Since 1991. South Africa has a new democratic dispensation. This new- Democracy in South Africa has the aim to change the lives of ever)- citizen in South Africa. A new Constitution and the Bill of Rights have been adopted to ensure that discrimination policies of the past are to be addressed. The Government of South Africa committed itself to gender equality and this commitment has to transpire to all public institutions. It is therefore. important that public institutions should engage in a process of ongoing change and investigate their own controlled styles in support of gender justice. In the South African Police. before 1994. women were not considered as an essential part of the workforce and they were not employed in senior management positions. The new South African Police Service adopted community policing as a new style of policing and embarked on a strong sense of service delivery to the community. South Africa has a diverse community and to enable the SAPS to deliver a proper service to the community they serve, the human-resource component should reflect this: incorporating men and women as equal partners. The managers of the SAPS have therefore to change accordingly and with that the whole organisation and its members. When times change. it requires a change in attitudes and perceptions. The aim of this study was to engender a new consciousness in the SAPS and the society about the role of policewomen as competent managers in a male-dominated profession and not for superiority of any of the genders. In any society women play a critical role: therefore the respect for the rights of women in society brings capability and builds capacity. Semi-structured interview schedules were used to conduct interviews with female police station managers as well as their subordinates at different stations to obtain the necessary information. A literature re vie^ was done to obtain information and views from other authors on the topic of policewomen. Limited research has been done on policewomen or on women in management positions in SAPS. Chapter one provides an orientation to the study. Legislation by Government as well as policies and directives from the SAPS were discussed in Chapter 2 to set the scene for the study. The question is asked whether these legislation. policies and directives are effectively being implemented to enhance the development of women in the organisation and to give them a fair chance to show their skills and competencies in managerial positions. The study further materialises in a discussion on the role and performance of women in the policing environment and a historical background of women in policing in South .Africa. The remainder of the study focuses on the research methodology. the empirical findings: a summary: recommendations and a conclusion. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2006.

The two most significant domains in the lives of employed individuals are work and home, which can influence each other in both a negative and a positive way. However, there has been a lack of empirical research investigating the positive interaction between the work and home domains, as well as the possible antecedents and outcomes associated with it, including job resources and work engagement. The objectives of this study were to test a structural model that includes job resources, positive work-home interaction (WHI) and work engagement, and to determine the mediating role of positive WHI in the relationship between job resources and work engagement for police officers in the North West Province. A cross-sectional survey design was used. Random samples (n = 468) were taken of employees in the South African Police Service in the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement Scale (UWES) were administered. Structural equation modelling showed that people who receive sufficient job resources (including organisational support, possibilities for advancement, growth opportunities and contact with colleagues) experience positive WHI that leads to work engagement. In addition, job resources help to enhance work engagement. These results provided evidence for the partial mediating role of positive work-home interaction in the relationship between job resources and work engagement. Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Background: As a result of the restructuring of the South African Police Service (SAPS) in 1996 and various other factors, Police Social Work Services decided to broaden the scope of its services by developing and introducing proactive, personnel capacity building programmes. By 1999, 15 such programmes were developed. The need subsequently arose for a comprehensive impact assessment of these programmes and the Evaluation of Personnel Capacity Building Programmes (EPCBP) study was launched in 2001. The evaluation of the HIV and AIDS Awareness programme formed part of this research. Objectives: The primary aim of the study was to determine the effect of the HIV and AIDS Awareness Programme on SAPS personnel's knowledge, attitude and behaviour. Procedure: In the research, the comparison group pre-test and post- test design and triangulation were used. Six measurement scales and a presenter's evaluation questionnaire were developed and completed by 261 experimental group respondents, 51 comparison group members and 24 presenters. Results: Through the triangulation of measurements it was determined that the HIV and AIDS Awareness programme had a practical significant effect on the respondents knowledge, attitude and behaviour. It was thus an effective tool in the hands of Police Social Work Service that not only empowered SAPS personnel to lead more healthy professional lives, but one that also enhanced their personal well-being. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2008.

Thesis (D Phil (Psychotherapy))--University of Pretoria, 2004. / Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (MA(Psychology))-University of Pretoria, 2008. / Includes bibliographical references.

Thesis (MSoc.Sci (Employee Assistance Programme)) -- University of Pretoria, 2004. / Includes bibliographical references.

