This study focuses on the skills and needs of forensic social workers, working with alleged child sexual abuse in the Western Cape. Forensic social work is based on specialised knowledge drawn from established principles and their application within proven methodology of training, familiarity with the law, evaluation and objective criteria associated with treatment outcomes. The scope of forensic social work thus includes a specialised skill where human service systems communicate the language in the context of legal systems. This means that the forensic process must withstand critical review and rebuttal from opposing parties in a legal system. It is evident that a forensic social worker needs to have specialised training and specific skills, focusing on forensic investigative interviews, all aspects of child sexual abuse and how the South African justice system operates. Without these skills, the legal process may not be successful and the prevention of child sexual abuse not as successful as it might otherwise be. The general aim of the study was to analyse the skills and needs of social workers assessing allegations of child sexual abuse in order to assist organisations working in the field of forensic social work by improving their support training practices in forensic social work. The researcher used a quantitative descriptive design also known as a survey design. This design usually makes use of a questionnaire as a data collection method and nineteen (19) respondents were selected according to a randomised method of sampling. The findings form part of a list of recommendations to participating welfare organisations. / Thesis (MSc (Physiology))--North-West University, Potchefstroom Campus, 2013.

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

This research project examines the acculturation process in order to predict the perceived work success and health (psychological and physical) of mineworkers in a mine in the North–West Province.1 Work success can also be described as that which is achieved when an employee enjoys his career for reasons of psychological experience of success and personal growth and development within both his/her current occupation and working environment. Health is defined as a condition of complete physical, mental and social well–being and not merely the absence of disease or frailty. Health is therefore about completeness, contentment and well–being at a physical, cultural, psychosocial, economic and spiritual level. Employees’ success and health is evaluated from an acculturation perspective, and therefore considered a result of the acculturation process. This proposition was explored by investigating the relationship between the acculturation context and individual intervening factors, mapped into variables, and acculturation outcomes (work success and health). A convenient sample of participants from the mine examined was taken (n = 288). English questionnaires using a cross–sectional survey design were used to gather the data. Modified measuring instruments and others developed for the project, which follow a five–point Likert format (‘strongly agree’ to ‘strongly disagree’) were used to investigate the mainstream domain (perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with mainstream members at work), an individual intervening factor (individual separation acculturation strategy practices), the ethnocultural domain (perceived pressure to conform to own culture, ethnic separation demands at work, and relationships with co–ethnics at work), psychological acculturation outcomes (health), and sociocultural acculturation outcomes (work success). The data was captured in a spreadsheet, controlled for errors, and statistically analysed using regression in SPSS. Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were inspected, and effect sizes were used to determine the findings’ practical significance. The results did indicate practical and statistically significant relationships exist between acculturation context, individual and acculturation outcomes variables. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work proved to be statistically significant predictors of meeting deadlines at work. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work was statistically significant predictors of reputation and respect at work. Perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, and relationships with mainstream members at work were statistically significant predictors of training and development opportunities at work. Individual separation acculturation strategy practices and ethnic separation demands at work were statistically significant predictors of psychological health. Perceived racism at work and ethnic separation demands at work proved to be statistically significant predictors of physical health. These findings demonstrate that success and health can be viewed from an acculturation perspective, and that the acculturation context and individual intervening factors, can be used to predict psychological and sociocultural acculturation outcomes. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2010.

