Text in Afrikaans, abstract in Afrikaans and English / Die studie handel oor die probleme wat veranderende werksomstandighede vir die werker en sy gesin veroorsaak. In 'n tydvak waar die wereld van werk dramaties verander, toon baie mense onkundigheid oor wat die veranderende wereld van werk impliseer. Hierdie veranderende wereld van werk vereis dat die werker groter verantwoordelikheid sal neem vir sy/haar eie loopbaantoekoms en -sekuriteit. 'n Loopbaan waar vaste ure, 'n vaste salaris, 'n pensioenfonds en ander byvoordele vanselfsprekend is, is in die veranderende wereld van werk nie meer die norm nie. Mense is nie voorbereid op veranderende werksomstandighede nie en ervaar verskeie probleme soos stres, 'n verswakte selfbeeld, depressie en 'n gevoel van magteloosheid. Die meeste mense wat blootgestel word aan veranderende werksomstandighede ervaar toekomsskok en hunker na die ou bedeling waar dinge seker en voorspelbaar was. Omdat persona blootgestel aan veranderende werksomstandighede nie voldoende op verandering voorberei word nie, ervaar hulle en hul gesinne probleme. Hulle probeer dikwels om so vinnig moontlik van die pyn en angstigheid wat met die verandering gepaard gaan, te ontsnap en neem daarom dikwels ondeurdagte besluite en voortydige aksies. Dit het dikwels mislukking tot gevolg wat verreikende ekonomiese en psigologiese implikasies mag inhou. Die begeleidingsprogram vir die studie is daarom ontwerp met die doel om aan gesinne wat blootgestel word aan veranderende werksomstandighede die nodige insig in die veranderende wereld van werk te gee, en om aan hulle die nodige vaardighede te gee om die probleme wat veranderinge meebring, te kan hanteer. Die persone en hulle gesinne word bemagtig deurdat aan hulle die begrip "portefeulje -werk" met die uitgangspunt dat almal altyd oor sekere bemarkbare vaardighede beskik, en daarom tegnies nooit werkloos hoef te wees nie, bekendgestel word. Daar word gepoog dat hulle hierdie konsep sal internaliseer en dat hulle daarom 'n paradigmaskuif sal maak sodat hulle meer op hulself en hulle eie vaardighede aangewese is as op eksterne faktore in die wereld van werk. Uit die terugvoergesprekke met die proefpersone aan die begin van die groepsessies en die vraelyste wat hulle voltooi het, blyk dit dat hulle gebaat het by die bywoning van die groepsessies. / This study deals with the problems experienced by a person and his/her family when faced with changing work circumstances. In a time where the world of work is undergoing dramatic changes, many people lack knowledge about the implications of the changing world of work. This changing world of work requires that the worker will take greater responsibility for his own career future and career security. A career where fixed work hours, a fixed salary, a pension fund and other benefits are a given, is no longer the norm in the changing world of work. People are not prepared to deal with changing work circumstances. They experience a variety of problems like stress, a poor self image and depression. Most people who are facing changing work circumstances experience future shock and long for the old times when things were certain and predictable. Persons and their families who are facing changing work circumstances are not sufficiently prepared for the changes. They often try to escape the pain and anxiety which accompany the changes by making quick decisions and by taking premature actions. This often leads to failure and has serious economic and psychological implications. The counselling programme for this study is thus designed with the purpose to give the families who are faced with changing work circumstances the necessary insight in the changing world of work, and to equip them with the necessary skills to deal with the problems which accompany the changes. The persons and their families are also empowered by introducing them to the concept "portfolio work". The implications of portfolio work is that people always have some marketable skills, and by marketing themselves and their skills they should technically never be unemployed. It is attempted to help the participants to internalise these concepts in order to make a paradigm shift so that they will be more self reliant and less dependent on employers in the world of work. From feedback with participants in the investigation at the beginning of the group sessions, and the questionnaires they completed, it seems that they have benefited from attending the group sessions. / Psychology of Education / Ph. D. (Sielkundige Opvoedkunde)

