M.A. (Psychology) / The thesis was introduced by a description of the historical development of career counselling in South Africa, which indicated that the first traces of career counselling services were present at early times. The description also stressed the importance of career counselling especially during times of work shortage. Present day living costs and shortage of work emphasize the need for effective career counselling to ensure suitable career choices. Currently students are trained In career counselling and evaluated by supervisors without the existence of recognised and tested criteria. To ensure a higher standard of training and practice the implementation of such criteria is of utmost importance in the current developmental phase of career counselling in South Africa. The research aim of this study is the development and evaluation of criteria for effective diadic career counselling. The criteria were specifically designed for students in training and they should form part of the career counselling curriculum. In order to achieve the aim of the study, an integrated theoretical developmental research model was used. The model mainly consists of Thomas's (1984) four-phase model which features analysis, design, development and evaluation phases. Each of the phases contains a number of material conditions as well as methodologies through which these conditions can be met. In the first phase an analysis of the problem was undertaken, the status of existing criteria was investigated and a feasibility study was undertaken. It was then decided to proceed with the design phase. In this phase the following material conditions were met aims and objectives were formulated for the criteria, a practice model was drawn up, a tentative presentation was made of the innovation suggestions, and the innovation procedures were determined.

Overqualification is a concern for both individuals and organizations in today's workforce. It has been shown to relate to job attitudes, performance, well-being, and withdrawal. While plenty of research has been done on overqualification in the workplace, there is still a gap in the literature when it pertains to the contingent workforce, especially seasonal workers. These workers do not have secure employment and research has shown that they have distinct outcomes compared to full-time workers. Findings from past research about the relationship between overqualification and job withdrawal have been mixed, and this study aims to further the understanding of this relationship by taking a self-regulatory approach and examining disposition-related and context-related motivational processes that may drive overqualified employees to engage in withdrawal. Drawing on self-determination theory and regulatory focus theory I propose that employees' intrinsic motivation mediates the relationship between perceived overqualification and withdrawal. Additionally, supervisor and coworker support are hypothesized to buffer the overqualification-intrinsic motivation relationship, whereas prevention focus is hypothesized to worsen it. Participants were 66 seasonal workers from an organization in the Western United States. Results did not support the hypothesized relationships, however prevention focus was a marginally-significant moderator of the overqualification-intrinsic motivation relationship in the unexpected direction. I also tested several nonhypothesized relationships and found that promotion focus significantly moderated the overqualification-intrinsic motivation relationship. Implications, limitations and future research directions are discussed.