The occupational field of teaching is under attack as it faces high turnover rates– ultimately resulting in a weakening of the educational system. The present study is rooted in Fredrickson‟s Broaden and Build theory and aimed to examine the relationship between occupational stress, psychological capital, happiness and turnover intentions among teachers. Studies have found that positive emotions (psychological capital or happiness) can alleviate turnover intentions among teachers. A quantitative research design was used to collect data. The study took the form of a cross sectional survey design with a random sample (N-140) of teachers from 7 different schools in the Durban, Kwazulu Natal region. The data was collected with the use of five questionnaires. These included a biographical questionnaire, Teacher Stress Inventory, Psychological Capital Questionnaire, Orientation to Happiness Scale and the Turnover Intention Scale. Data analysis included descriptive and inferential statistics which was conducted on the statistical program SPSS 18. The results were as follows: firstly, the teachers in this study reported general work stress (poor organisational management, role ambiguity and job satisfaction) and task stress to be the principle stressors in their occupational field. Secondly, the teachers in the present study reported experiencing positive emotions such as pleasure, meaning and engagement. Third, practically and statistically significant relationships were found between work related stress and task stress, PsyCap and pleasure and meaning, PsyCap and engagement, PsyCap and turnover intentions and between pleasure and meaning and engagement. From the above relationships, it can be seen that PsyCap promotes positive experiences in stressful occupational environments. Hence, the lack of PsyCap has the potential to exacerbate the experience of turnover intentions amongst teachers. Lastly, the results confirmed that psychological capital is a predictor of pleasure and meaning amongst teachers despite their stressful occupational field. Thus, the results showed that positive emotions and psychological capital may have the potential to alleviate turnover intentions amongst teachers. The present study is limited in the following ways: First, is the poor response rate (65%), thus reducing the sample size to 91. Second, this study used a cross-sectional research design as opposed to a longitudinal research design. Therefore, the results of this study cannot determine causality between the variables. Lastly, the data came from self-reported questionnaires, this can affect the reliability and validity of the data. As the participants may have answered the questions to reflect more socially acceptable responses. Although this study has limitations it acts as a starting point for research on the positive psychological perspective on the constructs occupational stress, PsyCap, happiness and turnover intentions. Specifically, future studies should focus on examining and developing hope optimism and self-efficacy amongst teachers as the present study found that the above three constructs of PsyCap contributed to positive emotions such as engagement amongst teachers. An improved understanding of the above constructs is a step toward alleviating turnover intentions amongst teachers and possibly other occupational fields. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

Although significant progress has been made to increase the throughput rate of students with disabilities in tertiary education, there is still much to be done as many disabled students face discrimination and difficulty in acquiring and receiving support. Moreover, disability policy often does not lead to practice at tertiary level. Many students with disabilities still need an ally for basic accommodations. The focus of this research study was on the perceptions and experiences of the students with disabilities at the University of KwaZulu-Natal: Howard College Campus regarding the University’s Disability Unit. This is in terms of the facilities and services offered by the Disability Unit as well as how effective it is in its functioning and meeting its students’ needs. This study was designed to explore the Disability Unit from the perspectives of students’, their experiences and responses to it. This research study was conducted with students with disabilities from the University of KwaZulu-Natal: Howard College Campus. The sample population included six participants from the major categories of disability at the University: visual and physical impairments. Of the six participants selected, two were without sight, two were partially sighted, and two were physically disabled. Furthermore, participants comprised both males and females and were studying at different levels at the University (i.e. first year, second year, fourth year and fifth year students). This research study aimed to explore the effectiveness of the Disability Unit at the University of KwaZulu-Natal: Howard College Campus in meeting the academic needs of its students with disabilities, from the perspective of the students with disabilities. Results from the current research study revealed that inadequate staff, resources and funding, poor coordination and communication between significant role players, substandard relationships, and insufficient awareness (around disabled students’ academic and social needs) among the entire University population represent major barriers to success for students with disabilities. Moreover, although student support services play a crucial role in supporting students with disabilities, the entire institution and university population, staff and students alike, is responsible for creating an inclusive environment where students with disabilities can experience a sense of community and attitudes of embracing diversity and accommodating differences. Responsibility, thus, lies with all relevant role players of the University of KwaZulu-Natal: Howard College Campus who must work together to overcome institutional as well as social barriers; accommodate for the students with disabilities, endeavour to meet their academic, emotional and social needs, and help them develop academically. In the future, progress can be made through the increased coordination of disability support services and programmes to educate faculties and peers about support, accommodations and rights of individuals with disabilities. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2010.

