Thesis (M.A.)--University of Wisconsin--Madison, 1969. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliography.

Thesis (Ph.D.)--Ohio University, November, 2004. / Title from PDF t.p. Includes bibliographical references (p. 256-260)

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves [74]-79). Also available on the Internet.

Thesis (M.Tech.: Chiropractic)-Dept. of Chiropractic, Durban Institute of Technology, 2005 ix, 62, 7 leaves : ill. ; 30 cm / Several studies in Europe, Canada and the USA indicate that communication between GP’s and chiropractors is not ideal. Langworthy and Birkelid’s (2001) study concluded that with increasing emphasis on multidisciplinary health care, greater understanding and better communication is needed in order for the patient to obtain optimum benefits. The medical profession in the past has generally been opposed to the theories and practice of chiropractic, for a variety of reasons, including lack of scientific validity as well as unsubstantiated management utility (Silver, 1980). However, a Canadian study indicates that much progress has been made in diminishing the gap between GP’s and chiropractors (Verhoef and Page, 1996). Few studies have investigated GPs’ knowledge, awareness and attitudes toward complementary and alternative health care providers, especially in relation to the balance between market rivalry and interprofessional care (Langworthy and Smink, 2000). One such study performed in the Netherlands by Brussee et al. (2001) found that a statistically significant relationship existed between the level of knowledge of chiropractic and the frequency of referral of patients by GP’s. In the UK, it was found that many GP’s were more comfortable in referring to physiotherapists because they felt they had a better understanding of the treatment involved (Breen, et al., 2000). The chiropractic profession is attempting to improve co-operation with the medical profession via the scientific validation of its theories and practice through research (Rubens, 1996). The current perception in South Africa is that GP’s do not tend to refer patients to chiropractors. This has implications for chiropractic in the South African context in terms of integration. Therefore, as the current “gatekeepers” of primary healthcare, it is important to ascertain the perception and knowledge that this group has of the chiropractic profession in South Africa. The purpose of this investigation was therefore to determine the current knowledge and perception of GP’s in South Africa of chiropractors and chiropractic treatment in general. This should establish a knowledge base to facilitate greater understanding and co-operation between GP’s and chiropractors.

Thesis (Ed.D.)--Boston University

D.Litt. et Phil. / The rampant and unpredictable changes in the world of work have recently become a particular point of concern. Organisations worldwide require career agents who are more adaptable to respond appropriately to these challenges. The study aimed to firstly assemble a viable empirical career adjustment model to address these challenges. Secondly, the study differentiated and profiled four career agent groups which utilise this model in different and dynamic ways. These career agent profiles provided an exploratory and contextual platform for the third aim, to uncover a narrative of the adaptable career in the South African context. A convenience sample (n = 427) mostly representing engineers (38%), financial professions (22%) and technicians (15%) responded to three instruments which operationalised the dimensions of the proposed career adjustment model. The dimensions included in the model were the (i) Protean and Boundaryless career attitude, (ii) Emotional Intelligence and (iii) Work-Stressor experience. These dimensions were operationalised by (i) the Protean (Self-Directed Career Management and Values Driven scale) and Boundaryless (Organisationally Mobile and Boundaryless Mindset scale) career attitude scales, (ii) the BarOn EQ-i composite scales (Intrapersonal EQ, Interpersonal EQ, Adaptability, Stress Management and General Mood) and (iii) selected scales from the Sources of Work Stress Inventory (Lack of Autonomy and Workload). These instruments were tested for reliability and validity which provided acceptable results in terms of Cronbach alphas and EFA. The Protean and Boundaryless career attitude (PBca) instrument showed less reliable results with the Values Driven scale (α = .65). The SDCM scale produced more reliable results (α = .74). The BM and OM scales rendered the most reliable results (α = .86 and α = .87 respectively). The other instruments reflect excellent alpha iii coefficients ranging from α = .80 to α = .92 for the SWSI and from α = .81 to α = .96 for the BarOn EQ-i composite scales. The EFA of the PBca was primarily guided by the theoretical structure to extract four factors. A similar process followed for the SWSI rendered excellent factor loadings for General Work Stress (GWS), LA and WL. In the empirical construction of the career adjustment model both the use of correlations and hierarchical multiple regression rendered statistically significant results for the intercorrelations between the proposed dimensions of the model. The correlation results (within and between the dimensions) were as expected except for Organisational Mobility and Self-Directed Career Management which did not correlate significantly. Together the three dimensions predicted approximately 32% to 33% of the explained variance in GWS (i.e. the dependent variable chosen to represent a subjective experience of career adjustment). Overall, the findings supported the proposition that the model could be utilised as a viable career adjustment model. The non-hierarchical clustering analysis provided four significantly different clusters based on the PBca scales which were labelled the Protean (P), the Non- Protean (NP), the Organisationally Mobile Protean (OMp) and the Boundaryless Minded Protean (BMp). The Protean clusters all shared the Self-Directed Career Management and Values-Driven scale. These clusters were distinctly different after considering their attributes which originated from the BarOn EQ-i composites and SWSI scales. The most significant factors (attributes) revealed after conducting Descriptive Discriminant Analysis (DDA) where AD, RA, SM, GM and LA. The DDA procedure rendered Lack of Autonomy (SWSI) and Adaptability (EQ-i) as the most significant discriminators. This lead to the profiling of career agent types, namely the Protean Career Architect, the Conglomerate Citizen (study specific), the Solid Citizen and the Traditionalist. With these career agent profiles as basis an attempt was made to explore how their careers can unfold in the South African context.

M.A. (Clinical Psychology) / It was deemed important to undertake a study on control, because divergent approaches toward the issue of control emerged, which have important consequences in terms of how change is to be effected in therapy. Haley, was chosen as representational of the viewpoint which presupposes that the issue of control" should be addressed explIcitly within the thrapeutic relationship and that the therapist should assume control to ensure the successful implementation of interventions. Keeney, a proponent of the Ecosystemic Viewpoint, refutes the notion of control, criticising it for being a product of a linear reductionistic epistemology. He views the therapist's task as a facilitator for the system's own feedback mechanisms to recalibrate. As can be seen from such dichotomous viewpoints the tasks of the therapist differs in each case. Such a discrepancy needs to be resolved for the practicing psychologist to ensure therapeutic change. It is therefore the purpose of this study to examine whether this debate can be resolved, and, if so, how.

M.A. (Psychology) / Please refer to full text to view abstract

M.Comm. / A point of departure is that most of the universities in South Africa and Africa at large have realised that it is important to introduce entrepreneurship as either a minor or major course in their curricula. The reality is that the countries in Africa are characterized by poverty, high levels of unemployment, and slow economic growth. South Africa is no exception. It is assumed that the teaching of entrepreneurship education to the youth at institutions of higher learning can help address these problems as more people would be encouraged to develop a more positive attitude towards the creation of businesses. This can be achieved if students are taught not just about entrepreneurship, but also how to act entrepreneurially. Furthermore, good and ef-fective entrepreneurship education programmes must be developed, designed, and implemented. The exposure of students to entrepreneurial role models would also yield positive results in terms of stimulating entrepreneurial intentions to start businesses.