Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Workplace bullying as a serious psychosocial workplace problem have been a subject of immense discussion in foreign literature since the mid-1980s. In a nutshell, workplace bullying refers to instances where an employee is systematically and continually being subjected to mistreatment and victimisation in the workplace by another or several others through recurring negative harmful acts. The negative effects of workplace bullying on the victim, bystander and organisation is well documented in research literature. However, in South Africa inquiry into the phenomenon is not nearly as extensive as in the global community. As a result, the purpose of the present study was to partially address the deficiency that exists in South African workplace bullying literature. The primary aim of the present study was to investigate the nature and prevalence of workplace bullying in two distinct workplaces, the South African National Defence Force (SANDF) and Power Group, in the Western Cape, South Africa. A quantitative non-experimental ex-post facto design is employed in the investigation. Data from both the SANDF (n=105) and Power Group (n=73) are presented (N-178). Descriptive statistics (means, standard deviations (SD), and percentages) are used to describe the total sample and the response data on different factors. The Chi-Square and F test were computed in order to test several differences between numerous variables for the total sample, SANDF, and Power Group. The results of the present study show that workplace bullying is a widespread problem in both the SANDF and Power Group. Between 30% and 50% of respondents had been bullied in their respective workplaces. The SANDF were found to have a higher reported prevalence of workplace bullying than Power Group. Victims are frequently subjected to work-related bullying on either a weekly or monthly basis for a period ranging between twelve months and two years. Significantly more men than women were reported as the perpetrator of workplace bullying. Those in leadership positions were more often reported as perpetrators of workplace bullying than colleagues/peers, subordinates, or clients. The results of the present study show no significant difference in the reported victimisation for gender, age, ethnicity, and level of responsibility. Those with a certificate or lower level of education were found to be at a higher risk of being bullied in the workplace than those with a diploma or higher level of education. In the case of Power Group, significant differences were found in the reported victimisation for levels of responsibility and levels of education. Workplace bullying is addressed more frequently at Power Group than in the SANDF, despite it being reported in both work environments. he present study found that neither the SANDF nor Power Group had a workplace bullying policy in the organisation.

Thesis (MComm (Psych))--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Skills development is a crucial element in improving the effectiveness with which organisations operate in the current global arena. The level of skills of employees in any organisation should be of significant managerial concern. The principal aims of this study is firstly to investigate the success achieved in skills development initiatives in the agricultural sector in South Africa and secondly to develop a theoretical framework of important individual and organisational variables for skills development in agriculture. Management on farms need to develop the skills of their employees in order to ensure effective adaptation to changes in the sector. A strong need for development also exists among South Africans working in the agricultural environment, as the sector is rapidly modernising and the people employed in this sector often possess low skill and literacy levels. The key question is whether the skills development strategies and initiatives of farms are conducive to successful human resource development, in light of the specific individual and organisational context. A multiple case study research design was used, exploring the various ways in which six different farms approach skills development and the variables which impacted on the success thereof. These approaches and effects are compared to the literature and across cases to move towards the development of a skills development framework applicable to the unique agricultural context in South Africa. Data collection included primary (semi-structured interviews with employees and management) and secondary (background and administrative) information to comprehensively describe each case. Pattern matching was used to determine common trends between the cases and illustrate them in terms of a conceptual framework. General support was found across the six cases for the complex and extensive framework of variables. The following