisation, need to adjust at the individual level. However, the literature on organisational change remains curiously silent about individual adjustment (Ashford, 1988). The goals of the research were firstly, to recount the middle manager's perceptions and experiences of revolutionary organisational change. Secondly, to detail the psychological re-<lrientation and reidentification of middle managers within their 'changed' organisational context. Thirdly, to understand the relative success of middle managers' psychological adjustment. A single case study design was most appropriate as the study represented a unique case in that it was the most transformed public organisation in South Africa. An initial research group and two theoretically relevant sub-groups were created through theoretical sampling. The data collected through in-depth interviews, direct observation and documentation, and the analysis of this data were jointly undertaken. The results indicate that the respondents perceived a necessity for revolutionary organisational change due to the political changes within South Africa. However, the actual management of the change process was perceived to be poor as the respondent's experienced a lack of participation and a lack of communication. The traumatic 'side effects' of these experiences included feelings of powerlessness and uncertainty which increased the level of organisational stress. Specific individual differences proved largely ineffective in moderating the increased stress. This was attributed to the violation of the individual respondents' psychological contract and the subsequent shared psychological disorientation. The violation resulted in feelings of hurt, betrayal and resentment which shifted the respondents view of the employment relationship. The respondents were therefore unable to identify with the 'new' organisation. This was evident in their attitudinal and behavioural responses which included a lack of trust, lack of organisational commitment and a shift in work satisfaction as weU as ensuing 'offsetting' behaviour and a reluctance to engage in organisational citizenship behaviour. These attitudinal and behavioural responses strongly suggested that the respondents' psychological adjustment was predominantly ineffectual.

M.Com. (Industrial Psychology) / Orientation: An increasing number of women entering the workplace are experiencing inter-role conflict in their home and work domains. As a result, work-family conflict may occur. This may impact level of work engagement women experience. Research purpose: The study aimed to determine the effect of work-family conflict on work engagement amidst working mothers. In addition, the study investigated the moderating effect of the personality traits extraversion and agreeableness on the correlation between work engagement and work-family conflict. Motivation for the study: A narrow body of knowledge exists that explores the implications of work-family conflict in the South African context, particularly among working mothers. Research design, approach and method: The research design was quantitative and cross-sectional. The sample (n=326) encompassed working mothers. The data was collected by using the Work-to-Family Conflict questionnaire (Netemeyer, Boles & McMurrian, 1996), the Basic Traits Inventory (BTI) (Taylor & de Bruin, 2006) and the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Salanova, González-Romá & Bakker, 2002). Main finding: This study found that work-family conflict predicts work engagement among working mothers. In addition, the personality traits extraversion and agreeableness predict work engagement but do not moderate the relationship between work-family conflict and work engagement within this sample. Practical/managerial implications: The results of this investigation contribute to the narrow amount of research conducted in the South African context with regard to work-family conflict and work engagement, especially among working mothers. In addition, organisations may gain insight into the effects of work-family conflict on work engagement. Organisations should therefore take measures to provide support to employees so as to decrease the level of iv work-family conflict they experience and consequently, increase work engagement. This study also demonstrates the effect of personality on work engagement.

This thesis is based on research aimed to develop and test a systematic framework to describe and analyse dysfunctions in underperforming schools in South Africa, the Explanatory Model of School Dysfunctions. The theoretical foundation of the model was created by synthesising the literature from various disciplines and conceptualising dysfunctions in relation to their antecedents, motivations, and consequences. The model was then applied and refined on three different data sets. The three data sets included data from principals, teachers, and learners. The principal data consisted of 80 essays written by principals or their representatives, the teacher data of 40 essays from teachers in the Gauteng area, and the learner data of 1,500 open-ended responses from recent high school graduates in South Africa. Content Configuration Analysis explored how school dysfunctions varied in degree, kind, and interconnectedness. Four groups of dysfunctions were identified: dysfunctions relating to rules and rule breaking, issues of competence, resources, and issues extrinsic to the school context. After application and refinement, the Explanatory Model of School Dysfunctions was found to be a suitable model to account for the problem sets experienced by these three actor groups. The goal of this model is to provide a theory-based approach to analyse dysfunctions within schools and to invite researchers to explore these and other problems within this framework. / Psychology / M.A. (Psychology)

<p>This study explored the effects of a teacher development programme based on Philosophy for Children. One of the challenges facing education in South Africa is that the school curriculum has to promote the development of values, such as respect for life, equality, protection of freedom and the right to an opinion, through creative and critical thinking. The theorists, Jean Piaget and Lev Vygotsky inform our understanding of cognitive development with the important notions of active involvement, mediated learning and the development of thinking skills. Many programmes have been developed to assist learners in this regard. One such programme is Philosophy for Children. This study located Philosophy for Children and the locally developed material, Stories for thinking, in Vygotskian theory and explored its application within a South African context.</p>