The purpose of the study is to determine the relationship between maternal employment and teenage character traits. Statistics show a significant increase in women entering the labour market and although demographics are changing rapidly, social attitudes and policies may lag behind, and the concept of mothers as principal caretakers and fathers as economic providers remains very much in place. The profound and sometimes contradictory convictions of individual members about working mothers and their children paralleled those of countless others and professional people where matched only by the equally profound lack of facts on which these convictions might be based. The objective of the study is to measure the perceived character traits of teenage children in terms of self confidence, locus of control, independence, time management and ambition. The questions were measured within two different scenarios: the first, within households where both parents are employed, and the second, within households where only the father is employed. The aim of the study is to determine if there is any correlation between maternal employment and the presence or lack of presence of the specified character traits. The empirical study was conducted using the quantitative research method with a non–probability sample. The data collection method used for the purpose of this study was in the form of questionnaires, based on the Likert scale. The content validity of the questionnaire was evaluated by a subject matter expert, while the face validity was determined by the Statistical Consultation Services of the North West University. Analysis of completed questionnaires involved descriptive statistics and practical significance. The target population, high school teachers within the North West and Gauteng Province, consisted of 70 participants. Based on the findings emanating from the research, there were no noticeable difference found between teenagers within households where both parents are employed and households where only the father is employed, although the results indicated a tendency for children within households where both parents are employed to be slightly more self confident, lean more towards an internal lotus of control, have higher ambition and are less dependent than those teenagers from households where only the father is employed. These findings, although not noticeable, agree with the literature. There were limitations that had an impact on the results of this study. The limited population resulted in a small sample. The sample indicated that 41 percent have five years or less experience. Participants indicated that they are not always aware of the household dynamics. Additional limitations include the strict ethical roadblocks when conducting research on children. It was recommended that a more comprehensive study should follow, which should include the participation of mothers and teenagers alike. This will give the researcher a distinct and clear result of what the influences could be within the household dynamics. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

This research project examines the acculturation process in order to predict the perceived work success and health (psychological and physical) of mineworkers in a mine in the North–West Province.1 Work success can also be described as that which is achieved when an employee enjoys his career for reasons of psychological experience of success and personal growth and development within both his/her current occupation and working environment. Health is defined as a condition of complete physical, mental and social well–being and not merely the absence of disease or frailty. Health is therefore about completeness, contentment and well–being at a physical, cultural, psychosocial, economic and spiritual level. Employees’ success and health is evaluated from an acculturation perspective, and therefore considered a result of the acculturation process. This proposition was explored by investigating the relationship between the acculturation context and individual intervening factors, mapped into variables, and acculturation outcomes (work success and health). A convenient sample of participants from the mine examined was taken (n = 288). English questionnaires using a cross–sectional survey design were used to gather the data. Modified measuring instruments and others developed for the project, which follow a five–point Likert format (‘strongly agree’ to ‘strongly disagree’) were used to investigate the mainstream domain (perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with mainstream members at work), an individual intervening factor (individual separation acculturation strategy practices), the ethnocultural domain (perceived pressure to conform to own culture, ethnic separation demands at work, and relationships with co–ethnics at work), psychological acculturation outcomes (health), and sociocultural acculturation outcomes (work success). The data was captured in a spreadsheet, controlled for errors, and statistically analysed using regression in SPSS. Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were inspected, and effect sizes were used to determine the findings’ practical significance. The results did indicate practical and statistically significant relationships exist between acculturation context, individual and acculturation outcomes variables. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work proved to be statistically significant predictors of meeting deadlines at work. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work was statistically significant predictors of reputation and respect at work. Perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, and relationships with mainstream members at work were statistically significant predictors of training and development opportunities at work. Individual separation acculturation strategy practices and ethnic separation demands at work were statistically significant predictors of psychological health. Perceived racism at work and ethnic separation demands at work proved to be statistically significant predictors of physical health. These findings demonstrate that success and health can be viewed from an acculturation perspective, and that the acculturation context and individual intervening factors, can be used to predict psychological and sociocultural acculturation outcomes. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2010.

