Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: multiple therapeutic categories of medicines have been increasingly targeted for counterfeiting. According to Van Niekerk [Van Niekerk, Anton. (2001). Moral and social complexities of AIDS in Africa. University of Stellenbosch], “it is commonplace to identify and bewail a plethora of problems in the developing world generally, and in Africa in particular. Poverty, illiteracy, famine, political instability, natural disasters, and many more misfortunes dominate the history of this part of the world over the past 50 years. It was therefore adding uncalled (undeserved?) insult to already overwhelming injury when HIV/AIDS visibly struck the world since mid-1980. In spite of all the other calamities that Africa has to deal with, it nevertheless is no exaggeration to claim that HIV/AIDS nowadays constitutes the most serious health and social crisis and challenge that has ever befallen the continent”. Similar patterns involving HIV/AIDS are now emerging on other continents. One objective of this recent research study was to explore possible relationships between the growing scourges of the worldwide counterfeiting of medicines and parallels with the expanding global HIV/AIDS pandemic - as well as to examine potential relationships and risks associated with other diseases that have been observed to have ‘special associations’ with HIV and AIDS [e.g. sexually transmitted infections (STI’s), Tuberculosis (TB) and Malaria] - and possible impact on the “World of Work”. A second and important objective was to develop Recommendations for Workplace Programs. The information gathered has also been used to propose future studies regarding HIV/AIDS and counterfeiting. In the developing world, antibiotics and anti-parasitic medicines are included among the counterfeiters’ favorite targets. Strong parallels exist between locations where counterfeiting of medicines is taking place/product being distributed/sold and where HIV/AIDS is most prevalent and/or where the epidemic is expanding progressively. Counterfeiting of medicines used for treating HIV/AIDS raises the possibility of additional future complications developing in managing other global diseases such as Malaria and Tuberculosis, not to mention exacerbating the potential for developing resistance and encouraging mutation of the HI virus itself. It is also noteworthy that certain medical devices have also been found to be counterfeit. Global demographics and with particular reference to projected growth rates of populations of the developing world are of specific relevance to this subject of anticounterfeiting and medicines used for the treatment of HIV and AIDS. Indeed, next generations of humanity appear to be at unnecessary risk of being caught up in a confluence of forces whereby the practice of the counterfeiting of medicines could result in significant complications and unforeseen consequences regarding management of the global HIV/AIDS crisis. Following the research, recommendations for workplace programs were developed. The research study concludes with a comprehensive set of references. / AFRIKAANSE OPSOMMING: Die problamatiek aangaande die vervalsing (namaak) van medisyne word nou wereldwyd ervaar en het ‘n impak op beide die geindustrialiseerde en die ontwikkelende wereld. Menige medisyne in terapeutiese kategoriee is tot op hede as vervals geidentifeseer, met die direkte resultaat dat hulle ‘n minemale of geen terapeutiese uitwerking het nie. Wat nog erger is, is dat hierdie middels uiters gevaarlik is om te gebruik en selfs lewensgevaarlik kan wees. Dit is van groot betekenis dat ook medisyne wat bestem is om persone met HIV/VIGS te behandel, as vervals aangetoon is – en soedoende tot nog toe onbekende gevolge vir pasiente, die werkomgewing en ongekende risiko’s vir wereldwye gesondheidsorg en internasionale veiligheid en sekuriteit inhou. In hierdie studie word die onderwerp in taamlike besonderhede bestudeer en daar word afgesluit met aanbevelings oor programme in die werkplek wat ontwerp is om sorg en ondersteuning te bied aan werkers met HIV/VIGS. Verdere studie word ook aanbeveel om die tergende probleme wat volg op die vervalsing van medisyne in die behandling van persone met HIV/VIGS, en die implikasies hiervan, die hoof te bide.