Text in English / This research investigated the ability of employees to survive experiences of major career changes and how they managed to build career resilience during the process. Adopting an action research approach, it continues to research the role the church can play in this process, suggesting ways in which the exponents of practical theology, and more specifically, pastoral ministries can extend their role into non- or de-institutionalised areas, becoming industrial or organisational pastoral professionals in their own right. The second research question investigated ways in which career resilience can improve agency in upholding values in the face of the employee exploitation onslaught? A narrative approach was used and discourses of ethics and power were discussed. It was indicated how these could be subjected to a process of deconstruction to create alternative and preferred career stories. / Philosophy, Practical and Systematic Theology / M.Th. (Practical Theology - with specialisation in Pastoral Theraphy)

The aim of this thesis is to extend sport career transition knowledge by developing and evaluating a psycho-educational curriculum for sport career transition practitioners. Study 1 provides an extensive overview of organisational intervention programmes for sport career transition, as well as of training and development programmes for sport career transition practitioners from 19 countries worldwide. The purpose of Study 1 was to examine the following five features of sport career transition organisational intervention programmes and training and development programmes for sport career transition practitioners: 1) At the government level, which organisation is responsible for the delivery of sport career transition organisational intervention programmes? 2) What is the typical strategy of sport career transition organisational intervention programmes? 3) Which activities and events are included in sport career transition organisational intervention programmes? 4) Who is responsible for the delivery of sport career transition organisational intervention programmes? and 5) Do sporting organisations have training and development programmes for sport career transition practitioners? Findings from Study 1 were used to inform Study 2 and to supplement the literature review. According to the literature, training and development programmes for sport career transition practitioners remain scarce, while the number of sport career transition organisational intervention programmes is gradually increasing. The purpose of Study 2 was to develop and evaluate a novel psycho-educational curriculum for sport career transition practitioners. There were three stages of development and evaluation: (1) content development, (2) curriculum design and (3) curriculum evaluation. To achieve the goal of Study 2, a focus group and a two-round Delphi method were implemented. The final version of the psycho-educational curriculum is presented in Chapter 5. The purpose of Study 3 was to test a key aspect of the psycho-educational curriculum developed in Study 2 concerning 38 competences of sport career transition practitioners. A curriculum package consisting in the key parts from the overall curriculum was developed for Study 3. The findings revealed that the curriculum package positively affected the confidence of the study participants in 38 competences concerning sport career transition. This demonstrates that the curriculum is effective for the development of sport career transition practitioners, as the study participants exhibited greater confidence on all four factorsDual Career Transition Management, Skill Transfer, Social Support, and Career Planningwhen completing the curriculum package. The discussion in Chapter 7 focuses on both the theoretical and practical implications of the research, limitations and future research directions. In conclusion, the findings presented here deepen the knowledge of sport career transition in the areas of organisational intervention programmes for high performance athletes and training and development programmes for sport career transition practitioners. In addition, a novel psycho-educational curriculum for sport career transition practitioners is developed and evaluated.

Abstract in English, Southern Sotho and Afrikaans / South African chartered accountants (CAs(SA)), who are primarily trained as financially orientated technical specialists, play a significant role as part of management teams, which require expertise in leadership, strategy, marketing, communication and teamwork among other managerial skills. However, it has been found that accounting professionals have inherent characteristics that could act as barriers to career transition and adaptability in the volatile and challenging accounting profession. This study employed an interpretative phenomenological analysis research design to gain insights on the way CAs(SA) in the financial services sector have managed to overcome barriers and leverage enablers to transition their careers. Accordingly, interviews were conducted with CAs(SA) who occupy or have occupied a management position in the financial services sector. The findings revealed that the participants had prepared themselves for transition by gaining credibility and confidence by means of exposing themselves to challenging