The purpose of the study is to determine the relationship between maternal employment and teenage character traits. Statistics show a significant increase in women entering the labour market and although demographics are changing rapidly, social attitudes and policies may lag behind, and the concept of mothers as principal caretakers and fathers as economic providers remains very much in place. The profound and sometimes contradictory convictions of individual members about working mothers and their children paralleled those of countless others and professional people where matched only by the equally profound lack of facts on which these convictions might be based. The objective of the study is to measure the perceived character traits of teenage children in terms of self confidence, locus of control, independence, time management and ambition. The questions were measured within two different scenarios: the first, within households where both parents are employed, and the second, within households where only the father is employed. The aim of the study is to determine if there is any correlation between maternal employment and the presence or lack of presence of the specified character traits. The empirical study was conducted using the quantitative research method with a non–probability sample. The data collection method used for the purpose of this study was in the form of questionnaires, based on the Likert scale. The content validity of the questionnaire was evaluated by a subject matter expert, while the face validity was determined by the Statistical Consultation Services of the North West University. Analysis of completed questionnaires involved descriptive statistics and practical significance. The target population, high school teachers within the North West and Gauteng Province, consisted of 70 participants. Based on the findings emanating from the research, there were no noticeable difference found between teenagers within households where both parents are employed and households where only the father is employed, although the results indicated a tendency for children within households where both parents are employed to be slightly more self confident, lean more towards an internal lotus of control, have higher ambition and are less dependent than those teenagers from households where only the father is employed. These findings, although not noticeable, agree with the literature. There were limitations that had an impact on the results of this study. The limited population resulted in a small sample. The sample indicated that 41 percent have five years or less experience. Participants indicated that they are not always aware of the household dynamics. Additional limitations include the strict ethical roadblocks when conducting research on children. It was recommended that a more comprehensive study should follow, which should include the participation of mothers and teenagers alike. This will give the researcher a distinct and clear result of what the influences could be within the household dynamics. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Im Zentrum der Dissertation steht die Untersuchung der 1518 fertig gestellten 'Fürstlichen Chronik' des Freiburger Juristen und Historiographen Jakob Mennel. Sein monumentales, fünfbändiges Werk berichtet auf mehr als 2600 Text- und Bildseiten von der Genese des Hauses Habsburg und verfolgt diese detailliert durch einen Zeitraum von 2700 Jahren. Die interdisziplinär angelegte Grundlagenarbeit an der Schnittstelle von Kunstgeschichte, Literatur- und Geschichtswissenschaft erfasst sämtliche Kodizes der Chronik erstmals vollständig in Form einer Inhalts- und Funktionsanalyse. Genealogie wird als Denk- und Argumentationsmuster erläutert, der politisch-gesellschaftliche Hintergrund verschiedener Habsburger-Genealogien ab dem 10. Jh. skizziert und in das gedechtnus-Werk Kaiser Maximilians I. (1459-1519) eingeführt, um darauf basierend den Aufbau, die Zielsetzung und Funktion der 'Fürstlichen Chronik' Jakob Mennels herauszuarbeiten. Gezeigt wird, dass Mennels Genealogie dem Kaiser nicht nur zur Legitimierung seiner Herrschaft, sondern auch zur Stabilisierung der stets prekären Macht diente: Dies funktioniert einerseits über Mennels genealogischen Entwurf, insbesondere dessen ungebrochene Linienführung und die Rückbindung an die Idoneität, Tugend und Potenz zahlreicher weiterer Adelsgeschlechter. Verbreitet wird das in der Chronik entworfene Wissen durch bedeutende Bildwerke maximilianischer gedechtnus, die als Ergebnisse einer medialen Transformation der genealogischen Formel beschrieben werden. Dieser Konnex bildet neben dem Einbezug der weiteren Verarbeitung und Rezeption der 'Fürstlichen Chronik' den zweiten großen Untersuchungsschwerpunkt der Dissertation. Zentrale Aussagen der Chronik nehmen als implizite politisch-territoriale Ansprüche, in Text und Bild der einzelnen Medien jeweils divers organisiert, konkrete Gestalt an. Sie trugen, so die These, mit der Verbreitung des genealogischen Wissens der 'Fürstlichen Chronik' entscheidend zur Legitimierung und Stabilisierung habsburgischer Herrschaft bei - die bis 1918 bestand.