individual variables were found to have an impact on the effectiveness of skills development: ability to learn, motivation to engage in and transfer training, attitude to skills development, locus of control, and perceived ability to learn. Organisational variables which affected the effectiveness of skills development included the following: labour relations, organisational strategy, culture, climate, and systems. Many of these variables comprised a number of sub-variables, which were also shown to be relevant in the framework. Variables in the individual and organisational frameworks were also found to demonstrate interactive effects within and across framework boundaries. The results of the study serve as thought provoking reading for managers, which could stimulate critical thought and an inquisitive attitude to skills development on their farms. In general, training and development was approached in a very informal manner in terms of strategy, goals, and practice. Managers can surely benefit from adopting greater formalisation in these aspects as it would ease the process of planning, implementing, and evaluating training. In certain instances additional variables or interrelationships were identified for future study. The establishment of the framework of variables serves to inform future research: it represents a point of departure for research in a critical field where little recent research has been published. / AFRIKAANSE OPSOMMING: Die ontwikkeling van vaardighede is 'n kernbelangrike aspek om die doeltreffendheid waarmee organisasies in die huidige internasionale speelveld optree te verbeter. Die vaardigheidsvlakke van werknemers in enige organisasie behoort van kernbelang te wees vir bestuurders van sulke organisasies. Die hoofdoel van hierdie studie is dus eerstens om die mate van sukses met vaardigheidsontwikkelingsinisiatiewe in die landbousektor te ondersoek en tweedens om 'n teoretiese raamwerk van die belangrikste individuele en organisatoriese veranderlikes vir vaardigheidsontwikkeling in landbou te ontwikkel. Die vaardigheidsvlakke van werknemers in die landbousektor moet deur die werkgewer ontwikkel word om te verseker dat effektiewe veranderinge in hierdie sektor plaasvind. Daar is 'n besonder sterk behoefte aan vaardigheidsontwikkeling onder werknemers in die landbousektor van Suid-Afrika , aangesien die sektor 'n snelle moderniseringsproses ondergaan, maar die werknemers in baie gevalle oor besonder lae vaardigheids- en ontwikkelingsvlakke beskik. Die vraag bestaan of die strategieë en inisiatiewe wat deur die werkgewer geïmplementeer word wel aanleiding gee tot suksesvolle menslike hulpbronontwikkeling, gegewe die spesifieke individuele en organisatoriese konteks. Deur gebruik te maak van veelvoudige gevallestudies as navorsingsmetode, is daar gekyk na ses verskillende plase se benadering tot opleiding, asook die impak en sukses van hierdie opleiding. Hierdie benaderings en invloede word vergelyk met die literatuur en tussen gevallestudies met die oog op die ontwikkeling van 'n vaardigheidsontwikkelingsraamwerk spesifiek binne die unieke konteks van die Suid-Afrikaanse landbousektor. Data-insameling behels primêre inligting (semi-gestruktureerde onderhoude met werknemers en bestuur), en sekondêre inligting (agtergrond- en administratiewe) om elke geval omvattend te beskryf. Patroonpassing is gebruik om algemene tendense tussen die gevallestudies te identifiseer en vervolgens die gevallestudies met die konseptuele raamwerk te vergelyk. Die ses gevallestudies het die komplekse en omvattende raamwerk van veranderlikes in die geheel ondersteun. Resultate toon aan dat die volgende individuele veranderlikes 'n klaarblyklike impak gehad het op die doeltreffendheid van opleiding en ontwikkeling: die vermoë en motivering om te leer en vaardighede oor te dra; die houding teenoor opleiding ontwikkeling; die lokus van beheer; en die waargenome vermoë om te leer. Die doeltreffendheid van opleiding en ontwikkeling is ook deur die volgende organisatoriese veranderlikes beïnvloed: arbeidsverhoudinge, organisatoriese strategie, kultuur, omgewing en stelsels. Die sub-veranderlikes van die individuele en organisatoriese veranderlikes is ook as relevant binne die raamwerk aangedui. Verder is die voorgestelde verwantskappe tussen veranderlikes (binne sowel as oor die grense van die individuele en organisatoriese raamwerke) ook ondersteun. Die resultate van hierdie studie dien as insette vir bestuurders om kritiese denke en 'n ondersoekende ingesteldheid teenoor opleiding en ontwikkeling op hul plase te stimuleer. Opleiding en ontwikkeling is oor die algemeen op 'n baie informele wyse geïmplementeer ten opsigte van strategie, doelwitbepaling en uitvoering in die praktyk. Bestuurders kan baat vind by die formalisering van bestaande praktyke omdat dit die proses van beplanning, implementering en evaluering van opleiding en ontwikkeling kan vergemaklik. Addisionele veranderlikes en interverwantskappe is geïdentifiseer vir verdere navorsing. Die samestelling van die raamwerk van veranderlikes dien juis as uitgangspunt vir toekomstige navorsing in 'n kerngebied wat min aandag in navorsing geniet.