M.A. / The South African Police Service (SAPS) has an immense responsibility in terms of providing a safe and secure environment for every individual residing in South Africa. Members of this organisation conduct their duties under difficult and often dangerous conditions. These taxing working conditions add tremendous stress to the lives of police officials (Violanti, 1997). The stressors faced by police officials may vary with regard to frequency and intensity. Stressors associated with the working environment may spill over into their personal lives and may also lead to negativity at work which can also affect the quality of service that should be provided by police officials in South Africa. Various factors can be implicated in the stress process (Sulsky & Smith, 2005). Specific ways of coping have been identified in previous and current literature (Suls & Fletcher, 1985; Swanepoel & Pienaar, 2004). The present study focused on identifying a relationship between personality and coping. The coping styles that South African police officials employ also received some attention. Personality was defined as characteristics of the person that account for consistent patterns of feelings, thinking and behaviour. This study focused on the Five Factor Model in the conceptualisation and understanding of personality. The main aim of this study was to investigate the relationship between personality and coping amongst members of the SAPS. Each participant (N = 125) completed a consent form, a biographical questionnaire, the Coping Orientations to Problems Experienced questionnaire (COPE; Carver et al., 1989) and the Basic Traits Inventory (Taylor & De Bruin, 2006). The first research question related to coping strategies South African police officials employ. The second research question focused on what the relationship between the individual Big Five personality traits (Openness to Experience, Conscientiousness, Extroversion, Agreeableness and Neuroticism) and the coping styles (Problem-focused Coping, Emotion-focused Coping and Dysfunctional Coping) of police officials in South Africa.A non-experimental survey design was implemented in this study. Differential and inferential statistics were used to identify the most commonly used coping strategies and the relationship that exists between coping and personality. Examination of the individual personality traits in relation to coping was done through the use of Pearson’s product-moment correlations. The data was analysed using the Statistical Package for the Social Sciences (SPSS, version 15). The results indicated that Extroversion (r = 0.27; p < 0.01), Conscientiousness (r = 0.31; p < 0.01), Agreeableness (r = 0.40; p < 0.01) and Openness to Experience (r = 0.45; p < 0.01) had statistically significant positive relationships with Problem-focused Coping. Neuroticism (r = 0.39; p < 0.01) showed a statistically significant positive correlation with Dysfunctional Coping. Openness to Experience (r = 0.23; p < 0.05) and Agreeableness (r = 0.35; p < 0.01) displayed a statistically significant positive correlation with Emotion-focused Coping. Results in this study indicate that members of the SAPS lean towards using Problemfocused and Emotion-focused strategies rather than Dysfunctional Coping strategies. This study has implications for organisations such as the SAPS as it shed light on the different ways in which individuals are predisposed to cope with stress. It also highlights the influence of personality in the stress process and offers insight into possible ways in which individuals generally cope with stress.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Research evidence suggests that strengthening the cultural roots of an organisation (Organisational Culture) can lead to the observance of increased behaviours that goes beyond the call of duty (Organisational Citizenship Behaviour) across all sectors within a given organisation. Organisational cultures that encourage innovation, sense of togetherness and positive competition, are ideal in encouraging employees to perform beyond normal expectations in organisations. Organisational culture is therefore a critical element that contributes to organisational success and effectiveness. The focus of this study is to determine the impact that the organisational culture of the South African Police Service, as an organisation, has on the Organisational Citizenship Behaviour of its members in the Western Cape. The empirical study involved the participation of 127 respondents from three of the largest police stations in the Western Cape. A survey was conducted using the Organisational Culture Assessment Instrument (OCAI) and the Organisational Citizenship Behaviour Scale (OCBS) to assess the hypothesised relationship between the variables. An analysis of the results suggests that all of the dimensions of Organisational Culture (Clan, Adhocracy, Hierarchy and Market) are positively related to all of the dimensions of Organisational Citizenship Behaviour (Altruism, Sportsmanship, Civic Virtue, Conscientiousness and courtesy).