The South African education system has experienced a paradigm shift from content-based education towards an outcomes-based education. The focus of outcomes-based education is a learner-centred approach. The criteria that learners should adhere to at the end of their school career are that they should be productive, successful lifelong learners. To achieve these criteria, learners should be able to maximise their own potential. The world of work requires learners to easily adapt and function effectively in groups and to have the ability to achieve the set criteria. This means that the world of work demands productive, critical, independent learners who are able to express themselves and communicate effectively within social situations. The question that arises is whether learners within the South African context have the ability to create opportunities to claim ownership and take responsibility for their own learning. The focus of this research is therefore on the role of maximising human potential as determined by the need of South African learners to be empowered and well prepared for the demands of the world of work. The literature pertaining to the nature, phenomenon and process of maximising of human potential is briefly examined and the fundamentals are identified. Maximising of human potential is contextualised as a component of the educational phenomenon. An observation study of two classgroups consisting of grade 8 and grade 10 learners respectively from the same school was undertaken in order to identify and determine whether learners within a realistic, diverse school setting are capable of maximising their own potential. Profiles were compiled to underline the socio-economic background of each learner and to serve as a mechanism to indicate and underline diversity in the classroom. Interviews with teachers and learners served as cross-validation of these results. The results revealed that learners from the school were demotivated with regard to maximising their potential. As a qualitative study, the final results indicated trends that may be generalised to similar classrooms. The phenomenon of maximising of human potential is based on the principle of outcomes-based education and should be the focus of learning in every classroom. Guidelines and models for a facilitator training programme in maximising human potential are suggested. The findings of the study indicate that by virtue of the fact that the teaching and learning process is to be approached from a new angle, teachers first need to have a changed perspective or execute a philosophical leap before they are able to maximise the potential of learners in the classroom. Recommendations for the future include, amongst others, that the teacher should be seen as a facilitator of opportunities for learner contributions; that because of the new and exciting demands made on the teacher by this approach, knowledge and expertise regarding maximising of human potential as didactic practice should be made available; that a longitudinal observation study of teachers who received such training, and their pupils, is undertaken as a follow-up study in order to evaluate the results of the training; and that further research is undertaken locally as well as in other countries where the maximising of human potential in language as learning phenomenon is already being practiced. / Dissertation (MEd (Curriculum Studies))--University of Pretoria, 2006. / Curriculum Studies / unrestricted

AFRIKAANS : Die navorsing is uitgevoer ten einde die aard en benutting van Personeelondersteuning- en Loopbaansentrum (POLS) se dienste aan die AID-personeel van die hoofkampus van UP, te verken en waar primêr gebruik gemaak was van ‘n kwantitatiewe navorsingsbenadering. Met die aanvang van die navorsingsprosedure was ‘n uitgebreide literatuurstudie oor verwante konsepte van WHPs en die universiteit as werkplek onderneem, gevolg deur empiriese navorsing deur die benutting van twee self-geadministreerde posvraelyste. Die eerste vraelys was aan geselekteerde AID-toesighouers en die tweede vraelys aan AID-werknemers ook geselekteer volgens die proporsioneel-gestratifiseerde steekproeftrekking, versprei. Daar was derhalwe deur middel van evaluerende navorsing ondersoek ingestel na werknemers en toesighouers se behoeftes en verwagtinge van die bestaande dienste, die mate van tevredenheid wat ervaar was en of hul deur die huidige dienste bereik word. Die behoefte aan ‘n volwaardige en gestruktureerde WHP vir UP was ook bepaal. Die studie het ‘n uitgebreide teoretiese deurskouing van die literatuur oor WHPs in die algemeen voorsien en aspekte soos