Thesis (MPhil (Industrial Psychology. School of HIV/AIDS Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: This study examines the level of HIV/AIDS Knowledge, attitudes towards HIV/AIDS as well as practices amongst the employees of Telkom SA Ltd. Furthermore it also aims to determine the effectiveness of the Peer Education programme within the company as well as the role that promoters are playing in encouraging Peer Educators to do awareness in the workplace on the one hand and encouraging their subordinates to attend such programmes on the other hand. A total of 80 employees were invited to participate in the survey. At the end of the survey period, which ran from 2 to 21 February 2009, it was found that a total of 66 employees responded by completing the on-line survey. This represents a return of 82,5%. While the survey results shows a remarkably high level of HIV/AIDS knowledge amongst the responds, it could not be conclusively proven that it was as a result of attending HIV/AIDS workplace awareness programmes. However, it can be said that this knowledge was sufficient to: Enable employees to make informed decisions about their own sexual behaviour Peer Educators were confident that their knowledge levels were sufficient to educate their peers. The results also show quite a high level of disinvolvement on the part of promoters with regard to HIV/AIDS workplace issues. Finally this study also contains a range of recommendations and suggestions which were derived from the findings. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek the vlak van MIV/VIGS Kennis, houdings teenoor MIIV/VIGS sowel as die gebruike van die werknemers van Telkom SA Bpk. Dit poog ook om die effektiwiteit van die Portuur Voorligtingsprogram binne die maatskappy te ondersoek sowel as om te bepaal watter rol toesighouers speel om enersyds Portuur Voorligters aan te moedig in bewusmakings sessies in die werkplek te reel en om andersyds die rol wat toesighouers speel om hulle ondersgeskiktes aan te moedig om sodanige sessies by te woon. ‟n Totaal van 80 werknemers was genooi om die navorsing mee te maak. Aan die einde van die navorsingstydperk, wat vanaf 2 tot 21 Februarie 2009 geloop het, was daar bevind dat ‟n totaal van 66 werknemers die aan-lyn vraelys voltooi het. Hierdie syfer verteenwoordig ‟n opbrengs van 82,5%. Onderwyl die resultate ‟n merkwaardige hoë vlak van MIV/VIGS kennis onder die respondente getoon het, kon dit nie onteenseglik bewys word dat dit as gevolg van die bywoning van MIV/VIGS werkplek bewusmakings sessies was nie. Ten spyte van die voorgenoemde, kan daar egter met sekerheid gesê word dat hierdie kennis genoegsaam is om: Werknemers in staat te stel om ingeligte besluite te neem oor hulle eie seksuele gedrag Portuur Voorligters in staat te stel om hulle gelykes voldoende op te voed by wyse van bewusmakings sessies. Die resultate het ook ‟n hoë mate van onbetrokkenheid van toesighouers getoon ten opsigte van MIV/VIGS werkplek angeleenthede. Hierdie studie bevat ook „n reeks van aanbevelings en voorstelle wat voortspruit uit die bevindinge.