work, leading others, taking part in varied activities, updating their substantive knowledge base and using mentors. Through their attitudes, behaviour and decisions, participants were able to influence their career development context by being adaptable. Further, participants revealed that they were able to overcome barriers by gaining practical experience and exposure to varied tasks and career development opportunities, reading, listening and further training and education. Participants were also able to overcome barriers and create enablers by learning from others through informal mentorships and working in strong teams, which limited the extent to which they had to learn from their own mistakes. These insights could benefit not only CAs(SA) themselves but also professional accounting bodies, academic institutions, training organisations and employers of CAs(SA). / Di-chartered accountant tsa Afrika Borwa (CAs(SA)), ba rupetsweng ka sehlooho jwalo ka ditsebi tsa setekgeniki ka tsa ditjhelete, ba bapala karolo ya bohlokwa dihlopheng tsa bookamedi tse hlokang botsebi ho tsa boetapele, meralo, papatso, dikgokahano le tshebetso ya sehlopha, hara ditsebo tse ding tsa bookamedi. Leha ho le jwalo, ho fumanwe hore diprofeshenale tsa accounting di na le ditlwaelo tse tebileng tse ka iketsang dithibelo tsa kgolo mosebetsing le phetophetoho kahare ho profeshene ya accounting e dulang e sa tsitsa hape e na le diphephetso. Boithuto bona bo sebedisitse moralo wa patlisiso wa kutlwiso ya batho ya ntho e itseng ho fumana tsebo ka mokgwa oo diCA(SA) lekaleng la ditshebeletso tsa ditjhelete ba kgonneng ho fenya dithibelo tse jwalo le ho sebedisa dithutso ho hola mesebetsing ya bona. Ka tsela eo, di-inthavu di entswe le diCA(SA) tse maemong (kapa tse kileng tsa ba maemong) a bookamedi kahara lekala la ditshebeletso tsa ditjhelete. Diphetho di bontshitse hore bankakarolo ba itokiseditse phetoho ka ho iphumantsha bokgolwehi le boitshepo ka ho ipepesetsa mosebetsi o phephetsang, ho etella ba bang pele, ho nka karolo mesebetsing e fapaneng, ho ntjhafatsa ditsebo tsa bona le ka ho sebedisa batataisi. Ka mehopolo ya bona, boitshwaro le diqeto, bankakarolo ba ile ba kgona ho susumetsa ntshetsopele ya mesebetsi ka hore ba kgone ho fetofetoha. Ho feta moo, bankakarolo ba supile hore ba kgonne ho fenya dithibedi ka ho fumana tsebo ya ketso le ho ipepesetsa mesebetsi e fapaneng le menyetla ya ntlafatso ya tshebetso, ka ho bala, ho mamela le ho etsa dithuto le dithupelo tsa ntshetsopele ya thuto. Bankakarolo ba boetse ba kgonne ho hlola dithibelo le ho hlahisa dithusi ka ho ithuta ho tswa ho batho ba bang ka ditataiso tse sa hlophiswang le ka ho sebetsa le dihlopha tse matla, e leng ho neng ho fokotsa makgetlo ao ka ona ba neng ba tlameha ho ithuta ka diphoso tsa bona. Dintlha tsena di ka ba molemo eseng feela ho diCA(SA) ka bo tsona, empa le ditheo tsa profeshenale tsa accounting, ditsi tsa accounting, mekgatlo ya thupelo le bahiri ba diCA(SA). / Suid-Afrikaanse geoktrooieerde rekenmeesters (CA’s(SA)) wat primêr as finansieelgeoriënteerde tegniese spesialiste opgelei is, speel 'n beduidende rol in bestuurspanne wat kundigheid in leierskap, strategie, bemarking, kommunikasie en spanwerk en ander bestuursvaardighede vereis. Daar is egter bevind dat rekeningkundige praktisyns inherente eienskappe het wat struikelblokke kan wees vir loopbaanoorgang en aanpasbaarheid in die ongestadige en uitdagende rekeningkundige beroep. Hierdie studie het 'n interpretatiewe fenomenologiese ontledingnavorsingsontwerp gevolg om insig te bekom oor die wyse waarop CA’s(SA) in die finansiële sektor daarin geslaag het om sulke struikelblokke en hefboominstaatstellers te bowe te kom om loopbaanoorgang te bereik. Onderhoude is dienooreenkomstig met die CA’s(SA) gehou wat bestuursposisies in die finansiële sektor beklee of beklee het. Die bevindings het gewys dat die deelnemers hulleself vir oorgang voorberei het deur geloofwaardigheid en vertroue te verkry deur blootstelling aan uitdagende werk, om ander te lei, deelname aan gevarieerde aktiwiteite, om hulle substantiewe kennisbasis op te dateer en om mentors te gebruik. Deur aanpasbare houdings, gedrag en besluite kon die deelnemers hulle loopbaanontwikkelingskonteks beïnvloed. Die deelnemers het ook aangedui dat hulle struikelblokke te bowe kon kom deur praktiese ervaring en blootstelling aan gevarieerde take en loopbaanontwikkelingsgeleenthede, en deur lees, luister en deelname aan verdere onderwys en opleiding. Die deelnemers was voorts in staat om struikelblokke te oorkom en instaatstellers daar te stel deur by ander te leer deur informele mentorskap en om in sterk spanne te werk, wat die mate waarin hulle uit hulle eie foute moes leer, beperk het. Hierdie insigte behoort nie net CA’s(SA) te baat nie, maar ook professionele rekeningkundige liggame, akademiese instellings, opleidingsorganisasies en werknemers van CA’s(SA). / Management Accounting / M. Phil. (Accounting Sciences)