The call centre industry has experienced a boom over the last decades. More organisations are making use of call centres as a means of speedy service deliveries to their customers. Call centres have therefore become an important method of communication between customers and clients, however the call centre environment has been characterised as being demanding and negatively impacting on employees. This study is therefore aimed at understanding employee experiences of commitment and happiness within the call centre environment. Specifically whether or not those employed within the call centre environment experience both commitment and happiness. Data in the study was collected with the use of a biographical questionnaire and semi- structured interviews. The results in the study suggest that commitment and happiness are experienced in the call centre environment when positive organisational factors such as feedback, recognition, goal accomplishment and growth opportunities are present. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2012.

The purpose of this study was to investigate the relationship between achievement motivation and job satisfaction. The impact of demographic data (i.e. race, gender, age and tenure) on both achievement motivation and job satisfaction was also examined. For the purpose of this study a quantitative, non-probability convenience sampling design was used. Data was collected by means of a biographical questionnaire, The Achievement Motivation Questionnaire and Warr, Cook and Wall's Job Satisfaction Questionnaire. Questionnaires were administered to 63 employees of a retail organisation. The respondents comprised of managers, cashiers, clerks and general assistants. Results indicate that there is a positive relationship between the dimensions of job satisfaction and the dimensions of achievement motivation. Goal directedness is not significantly different between the categories of age, tenure and gender but shows a significance difference amongst race groups with Blacks having the lowest mean score. Personal excellence is not significantly different between the categories of age, tenure, race and gender. Achievement motivation is not significantly different between the categories of age, tenure and gender but shows a significance difference amongst race groups with Blacks having the lowest mean score. Overall job satisfaction is not significantly different between the categories of age, tenure, race and gender. Intrinsic job satisfaction is not significantly different between the categories of age, tenure and gender but shows a significance difference amongst race groups with Blacks having the lowest mean score. Extrinsic job satisfaction is not significantly different between the categories of age, tenure, race and gender. It is recommended that a proportionate stratified sample be utilised for future research. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2012.

Work values represent a degree of importance, worth and desirability of the events that occur at work (Knoop, 1993), while job satisfaction represents the gratification of an individual’s needs and wants pertaining to the job. Work values and needs are important concepts that aids in the examination of an individual’s potential for job satisfaction (Drummond & Stoddard, 1991). The purpose of this research was to determine if there is a significant relationship between work values and job satisfaction. A quantitative study was used with a sample of 120 participants. The study consisted of three instruments, the job satisfaction questionnaire (OSI), the VSM 94 (The Values Survey Module), and the biographical information questionnaire. This study revealed that there is a significant relationship between the overall job satisfaction and the overall work values within the sample. Furthermore, there is a significant relationship between the work values dimension of uncertainty/avoidance and job satisfaction. There was no difference in work values and job satisfaction between genders. However, there were differences in work values between the various racial groups. Furthermore, there were differences in the work values dimension of masculinity between different age groups. Implications of these findings and differences in the relationship between constructs are discussed. / Thesis (M.Soc.Sc.)-Unversity of KwaZulu-Natal, Durban, 2013.

The purpose of this study was to examine the complexities that constitute women’s narratives within a mining organisation in South Africa. A review of the literature suggests that social constructions about gender influence the way in which individuals construct narratives and meaning in their lives, which inform their ways of being. This research draws upon two main schools of thought, that is, post-modern social constructionism and post-structuralism. Based on these world views, a qualitative analysis was selected as the most appropriate research design. This research examined the narratives of nine women in senior positions from a single mining organisation, in the form of semi-structured in depth interviews carried out in September 2011. An ethnographic research design was selected, in line with the theoretical framework of this study. A thematic analysis was conducted, and the results revealed two central themes, viz. Navigating the interceptions between occupational and multiple identities; and negotiating a space for women in mining. The nature of identity that emerged from participant’s narratives was viewed as an act of weaving together the multiple strands of the self, where participants recognise the points at which these multiple strands intercept and where they diverge. So rather than merging these strands into a unified (and essentialist) self, participants seemed to recognise the fluid, dynamic and contextual sense of self and in-so-doing, participants began to, in their narrative, construct an authentic sense of self. At each interception participants are faced with (i) contradictions and ambiguity, or (ii) congruency of the self between roles, which emerged as ‘identity salience’. Interceptions were interpreted as an illustration of the micro-physics of power, as postulated by Foucault (1979). In some cases, participants internalise normative and ‘masculine’ prescriptions of the self, resulting in the reification of gendered norms and the subsequent ‘disciplining’ of the self to embody such norms. However, participants also exercise individual and collective agency in resisting dominant ideology, thereby driving shifts in the power dynamics of society and negotiating an authentic and egalitarian self, and space for women in mining. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2013.