Thesis (MPhil (Industrial Psychology))--Stellenbosch University, 2008. / The purpose of this research was to determine the efficacy of an innovation in HIV prevention programming in Ukraine, which leverages the culture of Ukrainian society by appreciating its values and incorporating them into the strategy. Analysis of the results indicates that positive changes in two of the questions of the Behavioural Models were significant among the participants of the Experimental Group. This was not seen in the Control Group. The number of respondents from the Experimental Group who spoke to their partner about HIV/AIDS in the past month increased during the month after the training. The number of people who were tested for HIV during the month after training also increased. Based on the results of this research, it can be concluded that participation of employees’ sexual partners in HIV prevention programs can influence Behaviour Models and lead to desired changes in this area changes in Behaviour Models, which are very important and as we can see depends much on participation of both sexual partners in training.

Thesis (MPhil (Industrial Psychology. Africa Centre for HIV/AIDS Management))--Stellenbosch University, 2009. / ENGLISH SUMMARY: The objective of this study was to determine the current situation regarding policy development and implementation in a selected sample of South African organisations. The researcher used the survey method to determine how many organisations do have HIV/AIDS workplace policies in place, and if not, why not. It was found that only a small percentage of respondents confirmed to not have an HIV/AIDS workplace policy at their respective workplaces. A reason for concern is that almost a quarter of the respondents were not sure whether their workplace had a policy or not. Larger organisations (> 500 employees) were more inclined to have polices and the highest percentage of organisations that have policies were from KwaZulu Natal, the province with the highest HIV/AIDS prevalence in the country. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om die huidige situasie rakende MIV/VIGS beleidsontwikkeling en implementering in „n gekose groep van Suid-Afrikaanse organisasies te ondersoek. Die navorser het „n opname gedoen om te bepaal hoeveel organisasies MIV/VIGS beleide het, en indien nie, hoekom nie. Daar is gevind dat slegs „n klein persentasie van respondente bevestig het dat hul onderskeie werkplekke nie „n MIV/VIGS beleid het nie. Daar is egter rede tot kommer rakende byna „n kwart van die respondente wie nie seker was of hul werkplek „n beleid het of nie. Groter organisasies (> 500 werknemers) was meer geneig om beleide te hê, en die hoogste persentasie van organisasies met beleide was van KwaZulu Natal, die provinsie met die hoogste voorkoms van MIV/VIGS in die land.

The contoured logic of apartheid in South Africa constructed racial, economic, social and political segregation, the consequences of which are still experienced today. In an attempt to alter the demographic weighting of disadvantage, the South African government has made concerted efforts to ‘deracialise’ South Africa most notably through Affirmative Action (AA) measures. Subjective, contextualised approaches to AA have received little attention both locally and internationally. This study aimed to explore AA from a social constructionist orientation with a focus on Potter and Wetherell’s discursive psychology. Semi-structured interviews were used to collect the data from 17 participants. The sample included both male (5) and female (12) participants and representation from all major race groups in South Africa. The findings illustrate how participants engage in discursive devices that rationalise a racial order of competence. The discourses also reflected polarised views of affirmative action. By and large, Black participants maintain that racial inequality still exists. White participants, on the other hand, continue to feel marginalised and discriminated against, by the policy. Furthermore, the results identify the various flavours in which redress can be realised. As new knowledge, the study also suggests that despite the negative experiences associated with AA, participants were generally in favour of the principles embedded within the policy. Ultimately this study suggests that AA continues to be a controversial subject which traverses many segments of life. / Thesis (Ph.D.)-University of KwaZulu-Natal, Durban, 2013.

Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse practitioners’ intention to quit, and consequently what organisations can do to retain these practitioners. There is increased pressure on the healthcare sector, more specifically nursing, due to a severe shortage in this discipline. These shortages are not an isolated phenomenon, but influence the private as well as public sector worldwide, as well as in South Africa. A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some factors are controllable, others not. By isolating the controllable factors, organisations and managers can be equipped to put action plans in place to decrease the impact of this crisis. Processes and action plans to enlarge the nursing pool, and also to retain the current workforce, can contribute to overcoming this challenge. There is proof that the implementation of a structured talent management programme can contribute to overcoming this challenge. Line managers and their competence regarding the management of personnel play a key role in such a talent management programme. This study has as its objective to re-evaluate an existing talent management competency model for line managers, and to propose additional variables that can influence organisational outcomes like job satisfaction, organisational commitment and turnover intention. By understanding which line manager competencies influence organisational outcomes, and the manner in which they influence these outcomes, line managers as well as organisations can be equipped to formulate processes and programmes that can contribute to the retention of a scarce skill, and importantly, also minimise the impact of a worldwide crisis. The results of the study indicated that the operationalisation of the talent management competencies failed. The originally proposed model consequently had to be reduced by deleting all talent management latent variables from the model. Poor model fit was obtained for the reduced model. Modifications were, however, made to the reduced model based on modification index suggestions derived from the data. The modified model showed good fit and support was obtained for all the paths in the modified model. Crossvalidation of the modified model was recommended. / AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is aanbeveel.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: South Africa’s past has shaped the way Human Resource management should look to the future. South Africa has a history of racial discrimination that was lead by the Apartheid system. The effects of the past have left members of the previously disadvantaged group with underdeveloped job competency potential. This has subsequently led to adverse impact in valid, fair (in the Cleary sense of the term) strict-top-down selection. The fundamental cause of Black under-representation in higher level jobs is due to the legacy of the previous political dispensation. The root problem is that South Africa’s intellectual capital is not, and has not been, uniformly developed and distributed across races. The current situation must be dealt with not only as the situation could potentially become volatile, but also as it is simply the right thing to do. Those individuals from the previously disadvantaged group that have the potential to learn should be identified and subsequently developed. A need therefore exists in South Africa for a method to identify individuals who will gain maximum benefit from affirmative developmental opportunities, especially cognitively demanding development opportunities, and hence display a high potential to learn. A need in addition exist to arrange circumstances to optimise the prognosis that those identified with learning potential will successfully realise their potential. Learning performance is complexly determined. To successfully address the negative effects of the past in South Africa through affirmative development the determinants of learning performance need to be understood. Accelerated affirmative development will be effective to the extent to which a comprehensive understanding exists of the factors underlying learning performance and the manner in which they combine to determine learning performance. The primary objective of this study consequently was to expand on De Goede’s (2007) learning potential structural model. Non-cognitive factors were added to the De Goede (2007) learning potential structural model in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. A subset of the hypothesised learning potential structural model was then empirically evaluated. The initial reduced model failed to converge and