Degree allta.rded with distinction on l June 199;. A research report submitted to the Faculty of Business . Administrat!on, Unfvet'sity of the ~1fitweJtersrand,Johannesburg in partial ffJffffinent of the requirements for the degree of Master of Management. 1992 / Trust is considered by some managementE!:xperts to be a -":'1 'ii critical element· in organisational ;relat,iori!ships. This factor is especially important in South A~rica where organisational rela·tionships are often mistrust * There has ,.;~~~(ill~;lelirtytle empirical rese\t~=Chcord'ired ~~ this topic. /[lhe literature reviewed p1\\pposed'!th) flt the '0 'v. ? ~\\ managerial benaviours .and a;ttitudes that. b~.ild subdic~tinate II. ,!': \ __ _ _,', _\'" _ _ __ -. ·'~\.F ,.',.: t,rus.t are those that relate 't\') the. managers.' ownleyt~l"of •.•. I' ~\ integri ty. 'l'he~e was almost no l~t~~rature ~railable '\hat }\ • . l' Ii,. ~ examinedthe .behaviours and attitu:~e, tihat; destroy trl.l~~. .. II·· 1 Ii -. The aim of the st.udy , t}'lerefore, ~~s to develop guidelines for managex:sby explo:ring the element of trust in the :-~\~" ma,nager-subordinate relationship •. It endeavoured to ident.ify Which managerial behaviours and att.itudes build \'.. t:, ,_~.) and which ones destroy subordinate trttst. It also distingu.ished differences in ,the perception and experience of subordinate 'trust between four identified jc;-h grade levels and three Sites. The ::esearch was conducted within three diverse manUfacturing sites of one company. The dana,was collected by means of the NominalGroupTechnique, which elicited a .. \~ broad set:. of v\?-e,'lS f~om employees within ~, disciplined '\1\ \J :'_;,\~ '. \'~ ;; , ~\" -, n \' /. ,_," . ,\ \i r: \i The" +e'search ~in~.fl!gs differed significantly from the \ Hte),,,ture reV:L!"i.\ The ll\anageria~ "peha,fiours th"t b~Ud \ sUbor<:\inate tru~t ",,",'those t)¥l.tJJempower the ,subordinate to ~.\ develop a.nCt grow. as ,~fell .,as reduce their dependency upon;;,\ _~" lj ')' ' \~" , ,,'\, (j t toanagers. i' WhereasI \'the :manage:es'·OlM lack of personal \ ,~il1tegl;'ity destroys sU~!.)ordinatet:rust.. Thus, managemenil •r\'1\tYle .. 'has .more. 0impa,c.~•o~~ destroying S.Ubordina~e trust than I\W. has on bUilcling',;it\:e,n WaS i~"ntU~ed that, tp,st ·1 \P~.ildin9 and :trust d~S.'·.tr~.;_ ..ng behaViou~sf. are not. rJ..arised. \ ~\\. .' '5; " t\ ',".... '\. .> \ \ " f! \ .' '\ ' \ ~.\ '\1 ',' . \\ . •r. ..~.I'. \, '\., • ' , ;i A\"raralJ_<\l'. be~we"n trus~\ buHd!.ng \~d';oUv~tion was ,'i id\~~tified., in th~t both ~f~)rOaCheSqsat\;Lsfy suborclinates t " \1 ne~p:s.. Tru7t IN'as\~iscovel1e~ ,to )lave a r~\c;:iprocq;.l i'lspe,ct t'b 1/1 :Lt.'\ ~rti's" cit" b~ bllilt \!\,:.~OU,g-che:rtao~n.'~t.ru~~ bU. il.d.tng 'I' \,." \\ !\ " \\ ~': ", " !. ,:\ '\ P'i] J.p .••e. h~~:iours.l ho'(Vevet;"the~e ~.;•lrlaviou:cs Wi~~ ,~o:wbJ: ef:Ee¢.clve \" \\ . \ \: II ...• i " III Mt"'!l" tru$t i~,,\ al'\7,:aclYp,;"'ie~t in the r!l>lationsl)j,'_', . " JI c IThe scope (If th~~stttdy t'las J~~ploratO:CYtand 'as such II ,// opened up many areas for fur:ther research. ili. 11i\ structure~ , \) nas o c o " ;_,)