The present research study attempted to determine if special needs educators, who reported being engaged in their work, were more likely to appraise perceived stressful work situations as a welcomed challenge as opposed to an unwelcomed threat. This study was undertaken in order to build on the minimal body of existing empirical research in three areas: (a) the occupational stressors experienced by special needs educators, (b) work engagement among special needs educators, and (c) the relationship between work engagement and the appraisal of perceived occupational stress. It achieves these ends by determining: (a) which occupational stressors reported by special needs educators were perceived as being the most stressful, (b) if special needs educators were engaged in their work and the extent thereof, and (c) the impact of work engagement on the perception of occupational stress by special needs educators. A quantitative, non-experimental, cross-sectional, ex post facto research design was employed for the collection and analysis of data. Data was gathered from seven special schools in the Umlazi District of KwaZulu-Natal. These special schools provide high levels of support to learners with severe intellectual (learning) disabilities. A sample of N = 86 voluntary participants was obtained, comprising N = 12 males and N = 74 females. Data was generated via self-report survey-type questionnaires, which were divided into three parts: (1) a section requesting biographical information, (2) the Occupational Stress scale – a survey instrument intended to generate data relating to the demands and resources perceived by participants, and (3) the Work Engagement scale – a survey instrument intended to generate data relating to the participants perceived levels of engagement at work. All data were analysed using SPSS version 15.0 for Windows (SPSS Inc., Chicago, Illinois, USA). The results revealed that inadequate pay and benefits was a major source of perceived occupational stress, and that special needs educators were highly engaged in their work. Support for the hypothesis of an inverse relationship between work engagement and perceived occupational stress was attained. In addition, analyses of biographical variables in relation to perceived occupational stress provided support for the Transaction Model of Stress. Stress management interventions for special needs educators of severe intellectually (learning) disabled learners were recommended, the strengths and limitations of the present study noted and avenues for future research suggested. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2010.

Call centres are typically characteristic of a highly repetitive, monotonous, and low skilled nature of work, which has resulted in low levels of job satisfaction, dissatisfaction or no satisfaction for call centre representatives. This has been the motivating factor in determining if a relationship exists between call centre representatives’ job satisfaction and their locus of control orientation. A sample of 103 call centre representatives from a call centre in KwaZulu-Natal participated in this research. The results of the research suggest that there is no significant relationship between call centre representatives’ job satisfaction and their locus of control orientation. The findings suggest that irrespective of a call centre representative’s locus of control orientation, the nature of work in a call centre itself is such that it leads low levels of job satisfaction, dissatisfaction and no satisfaction. The results further suggest that there is no relationship between call centre representatives’ job satisfaction, gender, qualifications and tenure. Similarly, no relationship has been found between call centre representatives’ locus of control orientation, gender, qualifications and tenure. These findings indicate that further research is required to understand job satisfaction within the call centre, as there is limited research within the South African context. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2008.