was subsequently revised by deleting a single causal path from the model. The revised model was found to fit the data well. All paths contained in the final model were empirically corroborated. Suggestions for future research are made by indicating how the model can be further elaborated. / AFRIKAANSE OPSOMMING: Suid-Afrika se verlede het gestalte gegee aan die wyse waarop Menslike Hulpbronbestuur na die toekoms behoort te kyk. Suid-Afrika het ’n geskiedenis van rassediskriminasie wat deur die Apartheidstelsel aangevoer is. Die gevolge van die verlede het die lede van die voorheen agtergeblewe groep met onderontwikkelde werkbevoegdheidspotensiaal gelaat. Dit het vervolgens gelei tot nadelige impak in geldige, billike (in die Cleary-sin van die woord) streng bo-na-onder keuring. Die fundamentele oorsaak van swart onderverteenwoordiging in hoër-vlak posisies is tot ‘n groot mate te wyte aan die nalentskap van die vorige politieke bedeling. Die kernprobleem is dat Suid-Afrika se intellektuele kapitaal nie nou of voorheen eenvormig oor die rasse heen ontwikkel en versprei is nie. Die huidige situasie moet hanteer word, nie net omdat dit potensieel onbestendig mag word nie, maar ook bloot omdat dit die regte ding is om te doen. Dié individue uit ‘n voorheen agtergeblewe groep wat wel die vermoë het om te leer, behoort geïdentifiseer en vervolgens ontwikkel te word. Dus bestaan daar in Suid-Afrika ’n behoefte aan ’n metode om individue te identifiseer wat ’n hoë leerpotensiaal het en derhalwe die meeste voordeel sal trek uit geleenthede vir regstellende ontwikkeling, veral dié geleenthede van ’n veeleisende kognitiewe aard. Daar bestaan voorts ook ’n behoefte om omstandighede te reël om die prognose te optimaliseer dat diegene wat met leerpotensiaal geïdentifiseer is, hul potensiaal suksesvol sal kan verwesenlik. Leerprestasie word deur ‘n komplekse netwerk van veranderlikes bepaal. Om die negatiewe gevolge van die verlede in Suid-Afrika deur regstellende ontwikkeling aan te spreek, moet die determinante van leerprestasie verstaan word. Versnelde regstellende ontwikkeling sal doeltreffend wees in dié mate waartoe ’n omvattende begrip bestaan van die faktore onderliggend aan leerprestasie en die wyse waarop hulle kombineer om leerprestasie te bepaal. Die primêre doelwit van hierdie studie was gevolglik om de Goede (2007) se leerpotensiaal-strukturele model uit te brei. Nie-kognitiewe faktore is tot de Goede (2007) se model toegegevoeg om ’n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. ’n Subversameling van die voorgestelde leerpotensiaal-strukturele model is vervolgens empiries geëvalueer. Die aanvanklike gereduseerde model het nie gekonvergeer nie en is vervolgens hersien deur ’n enkele kousale baan uit die model te verwyder. Die bevinding was dat die hersiene model die data goed pas. Alle bane in die finale model is empiries bevestig. Voorstelle vir toekomstige navorsing is gemaak deur aan te dui hoe die model verder uitgebrei kan word.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: This study investigated race-group similarity effects as a form of interviewer bias in selection interview ratings. Social Identity Theory predicts that interviewers would assign higher ratings to interviewees of the same social group (the so-called in-group) primarily through the mechanism of similarity attraction. Research findings up to now have lent only partial support to this hypothesis. This study argues that interview structure may help to explain inconsistent research findings since structure could inhibit the functioning of the similarity-attraction mechanism. The present research pursued two objectives, namely (1) to determine the degree to which race-group similarity (between interviewer and interviewee) exerts a biasing effect on selection interview dimension ratings, (2) to determine whether same-group bias increases when interview structure is experimentally diminished. This experimental study manipulated the degree of structure in interviews (high- and low-structured conditions) and compared the degree to which race group similarity effects were evident under each condition. Interviews were simulated by showing video-taped interview segments to a sample of participants and asking them to rate interview dimensions on rating scales that had been compiled to reflect the degree of structure in each condition. The data were analysed using Hierarchical Linear Modelling (HLM) and multiple regression analysis to determine whether similarity effects were present in the interview rating data. The results support the hypothesis that racial similarity effects are found under low-structured conditions, as well as the hypothesis that interview structure moderates the influence of similarity effects. However, racial similarity effects were also found with the highly structured condition. Although these effects were smaller than in the low-structured condition, they were statistically significant. Future research should attempt to replicate this study as a field study to test the generalisability of the findings. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek onderhoudvoerdersydigheid in die vorm van rasgroepsoortgelykheidseffekte in seleksie-onderhoudbeoordelings. Sosiale Identiteitsteorie voorspel dat onderhoudvoerders diegene van dieselfde rasgroep (die sogenaamde ingroep) met hoër beoordelingstellings sal aanslaan, primêr deur die werking van die soortgelykheidaangetrokkendheidsmeganisme. Navorsingsresultate tot op hede leen slegs gedeeltelike steun aan hierdie hipotese. Hierdie studie argumenteer dat die rede vir teenstrydige navorsingbevindinge moontlik die gevolg van die bemiddelende effek van onderhoudstruktuur kan wees, aangesien struktuur moontlik die funksionering van die soortgelykheid-aangetrokkendheidsmeganisme kan inperk. Die studie streef dus twee doelwitte na, nl. (1) om die mate waartoe rasgroepooreenstemming tussen die onderhoudvoerder en onderhoudnemer ’n sydige invloed op onderhouddimensietellings uitoefen te bepaal en (2) om te bepaal of soortgelykheidseffekte toeneem namate onderhoudstruktuur eksperimenteel verlaag word. ’n Eksperimentele ontwerp is gebruik waarbinne onderhoudstruktuur (hoog- en laag gestruktuurde toestande) in video-opnames van onderhoude nageboots is. ’n Groep beoordelaars het hierdie stimilusmateriaal beoordeel aan die hand van beoordelingskriteria wat opgestel is om die mate van struktuur binne elke toestand te reflekteer. Gevolglik is die mate van rasgroepsoortgelykheidseffekte binne elke struktuurtoestand vergelyk. Die navorsingsdata is met gebruik van Hiërargiese Lineêre Modellering (HLM) en veelvoudige regressie ontleed om die teenwoordigheid van soortgelykheidsydigheid te bepaal. Die resultate steun die hipotese dat rassoortgelykheidseffekte onder laaggestruktuurde toestande voorkom, asook dat onderhoudstruktuur ’n modererende rol speel. Nietemin is soortgelyke effekte ook onder die hoog gestruktuurde toestand gevind. Alhoewel hierdie effekte kleiner as onder die laaggestruktuurde toestand was, was dit steeds statisties beduidend. Toekomstige navorsing kan poog om ‘n soortgelyke ondersoek as ‘n veldstudie te onderneem om die moontlikheid van veralgemening van die resultate te bepaal.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: New and innovative work structures are being employed in organisations today, especially in the way in which work is approached (Rico & Cohen, 2005). This experimentation has arisen because organisations are seeking better ways of achieving productivity targets and addressing customer demand (Arnold, Barling & Kelloway, 2001). These new work structures are team-based structures, which are widely purported to be the ideal, since teams can respond rapidly because of their multiplicity of skills (Kogler Hill, 2010). Furthermore, high performing teams with this multiplicity of skills should display certain characteristics or behaviours required to achieve results. This study suggests four team characteristics that are necessary for team success, namely shared vision, cohesion, role clarity and mutual trust. This study furthermore explores the role of the team leader in nurturing the above-mentioned characteristics at a team level, since current thinking on leadership suggests that a leader should be able to inspire, motivate and be a role model for his/her team members (Bass & Avolio, 1994), all of which are behaviours characteristic of a transformational leader; thus transformational leadership is the focal point in this study. To determine the effect of transformational leadership on team characteristics, a convenience sample (N = 73) consisting of various nursing wards within a large public sector hospital was used in this study. The measurement model used in the present study fitted the data satisfactorily, RMSEA = .077 (p > .05, 95% CI [.024, .12]). The hypothesised structural model — where transformational leadership affects all four team characteristics directly, without latent interrelationships between team characteristics — was then fitted to the data, showing poor fit, χ2 (df 50, N = 73) = 213.49, p < .05. Despite the poor initial structural model fit, the subsequent results indicated that the hypothesised relationships between transformational