die universiteit as werkplek, met spesifieke klem op die AID as werkplek, ondersoek en beskryf. Indien die literatuurstudie oor WHP in ag geneem word, blyk dit duidelik dat die dienste soos deur POLS gelewer, nie aan die standaarde en riglyne soos deur EAPA-SA gestel, voldoen nie. POLS voldoen op hierdie stadium ook nie aan ‘n tipiese WHP of Bedryfsmaatskaplike werk program nie, vanweë die lewering van beperkte dienste. Die literatuur het ook lig gewerp op die feit dat die WHP ten doel het om die organisasie se visie en missie te ondersteun. Die werksopset, organisasie dinamika en personeel diversiteit binne die Universiteit van Pretoria het dan ook aangedui dat die universiteit ‘n unieke werkgewer is en ook gebonde is tot die onderskrywing van verskeie wetgewing soos van toepassing op alle ander werkgewers. Die AID se missie, organisasiestruktuur, strategiese bestuur, fasiliteite en menslike hulpbronne dui daarop dat die AID nie van enige ander organisasie met betrekking tot werknemer en werkgewer verwagtinge verskil nie. Die literatuurstudie het aangedui dat die kern van WHPs gesetel is in ‘n doelgerigte en gestruktureerde program met die uitsluitlike doel om die werknemer se algehele maatskaplike funksionering te bevorder. Die empiriese navorsing het getoon dat POLS, as die Universiteit van Pretoria se hulpverleningsdiens, nie ten volle in die doel kon slaag nie. Die situasie kan grootliks toegeskryf word aan onkunde met betrekking tot POLS en gepaardgaande dienslewering asook die leemte aan doeltreffende bemarking deur POLS. Daar word derhalwe aanbeveel dat die Universiteit van Pretoria sterk oorweging skenk aan die ontwikkeling en implementering van ‘n volwaardige gestruktureerde werknemerhulpprogram, geskoei op die voorskrifte en beleid van EAPA-SA. ENGLISH : The research was performed to explore the nature and utilization of the Employee Assistance- and Career Centre's (EACC) services to the Academic Information Service (AIS) personnel on the main Campus of the University of Pretoria, and where a quantitative research approach was primarily used. With the commencement of the research procedure an extensive literature study about related concepts of EAP's and the University as a work place was undertaken, followed by empirical research through the usage of two self administered post questionnaires. The first questionnaire was sent to selected AIS-supervisors and the second questionnaire to the AIS-employees, also selected according to proportional stratified sampling procedure. An investigation was therefore done, through research evaluation, whether the employees and supervisors' needs and expectations of existing services, the extent of satisfaction experienced have been met and whether they are reached by the present services. The need for a full-fledged and structured EAP for UP was also determined. The study provided an extensive theoretical study of the literature on EAPs in general and surveyed and described aspects such as the university as work place, with specific emphasis on AIS as work place. Should the literature study on EAP be taken into account, it is evident that services provided by EACC, do not comply with standards and guidelines set by EAPA-SA. The EACC does not comply, at this stage, to a typical EAP or Occupational Social Work programme, because of the delivery of limited services. The literature also revealed the fact that EAPs purpose is to support the vision and mission of the organization. The work set-up, organization dynamics and personnel diversity with-in the University of Pretoria also indicated that the University is a unique employer who is also tied to the underwriting of several legislation applicable to all employers. The AIS's mission, organizational structure, strategical management, facilities and human resources, indicated that AIS do not differ from any other organization with regards to employee and employer expectations. The literature study indicated that the core of EAPs is settled in a purposeful and structured programme with the exclusive purpose to promote the employee's entire social well-being. The empirical study showed that the EACC, as employee assistance service of the University of Pretoria, could not reach the expected goals. This can be assigned to the lack of knowledge regarding EACC and their services, as well as the inefficient marketing by EACC. It is therefore recommended that the University of Pretoria should strongly consider a full-fledged Employee Assistance Programme based on the prescription and policies upheld by EAPA-SA. / Dissertation (MSD)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted