Thesis (Ph.D.(Organizational Behaviour))--University of Pretoria, 2009. / Abstract in English and Afrikaans. Includes bibliographical references.

The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on September 16, 2009). Thesis advisor: Dr. Bryan L. Garton. Includes bibliographical references.

Thesis (M.A.)--University of Toronto, 2009. / Source: Masters Abstracts International, Volume: 48-02, page: .

Thesis (Ed.D.)--University of Missouri-Columbia, 2004. / Typescript. Vita. Includes bibliographical references (leaves 111-128). Also available on the Internet.

Thesis (Ed.D.)--University of Missouri-Columbia, 2004. / Typescript. Vita. Includes bibliographical references (leaves 111-128). Also available on the Internet.

Thesis (Ph.D.)--University of Minnesota, 2006. / Adviser: Gary N. McLean. Includes bibliographical references (p. 119-136)

Thesis (Ph. D.)--University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (May 2, 2007) Vita. Includes bibliographical references.

M.Com. (Business Management) / The knowledge economy developed out of the need for more complex products and services. The workers who are able to create such complex products and services are called knowledge workers. The term knowledge worker refers to the fact that the worker needs to be able to deal with large amounts of information, analyse and then generate knowledge out of this vast wealth of data and then be able to use this knowledge to create the necessary products and services to provide a competitive advantage for the organisation. Organisations have also become more streamlined, getting rid of hierarchical layers of managers in an effort to become agile, more responsive to market demands. As a result, traditional careers that were hierarchical in nature were abandoned. Organisations now rely on each individual to take responsibility for their own career development. The issues and factors associated with such a boundaryless career system needs to be investigated to ensure that the career needs of knowledge workers are understood if they are to contribute to the sustainable competitive advantage of their organisations. The demand for knowledge workers are on the increase, yet little is known with regards to their career perceptions and attitudes. This research study focused on exploring the issues and factors affecting the career development of knowledge workers. The reliance on knowledge workers creates interesting problems for organisations as management is no longer the only career option available. Specialisation and dual career ladders are required to ensure that the knowledge residing in the minds of knowledge workers are not lost. The first part of the research focused on a qualitative approach, focusing on a literature review of knowledge, knowledge workers and lastly, the career development of knowledge workers. A questionnaire was developed based on issues and factors that the literature review uncovered. The survey was administered in the form of an online Internet survey...

Ph.D. (Human Resources Management) / This study explores the characteristics that prevent the derailment of women leaders. It further provides insight into leadership derailment as it is experienced and interpreted by women leaders. The study was done in the context of the scarcity of women in senior and executive leadership positions within organisations, whilst equality and transformation remain on the global leadership agenda, as well as the context of South African Transformation and Employment Equity Legislation. A qualitative study was undertaken based on the grounded theory research methodology. The purposeful and snowball sampling technique yielded five research participants. Through in-depth interviewing eleven themes emerged from the data. These were the personal and core constructs held by participants in relation to their conceptualization of the leadership landscape, derailment, and of themselves as leaders. While each participant‘s experience of derailment and the leadership landscape was unique, the findings of the study indicated that specific personal characteristics prevented their derailment or enabled them to overcome derailment. These were: pragmatic approach to gender issues and willingness to compromise, insight into behavior, positive outlook/optimism, building relationships and networks self-confidence and self-efficacy, resilience and coping, emotional maturity and managing emotions, recognition of significant others, achievement drive and perseverance, risk taking and openness to change, and balancing multiple roles. Whilst an exploration of the external factors leading to characteristics that prevent derailment as well as opting out and voluntary separation, was not the purpose of this study, emerging themes in respect to these were discussed. Finally, an integrated framework was formulated presenting the characteristics that prevent the derailment of women leaders.

M.A. / There is a serious need for effective career guidance programmes in schools. Most of the research point out that the need is more evident in African schools. This can be linked to the high school dropout rate, resulting in unemployment and a low quality of life in some sectors of the population. Other factors like poverty and parents’ socio -economic status plays a part. This study sees the school as the most important setting and environment that is responsible for developing and promoting quality career development programmes that will produce learners that are going to be self-reliant in life. For such programmes to address the needs of the learners, they should be developmental in nature. Some of the characteristics of a developmental career development programme are that it takes all children in the school into consideration. It also has a preventative emphasis. The study raises concerns about the nature of career development in schools and whether their programmes are developmental in nature. The training of the guidance counsellors, as they are responsible for programme development, is also an issue. The study therefore describes at length a developmental career guidance programme, its characteristics, principles on which it is based and implementation. The psycho-education model is seen as a proper vehicle for training and for enhancing the skills of the guidance counsellors. A training manual in career development was developed as an intervention process in this study. Ten teachers who were firstly interviewed to assess their level of knowledge and training on career development were trained using this manual. The teachers were then interviewed, and gave a descriptive account of the knowledge acquired from the training. The results are discussed with reference to the theory and literature that are put forward in this study. The evaluation of the intervention of the study, which was the training manual, was positive. The teachers described it as helpful and easy to apply.