leadership and team characteristics (hypothesis 2 through to hypothesis 5) were all significant (p < .05). The modification indices were then investigated for indications of possible model improvement and it was indicated that three additional  paths (i.e. a link between shared vision and cohesion; a link between trust and shared vision; and a link between shared vision and role clarity) were to be considered for addition. The modification indices, in addition, also illustrated that two  paths (i.e. the link between transformational leadership and cohesion and the link between transformational leadership and shared vision) were to be considered for deletion. The structural model was respecified based on modification indices and expected Δ χ2 statistics, and fitted to the data, leading to acceptable fit, RMSEA = .079 (p > .05, 95% CI [.048, .670]). This indicated an improvement over the unmodified model. However, further research based on a larger sample would be needed to verify these suggested path additions and deletions. Overall, the results of the study support the key role that transformational leadership plays on desirable team characteristics. The limitations and implications of the findings of this study are discussed and recommendations for future research are also highlighted. / AFRIKAANSE OPSOMMING: Nuwe en innoverende werkstrukture word toenemend gebruik in kontemporêre organisasies, veral met betrekking tot die manier waarop werk benader word (Rico & Cohen, 2005). Organisasies ondersoek voortdurend wyses om die bereiking van produktiwiteitsteikens en bevrediging van kliënte te maksimeer (Arnold, Barling & Kelloway, 2001). Moderne werkstrukture is toenemend spangebaseerd, aangesien spanne vinnig kan reageer op verandering weens die veelvuldigheid van spanvaardighede (Kogler Hill, 2010). Verder kan verwag word dat hoëverrigtingspanne met ‘n wye verskeidenheid van vaardighede ook oor sekere kerneienskappe sal beskik. Die huidige studie veronderstel vier spaneienskappe wat kritiek is vir spansukses, nl. gedeelde visie, kohesie, rolduidelikheid en onderlinge vertroue. Die studie verken verder die rol van die spanleier om hierdie spaneienskappe te kweek, aangesien onlangse leierskapteorie veronderstel dat ‘n suksesvolle leier vaardig behoort te wees om sy/haar span te inspireer, motiveer en ook ‘n rolmodel moet wees vir die span. Die laasgenoemde is eienskappe kenmerkend van transformasionele leiers (Bass & Avolio, 1994); aldus die fokus van die bestaande studie op transformasionele leierskap. Ten einde die effek van transformasionele leierskap op spaneienskappe te ondersoek, is ‘n nie-ewekansige steekproef (N = 73) van verplegingseenhede binne ‘n groot publieke sektor hospitaal gebruik in die huidige studie. Die metingsmodel vir die studie het bevredigende passing getoon, RMSEA = .077 (p > .05, 95% VI [.024, .12]). Die veronderstelde strukturele model — waar transformasionele leierskap direkte invloede uitoefen op al vier spaneienskappe, in die afwesigheid van onderlinge latente interkorrelasies tussen spaneienskappe — was gevolglik gepas op die navorsingsdata, met swak passing, χ2 (df 50, N = 73) = 213.49, p < .05. Ten spyte van die swak strukturele modelpassing het daaropvolgende resultate getoon dat die alternatiewe hipoteses rakende verwantskappe tussen transformasionele leierskap en spaneienskappe (hipoteses 2 tot 5) almal ondersteun was (p < .05). As volgende stap, is die aanpassingsindekse (MI) verder verken vir moontlike aanduidings van modelverbetering; drie addisionele  roetes (nl., tussen gedeelde visie en kohesie; tussen vertroue en gedeelde visie; en tussen gedeelde visie en rolduidelikheid) is oorweeg vir verdere byvoeging. Die aanpassingsindekse het verder getoon dat twee  roetes (nl., tussen transformasionele leierskap en kohesie, asook tussen transformasionele leierskap en gedeelde visie) oorweeg behoort te word ter verbetering van die strukturele model. Die strukturele model is herspesifiseer, gebaseer op die aanpassingsindekse en verwagte Δ χ2 statistiek, en gevolglik gepas op die data. Die resultate het gedui op bevredigende passing, RMSEA = .079 (p > .05, 95% VI [.048, .670]) — ‘n duidelike verbetering op die aanvanklike strukturele model. Verdere navorsing is egter nodig om hierdie voorgestelde aanpassings aan die strukturele model te verifieer in ‘n groter steekproef. In die geheel gesien, dui die studie se resultate op die sleutelrol wat transformasionele leierskap speel in die ontwikkeling en handhawing van gewenste spaneienskappe. Beperkinge en implikasies van die bevindinge word bespreek, en aanbevelings word gemaak vir verdere navorsing.