The main purpose of this study was to explore the threats to internal and external validity that international research on structured employment interviews may have been prone to. On the basis of this exploration, suggestions were rendered on how the perceived threats to internal validity could have been managed. In addition, commentary was offered on whether or not the threats to external validity appear to have been actualised in the international studies that were compared. These constituted the secondary aims of the study. In order to accomplish the primary aim of the study a qualitative approach was employed. Using the literature on the threats to internal and external validity as a fundamental point of departure, studies on the two main variants of structured employment interviews (viz. behaviour description interviews and situational interviews) were analysed. This analysis yielded an insight into the potential threats that are likely to have impacted on the validity findings that were obtained in these studies. On the basis of these insights, suggestions, pertaining to how the threats to internal validity could have been managed, were proposed. In addition, a meta-analytic technique, for comparing the findings across multiple studies, was employed to comment on whether or not the threats to external validity appear to have manifested in the studies in question. These combined insights served as the foundation for offering a South African perspective on the threats to internal and external validity, which included recommendations on how they could be effectively managed in validation research in the South African context. / Thesis (M.A.)-University of Natal, Durban, 2000.

This study examines the attitudinal and behavioural dimensions of Indian consumers, in the Chatsworth area, to brand loyalty. A survey was undertaken in the designated area and data for the investigation was obtained from a sample of 237 households, drawn by means of the stratified random sampling technique. The data was qualitatively and quantitatively analysed using numerous descriptive and inferential statistical techniques. The findings indicate that Indian consumers are more brand loyal to food than to non-food products. This result reflects that the type of merchandise involved and the relative strength of brands have an important influence on brand loyalty. Furthermore, Indians are rational buyers, who evaluate the cost and benefits of products, and increasingly consider the purchases of house brands as opposed to branded products. The determinants of brand loyalty for products in general. was found to be quality, whilst the main product evalutation criteria for food items is freshness, followed by nutritional value. The majority of consumers do not base their judgement of quality on price. Finally, non-brand loyal buyers assign higher ratings to product attributes on most of the specific products studied, than brand loyal consumers. / Thesis (M.Admin.)-University of Durban-Westville, 1993.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2006. / The leadership-for-performance framework designed by Spangenberg and Theron (2004) aspires to explicate the structural relationships existing between leader competency potential, leadership competencies, leadership outcomes and the dimensions of organizational unit performance. The Performance Index (PI) and Leadership Behaviour Inventory (LBI) comprise the leadership-forperformance range of measures. The PI was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain the manner in which the various latent leadership dimensions measured by the LBI affect the eight unit performance latent variables that are assessed by the PI. Although preliminary research suggests the basic PI structural model could be refined, continued research in this regard can only be justified if the basic PI measurement model is shown to be measurement invariant across independent samples from the target population. As part of ongoing research of the leadership-for-performance range of measures, this crossvalidation study investigated the extent to which the PI measurement model may be considered measurement invariant across two independent samples from the same population. Two samples were collected through non-probability sampling procedures and included 277 and 375 complete cases after imputation by matching. Item analysis and dimensionality analysis were performed on each of the PI sub-scales prior to the formation of item parcels. No items were excluded based on item- and dimensionality analysis results. Two composite indicator variables (item parcels) were created from the items of each sub-scale and were treated as continuous variables in the subsequent statistical analyses. Structural equation modelling, using robust maximum likelihood estimation, was used to perform a confirmatory first-order factor analysis on the item parcels for each sample. The measurement model was fitted to both samples independently and close fit for each sample was established. The measurement model was cross-validated using a progressive series of measurement invariance tests. Results indicated the PI measurement model did not display full measurement invariance across the two samples although it did cross-validate successfully under the configural invariance condition. Statistically significant non-equivalence was found to exist in both the measurement error variances and the factor covariances (p<0,05), although the p<0,05 critical value was only narrowly surpassed in both cases. The measurement model did, however, display metric invariance across the samples as no significant differences were found between the factor loadings, suggesting the content of each item is perceived and interpreted in a similar manner across samples from the target population. When considered in combination, these results may be viewed as quite satisfactory as they indicate that themeasurement model does not appear to vary greatly when fitted to data from the two samples. As this study has established at least metric invariance of the PI, it therefore provides some basis of confidence for proceeding with subsequent research aimed at establishing the structural invariance of the basic PI structural model and eventually research that links the leadership behaviour to work unit performance as measured by the PI. Limitations of this study are discussed.