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents. / AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study investigated the growing phenomenon of teams in the workplace, and how team effectiveness can be established. It was therefore important to establish what contributes to team effectiveness. The aim of this study was to investigate existing relationships between constructs that play a significant role in enhancing team effectiveness. These constructs include transformational leadership, organisational trust, and psychological empowerment. This study was therefore undertaken to obtain more clarity about these aspects. Based on existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 224 completed questionnaires were returned. The final questionnaire comprised of four scales, namely the Multifactor Leadership Questionnaire (MLQ), the Workplace Trust Survey (WTS), the Psychological Empowerment Scale (PES), and the Team Effectiveness Scale (TES). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and satisfactory reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that reasonable good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the hypothesised relationships between the constructs. The results indicated positive relationships between transformational leadership and organisational trust; organisational trust and team effectiveness; transformational leadership and psychological empowerment; psychological empowerment and organisational trust; and psychological empowerment and team effectiveness. However, no support was found for a direct relationship between transformational leadership and team effectiveness. The present study contributes to existing literature on team effectiveness by providing insights into the relationship between transformational leadership, organisational trust, psychological empowerment and team effectiveness. Furthermore, this study identified practical implications to be considered in management practices in order to enhance team effectiveness. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies. / AFRIKAANSE OPSOMMING: Die huidige studie is op die toenemende belangrikheid van spanne in organisasies gebaseer, en op hoe te werk gegaan moet word om spaneffektiwiteit te verseker. Dit was dus belangrik om vas te stel watter eienskappe tot spaneffektiwiteit bydra. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat ‘n beduidende rol in spaneffektiwiteit binne die organsiasie speel, te ondersoek. Hierdie konstrukte omvat transformasionele leierskap, vertroue, asook sielkundige bemagtiging. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is hiervolgens geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 224 voltooide vraelyste is terug ontvang. Die finale vraelys is uit vier subvraelyste saamgestel, naamlik die Multifactor Leadership Questionnaire (MLQ), die Workplace Trust Survey (WTS), die Psychological Empowerment Scale (PES), en die Team Effectiveness Scale (TES). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is op die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen transformasionele leierskap en vertroue; vertroue en spaneffektiwiteit; transformasionele leierskap en sielkundige bemagtiging; sielkundige bemagtiging en vertroue; asook tussen sielkundige bemagtiging en spaneffektiwiteit aangedui. Geen steun is egter vir die direkte verband tussen tranformasionele leierskap en spaneffektiwitiet gevind nie. Hierdie studie dra by tot die bestaande literatuur betreffende spaneffektiwiteit deurdat dit insig bied in die aard van die verwantskappe tussen die konstrukte. Die studie identifiseer ook praktiese implikasies wat in bestuurspraktyke in aanmerking geneem behoort te word om spaneffektiwiteit te versterk. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The world of work is increasingly changing, and to keep up with the changes, organisations are recruiting recent graduates with the aim of facilitating growth and continual improvement. The challenge is that these graduates do not necessarily possess the kind of competencies required to survive in the work environment. There are many challenges in the work environment that can affect the performance of graduates, and this requires certain competencies which graduates rarely possess. On the basis of the literature overview it is proposed that EI, SOC and PsyCap could contribute to strengthening graduates’ personal resources and contribute to their work readiness and ultimately their performance in the work environment. The aim of this study was to explore the relationships between emotional intelligence (EI), psychological capital (PsyCap), sense of coherence (SOC) and the work readiness (WR) of graduates. The main argument of this study was that the personal resources of EI, SOC and PsyCap may make meaningful contributions to the work readiness of graduates and subsequently their performance in the work environment. The existence of relationships between these variables was statistically investigated and the necessary conclusions were drawn. A sample of 183 participants was drawn from two universities in Africa. Participants completed existing reliable and valid instruments measuring EI, SOC and PsyCap. WR was measured using the recently developed WRS. Correlational analysis was undertaken to determine the relationships between EI, SOC, PsyCap and WR. Multiple regression analysis was undertaken to determine whether the independent variables (EI, SOC and PsyCap) contribute to WR. Results revealed significant positive relationships between several subscales of EI, PsyCap and the subscales of WR, more specifically with organisational acumen and work competence. Very low correlations and insignificant correlations were found between SOC and the subscales of WR. The multiple regression analysis revealed comprehensibility as the best predictor for personal work characteristics; emotional reasoning, emotional expression and optimism as best predictors for organisational acumen; efficacy and emotional self management as best predictors for work competence and efficacy as the best predictor for social intelligence. The conclusion that was drawn from this study was that EI and PsyCap contribute to WR, more specifically to organisational acumen and work competence.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University. / AFRIKAANS OPSOMMING: In die moderne wêreld van werk is daar toenemende kommer oor die geskiktheid van die tradisionele herontwerp van werk en hoe dit gepaard gaan met die veranderende aard van werk. Frese en Fay (2001) het spesifiek aangedui dat in die moderne wêreld van werk, 'n hoër mate van inisiatief vereis word as gevolg van faktore soos wêreldwye mededinging, vinniger tempo van innovering, nuwe produksie konsepte, en veranderinge in die konsep van werk. Die moderne wêreld van werk verg baie meer van individue, wat onder andere insluit hoër vlakke van inisiatief deur werknemers om hul kennis en vaardighede te ontwikkel om sodoende op datum te bly met tegnologiese veranderinge, kreatiewe idees, en 'n verhoogde behoefte vir werknemers om meer en meer besluite op hul eie te neem. Om dus in vandag se uitdagende wereld van werk te oorleef, word dit van werknemers verwag om hoë vlakke van pro-aktiwiteit en inisiatief te toon. ‘Job crafting’ is die proses waardeur individue fisiese en kognitiewe veranderinge in hul werks take en -verhoudinge aanbring (Wrzesniewski & Dutton, 2001). Dit is pro-aktiewe gedrag wat werknemers help om aan te pas by die uitdagings wat deur die moderne werksomgewing daargestel word. Dit sal dus voordelig wees om bewus te wees van die belangrikste faktore wat bydra tot hierdie pro-aktiewe gedrag in die werksplek. Die doel van hierdie navorsing was dus om te toets of belangrike werks- en persoonlike hulpbronne, en werks-vereistes soos deur die ‘Job Demands-Resources’ model voorgestel, ‘n waardevolle verduideliking is vir verskillende vlakke van ‘job crafting’ vir 'n groep in die finansiele bedryf. 'n Literatuuroorsig is uitgevoer en hipoteses geformuleer wat deur middel van 'n ex post facto-korrelasie-ontwerp getoets is. Data is ingesamel vanuit 'n streekproef van 236 werknemers van 'n maatskappy in die finansiële bedryf. 'n Self-toegepaste web-gebaseerde vraelys is vir die versameling van data gebruik en deelname aan die studie was vrywillig. Die dataversameling was streng vertroulik and anoniem. 'n Aantal afsonderlike metingsinstrumente om die spesifieke latente veranderlikes te meet, is noukeurig op grond van geldigheid en betroubaarheid gekies en ingesluit in die opname ingesluit. Die navorsings resultate illustreer dat wanneer werknemers terugvoering ontvang oor hul prestasie sowel as diegene wat betrokke is in hul werk, meer geneig is om hul werk te ‘craft’. Die resultate toon ook dat betrokkenheid die verhouding tussen outonomie en ‘job crafting’ bemiddel, sowel as die verhouding tussen terugvoering en job crafting (laasgenoemde word net gedeeltelik deur betrokkenheid bemiddel). Ten slotte, is daar gevind dat ‘n pro-aktiewe persoonlikheid n positiewe verwantskap met ‘job crafting’ het. Die navorsing illustreer dus die belangrikheid van spesifieke werks- en persoonlike hulpbronne in die bevordering van ‘job crafting’. Die resultate, tesame met die bestuurs-implikasies en praktiese ingrypings wat voorgestel word, bied Suid-Afrikaanse bestuurders en bedryfsielkundiges met waardevolle insigte in die bestuur en aanmoediging van ‘job crafting’ binne die werkplek. Hierdie navorsingstudie was voortgesit toe etiese klaring ontvang is van die Etiekkomitee van die Universiteit van Stellenbosch.