AFRIKAANS: Sedert die eerste demokratiese verkiesing in Suid-Afrika in 1994 het die Suid¬Afrikaanse Polisiediens voortdurende transformasie ondergaan. Misdaad, traumatisering en selfmoord van polisiebeamptes het toegeneem. Die werkslading en eise aan die professionele hulpdienste (sielkundiges, maatskaplike werkers, kapelane) in die Suid-Afrikaanse Polisiediens het dienooreenkomstig verhoog. Hierdie studie is ‘n eksploratiewe ondersoek by 'n aantal sielkundiges in die Suid-Afrikaanse Polisiediens oor die verskynsel van psigiese uitbranding. Hierdie is die eerste studie oor psigiese uitbranding by sielkundiges in die organisasie. Die meeste outeurs beskou psigiese uitbranding as 'n verskynsel wat met die werksomgewing geassosieer word en spesifiek met die professionele rol van hulpverlening. Die Iiteratuurstudie oor psigiese uitbranding toon egter dat die term vir 'n groot verskeidenheid prosesse, simptome, definisies, oorsake, fases en gevolge gebruik word. Verskeie outeurs wys op die alomvattende en nie-kritiese gebruik van die term, asook die gebrekkige geïntegreerde teoretiese fundering in die veld. Groepanalise dien as 'n integrerende teoretiese raamwerk en die data is verkry deur die k1eingroep as basis vir 'n tweedaagse groepanalitiese werkwinkel te gebruik. Sielkundiges van verskeie geografiese streke in Suid¬Afrika het die werkwinkel vrywillig bygewoon. 'n Ondersoeksituasie is aan die einde van die werkwinkel geskep waar ongestruktureerde vrae gebruik is. 'n Fenomenologiese benadering tot die ondersoeksituasie en data-analise is gebruik. Die navorsingsresultate is beskrywend en toon dat psigiese uitbranding 'n ervaringsrealiteit by sielkundiges in die Suid-Afrikaanse Polisiediens is. Die kleingroep as data-genererende konteks, die navorsingsvrae en die vrye gespreksformaat het tot refleksie oor individuele ervarings, kleingroepervarings, asook grootgroep- en sosiale realiteite gelei. Die wederkerigheid tussen die genoemde ervarings en die self in verhouding tot verskeie aspekte dien as 'n beskrywende raamwerk vir die resultate. Die analisering oor die refleksie van die sosiale realiteit in die navorsing toon dat sielkundiges die organisasie en die sosiale konteks as traumaties ervaar en sekondêr getraumatiseer word deur met polisielede te werk. Die organisasiesisteem en die organisasie-as-geheel dra by tot ervarings van traumatisering. Dit maak die fondasie matriks uit waar getraumatiseerde individuele en groepsprosesse manifesteer en geregresseerde en primitiewe funksioneringseienskappe, ongeïntegreerdheid en angs openbaar word. Die studie toon dat die Suid-Afrikaanse Polisiediens as transisionele en getraumatiseerde konteks tot 'n toestand van sosiale immobilisasie en paralise lei wat sosiale ontwikkeling, dialoog en kommunikasie beperk. Die potensiaal van die organisasie as grootgroep om tot integrasie by te dra, word deur hierdie prosesse ingeperk en inhibeer groei en transformasie. ENGLISH: Since the first democratic general election in South Africa in 1994, the South African Police Service, as an organisation, has undergone continual transformation. The level of crime, traumatisation and suicide of police officials have increased since then. The workload and demands on the helping professions (psychologists, social workers and chaplains) have increased accordingly. This study is an explorative investigation into the phenomenon of psychological burnout and the manifestation of this burnout among a number of psychologists employed by the South African Police Service. This is the first study involving psychological burnout that has been undertaken among psychologists in this organisation. Most authors view psychological burnout as a phenomenon that is associated with the work environment and specifically with the professional role of those rendering assistance. The literature dealing with psychological burnout, however, reveals that the term is used for a variety of processes, symptoms, definitions, causes, phases and consequences. Various authors have pointed out both the all-inclusive and non-critical use of the term as well as the lack of an integrated theoretical grounding in the specific field. Group analysis served as an integrating theoretical framework and the data was obtained by using the small group as a basis for a two-day group analytical workshop. Psychologists attended the workshop on a voluntary basis from various geographical regions in South Africa. An investigative situation, using unstructured questions, was created at the conclusion of the workshop. A phenomenological approach to the investigative situation and data-analysis were utilised in the research. The research results are descriptive and reveal that psychological burnout occurs among the psychologists. The small group (as a• data-generating context), the research questions and the format of exploration led to reflection on individual experiences, small and large group experiences as well as social realities. The mutuality between the aforementioned experiences as well as the self in various relations serves as a descriptive framework for results. An analysis of the reflection on social reality in the research firstly reveals that the psychologists experience the organisation and the social context as traumatic and secondly that the psychologists are traumatised by working with police officials. The organisation system and the organisation-as-a-whole, contribute to traumatic experiences. This comprises the foundation matrix in which traumatised individual and group related processes manifest, and primitive and regressed qualities, lack of integration and anxiety are revealed. The study reveals that the transition and traumatising context in the South African Police Service lead to a condition of social immobilisation and paralysis, which limits social development, dialogue and communication. These processes restrict the potential of the organisation as large group to assist in integration and this in turn inhibits growth and transformation. / Thesis (PhD (Psychotherapy))--University of Pretoria, 2007. / Psychology / unrestricted

No abstract available / Dissertation (MSocSci)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted