The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public Service / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This document is a research report (Thesis) on the topic an Investigation in to the Recruitment Procedures in the Public Service a case study of the Ministry of Labour Public Service and Human Resource Development Republic of South Sudan. In line with the objectives, the study established a significant number of policies and legislations that guide recruitment in the ministry and in the South Sudan Public Service. The findings of the study revealed that recruitment procedures exist in the public service of South Sudan amidst challenges. The researcher provided recommendations to the challenges in the last chapter of this thesis. However, there will be a need for further research on some of the issues that affect recruitment in the ministry as provided by the respondents of this study. These issues are discussed in chapter four. Thus recruitment is very important to research on further in the Public Service of South Sudan so as to ensure efficient and effective service delivery through recruiting competent staff.

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration / M. Admin.

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration and Management / M. Admin.

The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions. Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP. The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions. / Psychology / D. Litt. et Phil. (Psychology)

The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions. Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP. The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions. / Psychology / D. Litt. et Phil. (Psychology)

The Labour Intensive Public Work (LIPW) programme under the Ghana Social Opportunity Project (GSOP), is a social protection programme initiated by the Government of Ghana, to offer jobs and income earning opportunities to some targeted rural residents, especially the youth, through the application of labour intensive technology in the construction of community infrastructure that has the potential of generating secondary employment. This is a mixed method study sought to provide an account on the Ghanian version of LIPW programmes. The study assessed and identified the challenges facing the programme implementation from beneficiary and implementers’ perspective in order to set the platform for an interactive feedback between project implementers and community members for the smooth implementation of future LIPW programmes. The study also assessed the impact of the programme on poverty and migration among the youth in Ghana. In identifying the challenges facing the programme from implementers’ perspective, 15 key project implementers were interviewed. An interview guide and a questionnaire were also developed to collect data from 500 beneficiaries of the programme to know their challenges. In assessing the impact of the programme on migration among the youth, questionnaires were administered to 239 households in beneficiary communities and 189 households from non-beneficiary communities of the LIPW programme. Finally, data was collected from 90 youth who benefited from the programme and 90 youth who did not benefit from the programme to compare and determine the extent to which the programme has contributed in reducing poverty among the youth. The study revealed that the key challenge facing the programme implementation from the implementers’ perspective is capacity problem involving, inadequacy of staff to implement the programme at the district level, frequent breakdown of vehicles for monitoring, and delays in the release of funds for commencement of project. Beneficiaries of the programme also indicated that they were not satisfied with the amount of money they were receiving as wage for their labour. They were also unhappy with the delays in payment of their wages and the period of engagement in the programme. The study found out that the LIPW programme under the GSOP has not contributed in reducing migration among the youth. However, the programme has contributed to reducing poverty among the youth. The study therefore recommends that capacity gap analysis conducted before project initiation should include adequacy of staff and logistics to cater for any deficiency. It is strongly recommended that beneficiaries of the programme should be consulted in setting the wage rate to avoid resentment provoking misunderstanding between beneficiaries and project implementers. The study further recommended that the government should scale up the programme to cover more communities in order to reduce poverty among the youth in Ghana. Finally, the study proposed a new model for LIPW for the youth known as ‘LIPW +3Cs’. This model incorporates three Cs, that is ‘C’ompetence’, ‘C’onnections’ and ‘C’haracter’ into LIPW programmes. ‘LIPW +3Cs’ will not only train youth to secure jobs after the programme (Competence) but will assist them to establish a network among themselves and other supporting institutions (Connections). Issues of character which encompases a sense of right and wrong will also be inculcated in the youth to assist them to function effectively in the society (Character). / Adult Basic Education (ABET) / D. Phil. (Adult Education and Youth Development)