Thesis (MPhil)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The aim of this research study was to look at the challenges which student peer educators face at Stellenbosch University. Semi-structured interviews were done with male and female peer educators who are involved at the Office for Institutional HIV Co-ordination (OIHC), where the peer educators have been recruited and trained. Interviews were done to determine what the peer educators’ experiences are when they work on campus, go out into the community and even when they socialise with their friends. From listening to the peer educators’ experiences it was found that with safe sex messaging there are mixed responses from males and females. According to the peer educators, students would rather purchase another brand of condoms than the Choice condoms distributed on campus. It was also found that males did not have a problem with condoms being placed in their residences, while females had a problem with that. Regarding HIV testing, females are much more open and enthusiastic to go for an HIV test than males. Challenging someone’s risky sexual behaviour is a huge challenge for all peer educators, since behaviour change does not happen easily. Many students also used withdrawal as a form of contraception. In the community peer educators were faced with language barriers and married people were not very enthusiastic to go for an HIV test. Behaviour change is possible, but difficult to bring about. / AFRIKAANSE OPSOMMING: Die doel van die navorsingstudie was om te kyk na die uitdagings wat studente portuurgroep-opleiers ervaar by Stellenbosch Universiteit. Semi-gestruktureerde onderhoude is gedoen met manlike en vroulike portuurgroep-opleiers wie betrokke is by die Kantoor vir Institusionele MIV Ko-ordinering, waar die portuurgroep-opleiers opleiding ontvang het. Onderhoude is gedoen om te bepaal wat die portuurgroep-opleiers se ervarings was wanneer hulle gewerk het op kampus, in die gemeenskap, of met hulle vriende gekuier het. Deur na die portuurgroep-opleiers se ervarings te luister is daar gevind dat deur die oordra van veilige seks boodskappe daar gemengde reaksies was by mans en vroue. Volgens die portuurgroep-opleiers sal studente liewer ander kondome koop en gebruik as die Choice kondome wat op kampus versprei word. Daar is ook gevind dat mans in die koshuise nie ’n probleem gehad het as daar kondome in hulle koshuis geplaas word nie, terwyl vroue wel ’n probleem daarmee het. Wat MIV toetse betref was vroue meer entoesiasties om vir ‘n MIV toets te gaan as mans. Om iemand se seksuele gedrag uit te daag is baie moeilik aangesien gedragsverandering nie so maklik gebeur nie. Baie studente gebruik ook “withdrawal” as ‘n tipe voorbehoedmiddel. In die gemeenskap was daar taal probleme wat portuurgroep-opleiers ondervind het sowel as getroude mense wat nie optimisties was om vir ‘n MIV toets te gaan nie. Gedragsverandering is moontlik, maar baie moeilik.

Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In South Africa, selection from a diverse population poses a formidable challenge. The challenge lies in subgroup difference in the performance criterion. Protected group members perform systematically lower on the criterion due to systematic, group-related differences in learning and job competency potential latent variables required to succeed in learning and on the job. These subgroup differences are attributable to the unequal development and distribution of intellectual capital across racial-ethnic subgroups due to systemic historical disadvantagement. This scenario has made it difficult for organisations in South Africa to meet equity targets when selecting applicants from a diverse group representative of the South African population, while at the same time maintaining production and efficiency targets. Therefore there is an urgent need for affirmative development. Ensuring that those admitted to affirmative development interventions successfully develop the job competency potential and job competencies required to succeed on the job requires that the appropriate people are selected into these interventions. Selection into affirmative development opportunities represents an attempt to improve the level of Learning performance during evaluation of learners admitted to affirmative development opportunities. A valid understanding of the identity of the determinants of learning performance in conjunction with a valid understanding of how they combine to determine the level of learning performance achieved should allow the valid prediction of Learning performance during evaluation. The primary objective of the present study was to integrate and elaborate the De Goede (2007) and the Burger (2012) learning potential models in a manner that circumvents the problems and shortcomings of these models by developing an extended explanatory learning performance structural model that explicates additional cognitive and non-cognitive learning competency potential latent variables that affect learning performance and that describes the manner in which these latent variables combine to affect learning performance. A total of 213 participants took part in the study. The sample was predominantly made up of students from previously disadvantaged groups on the extended degree programme of a university in the Western Cape Province of South Africa. The proposed De Goede – Burger – Mahembe Learning Potential Structural Model was tested via structural equation modeling after performing item and dimensional analyses. Item and dimensional analyses were performed to identify poor items and ensure uni-dimensionality. Uni-dimensionality is a requirement for item parcel creation. Item parcels were used due to sample size restrictions. The fit of the measurement and structural models can generally be regarded as reasonable and both models showed close fit. Significant relationships were found between: Information processing capacity and Learning Performance during evaluation; Self-leadership and Motivation to learn; Motivation to learn and Time-engaged-on-task; Self efficacy and Self-leadership; Knowledge about cognition and Regulation of cognition; Regulation of cognition and Time-cognitively-engaged; Learning goal orientation and Motivation to learn; Openness to experience and Learning goal orientation. Support was not found for the relationships between Conscientiousness and Time-cognitively-engaged, as well as between Time-cognitively-engaged and Learning performance. The hypothesised moderating effect of Prior learning on the relationship between Abstract reasoning capacity and Learning performance during evaluation was not supported. The statistical power of the test of close fit for the comprehensive LISREL model was examined. The discriminant validity of the item parcels were ascertained. The limitations of the research and suggestions for future studies have been highlighted. The results of the present study provide some important insights for educators and training and development specialists on how to identify potential students and talent for affirmative development in organisations in South Africa.

Thesis (MSc)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Malaria is a pestilent disease associated with massive socioeconomic burden of sub-Saharan Africa. This disease is caused by a blood infection of the single cellular parasite of the Plasmodium genus. Two enzymes of this parasite have been identified to be essential to the survival of this parasite, notably Spermidine Synthase and Protein Farnesyltransferase. The goal of this dissertation was to search for and synthesise novel inhibitors of these two enzymes with a strong focus towards understanding their structure/activity relationships. To achieve the first goal, molecular modelling was employed. An in-depth discussion is presented to describe the underlying principles relevant to this branch of computational chemistry. This ensures that the experiments using these methods are set-up correctly and results are interpreted within context. Two virtual high-throughput screens were then performed using prepared crystallographic structures of Spermidine Synthase. The first was pharmacophore based method and the second based on LibDock. The database used, containing 7.1 million compounds, was filtered using a custom developed tool prior to screening. Finally, CDOCKER was then used to investigate the activity of potential hit compounds. Spermidine Synthase has a natural affinity for adenosine and this trait was exploited by derivatising analogues to synthesise potential inhibitors of the enzyme. This was to be achieved by the incorporation of both electrophilic and nucleophilic moieties at selected positions, including the use of a high yielding Mitsunobu reaction. A number of additional residues were then synthesised and joined to the adenosine which were proposed to increase the active site occupancy and increase affinity to the enzyme. For the second enzyme targeted for inhibition, Protein Farnesyltransferase, indole was used as a starting scaffold to synthesise potential hits de novo. It was aimed to derivatise the indole at the Nʹ and 3ʹ positions. The crystal structure of one of the intermediates was published. Furthermore, a synthetic sequence which culminated in a palladium catalysed Suzuki coupling was performed. / AFRIKAANSE OPSOMMING: Malaria is ‘n peslike siekte wat geassosieer word met beduinde sosio-ekonomiese implikasies vir sub-Sahara Afrika. Die siekte word veroorsaak deur ‘n bloed infeksie van die enkel sellulêre parasiet van die Plasmodium genus. Twee ensieme, naamlik Spermidien Sintetase en Protein Farnesieltransferase, is geïdentifiseer om noodsaaklik te wees vir die oorlewing van die parasiet. Die doelwit van hierdie verhandeling is die soektog en sintese van oorspronklike inhibeerders van hierdie twee ensieme met ‘n sterk fokus daarop om struktuur/aktiwiteit interaksies te verstaan. Om die eerste doelwit te bereik is molekulêre modellering toegepas. ‘n Indiepte ondersoek word voorgestel om die onderliggende beginsels relevant tot hierdie tak van berekenkundige chemie te beskryf. Dit verseker dat eksperimente wat op hierdie tegnieke berus korrek opgestel word en dat die resultate binne konteks geïnterpreteer word. Twee virtuele hoë-deurset skerms was deurgevoer op voorbereide kristallografiese strukture van Spermidien Sintetase. Die eerste het berus op ‘n pharmakoforiese metode en die tweede op LibDock. ‘n Self-ontwikkelde sagteware gereedskap stuk is gebruik om a databasis van 7.1 miljoen verbindings te filtreer voor dit gebruik is in hoë-deurset skerms. Uiteindelik is CDOCKER gebruik om die potensiele aktiwiteit van “treffer” verbindings te beraam. Spermidien syntetase het ‘n natuurlike affiniteit vir adenosien en hierdie eienskap is benut deur analoeë af te lei na potensiële inhibeerders teen die ensiem. Dit is bewerkstellig deur die insluiting van beide elektrofiliese asook nukleifielese funksionele groepe op gekose posisies. Dit het die gebruik van ‘n hoë opbrengs Mitsunobu reaksie ingesluit. ‘n Aantal ander addisionele residueë is toe gesintetiseer en geheg aan die afgeleide adenosien om die ensiem setel te vul en sodoende die affinitieit te verhoog. Vir die tweede ensiem wat geteiken is vir inhibisie, Protein Farnesieltransferase, is indool benuttig as ‘n begin steier te dien om potensiële treffers de novo te sintetiseer. Dit is geteiken om die indool af te lei op die Nʹ en 3ʹ posisies en die kristal struktuur van een van hierdie tussengangers is gepubliseer. Verder is ‘n sintetiese weg, wat uitgeloop het op ‘n palladium gekataliseerde Suzuki koppeling, uitgevoer.

Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Two parallel processes contributed to the formation of the International HIV/AIDS Alliance (the Alliance) in 1993 – one under the auspices of the World Health Organisation and its “NGO Support Programme” and the other being the coming together in 1991 of a group of donors under the auspices of the Rockerfeller Foundation in an attempt to define a mechanism that would channel funds to community groups in the South. It was a difficult period of the HIV epidemic – communities were struggling to cope with the effects of HIV, science was unable to advance its efforts to find a vaccine and progress into different forms HIV treatment was moving slowly. The two processes came together almost fortuitously, as key individuals were involved one way or another in both processes, and the work that had been done complemented and justified the need to combine energies, resources and creativity into making this mechanism work. The oral history brings to life some of the discussions and events that took place during the development of the Alliance. It provides insights into what key individuals were thinking, or how they acted during important, and at times frustrating, discussions. Because so little is captured about the conception phase (1991 – 1993), the oral history focusses on capturing the reflections and memories of those who were involved during this period, to ensure that history accurately reflects what happened – or at least offers real and lived perspectives. The case study reviews the start-up phase (1994 – 1996) and provides insights and perspectives into key decisions and the all-important external evaluation, which was a turning point for the organisation. The external evaluation led to and informed the scale-up period (1997 – 2000) and the oral history reflects on a number of key themes that shaped the organisations work and laid the foundation for its next ten years. / AFRIKAANSE OPSOMMING: Twee parallelle prosesse het bygedra tot die vorming van die Internasionale HIV/AIDS Alliance (The Alliance ) in 1993 - een onder die vaandel van die Wêreld Gesondheid Organisasie en die " NGO Support Program " en die ander is die bymekaar kom van 'n groep skenkers onder die coordinatie van die Rockerfeller Foundation in 1991. Hulle het saamgekom in 'n poging om 'n meganisme te definieer wat fondse sal kanaliseer naar gemeenskap groepe in die Suid. Dit was 'n moeilike tyd die MIV-epidemie - gemeenskappe sukkel met die gevolge van MIV , wetenskap was nie in staat om hulle pogings om 'n entstof teen MIV en vooruitgang in behandeling het stadig gevorder. Die mondelinge geskiedenis bring aan die lewe 'n paar van die besprekings en gebeure wat plaasgevind het tydens die ontwikkeling van die Alliance. Dit bied insig in wat individue dink , of hoe hulle opgetree het tydens belangrik , en by tye frustrerend, besprekings. Omdat daar so min gevang oor die konsepsie (1991 - 1993), fokus die mondelinge geskiedenis op die vaslegging van die refleksies en herinneringe van diegene wat gedurende hierdie tydperk betrokke was. Die gevallestudie gee ‘n oorsig van die begin fase (1994 - 1997) en bied insigte en perspektiewe in belangrike besluite en die eksterne evaluering , wat 'n keerpunt vir die organisasie was. Die eksterne evaluering het gelei tot die “scale up” tydperk (1997 - 2000) en die mondelinge geskiedenis weerspieël op 'n aantal van die belangrikste temas wat die grondslag gelê vir sy volgende tien jaar.