The shortage of nurses is a global problem and the selection and education of nursing students is of primary concern. At present, nurse educators at some nursing colleges in Gauteng Province experience problems with the type of students accepted for training and education. The situation is exacerbated by the difference in selection criteria applied for the acceptance of nurse students. Accordingly, the purpose of this study was to explore nurse educators’ perceptions of the current selection criteria and describe the criteria that they would recommend for better selection, retention and training of nurses. The study was conducted at a nursing college in the West Rand Region, Johannesburg. The college trains first-year nursing students before promotion to second-year level at Chris Hani Baragwanath Nursing College, where they complete their training. The researcher selected a qualitative, exploratory and descriptive research design and data was collected from 19 participants, aged between 35 and 60, in three focus group discussions. A grand tour question and probing questions were asked to elicit deep, rich discussion and data. The researcher took field notes during the interviews. The findings of the study revealed discrepancies between the selection criteria applied by the Gauteng Department of Health, the Department of Labour, the SANC and the nursing college management; nurse educators’ feeling of disempowerment related to non-participation as stakeholders in student nurses’ selection; students’ inability to cope with course content revealed that there is a gap between Gauteng Department of Health, Gauteng nursing college management, nurse educators and labour department and a need for review of selection criteria for nursing students, and lack of support from management. The study makes recommendations for practice and nursing education which should assist all the stakeholders in developing selection criteria for nursing students and course content. / Health Studies / M. A. (Nursing Science)

The accounting profession continually has problems with hiring and keeping qualified staff; and many accounting scandals have shown a lack of ethical behavior on the part of Certified Public Accountants (CPA). This suggest a misfit between those in the profession and the ethics that the profession strives towards. Research has shown that the congruity of personal values with organizational values, person-organization fit (P-O fit), is an important factor in the hiring, socialization, and retention of employees. In addition, ethical behavior has been found related to P-O fit. Accounting educators have been called upon to address these problems by inculcating accounting students with the values of the accounting profession. This research firstly reports on the results of a comparison of the personal values of upper level accounting students in Georgia with the personal values of CPA leaders in Georgia. Personal value priorities were measured with the Rokeach Value Survey (RVS). The findings indicated that these samples of Georgia CPA leaders (N = 193) and accounting students (N = 516) significantly differed in the priority given to 24 of the 36 (66.7%) RVS values. This result suggests a lack of P-O fit between accounting students and the accounting profession. Secondly, this research reports on the effectiveness of two education interventions designed to improve the P-O fit of accounting students: a Curriculum Modification Intervention and a Value Self-Confrontation (VSC) Intervention. These education interventions were delivered online as part of the content of two distance learning classes on accounting ethics. The curriculum of both classes were augmented with content aimed at increasing the priority given to the value of courageous. The two classes were designated as either Group 1 or Group 2. Group 1 received only the Curriculum Modification Intervention. Group 2 received both the Curriculum Modification Intervention and the VSC Intervention, which was targeted at increasing the priority given to the four values of capable, courageous. honest, and responsible—values related to the Code of Professional Conduct and Bylaws (2012) of the American Institute of Certified Public Accountants. The results indicated that Group 1, from the beginning to the end of class (short-term value change), did not increase the priority given to courageous. Thus, the stand-alone Curriculum Modification Intervention did not result in the desired effect. Group 2, on the other hand, did increase the short-term priority given to all four of the targeted values. Moreover, Group 2 increased the long-term priority given to two of the four targeted values: capable and courageous. The higher priority given to these values at the end of class persisted for 15-16 weeks. The effect sizes indicated practical significance. These results suggest that the VSC Intervention was effective at inducing both short-term and long-term value change in the priority given to values of importance to the ethics of the accounting profession. These findings have implications for CPA firms, specifically with regard to hiring ethically “fitting” staff and fostering an ethical culture in accounting firms. The results of this research also provide input that may be helpful in improving accounting pedagogy, especially the pedagogy of accounting ethics education and distance education. Key words: person-organization fit, P-O fit, CPA firm turnover, personal values, value change, value self-confrontation, VSC, Rokeach Value Survey, RVS, Certified Public Accountant, CPA, ethics education, accounting students, online education, distance learning. / Business Management / D.B.L.

In South Africa prior to 1994, community-based care and support services were established for whites only. The majority of older African (black) persons received informal support from their adult children and relatives. This has waned over the years due to the social and economic changes that have put into doubt the continued viability of such support. The Older Persons Act of 2006 requires social workers to establish community-based care and support services for older persons. Hence, the study was conducted to understand the factors that influence social workers in establishing CBCSS for older persons in Bloemfontein in the Free State Province. A qualitative research method was undertaken to accomplish the goal of the study. Purposive and snowball sampling techniques were used to identify suitable participants. Face-to-face semi-structured interviews were conducted with fifteen social workers who provide services to older persons. The data was analysed through Tesch’s (cited by Creswell, 2009:186) eight steps of qualitative analysis and data verification was conducted following Guba’s (Kreftling, 1991) model. The major finding is that there is a need for social workers to specialise in older persons programmes (gerontology). For the programmes to be a success, it is recommended that the Department of Social Development (DSD) strive to retain social workers who are knowledgeable and experienced in older persons programmes. / Social Work / M.A. (Social Science)

Nursing colleges face a high failure rate among first and second year nursing students. Appropriate selection criteria should help to recruit and select the best suitable candidates who will endure the requirements of the comprehensive four-year nursing diploma course and finally graduate. The input should be equal to the throughput. The purpose of this study was to explore and describe the extent to which selection criteria were a determinant or predictive factor of nursing students’ academic performance and success at a nursing colleges in Gauteng Province. A triangulated research design method was used for data collection, presentation, and analysis. The research population consisted of first and second year student nurses registered in public nursing college. Random sampling was opted for at the nursing college selected as research site. During the empirical phase in 2015, 280 questionnaires were distributed. The findings of the study indicated that there is a weak linear relation between academic qualification and academic performance, yet further analysis showed that there is a significant relationship between Bachelor’s degree holders and their academic achievement when admitted at nursing colleges. / Health Studies / M.A. (Health Studies)

Thesis submitted in fulfilment of the requirements for the degree DOCTOR TECHNOLOGIAE Human Resource Management CAPE PENINSULA UNIVERSITY OF TECHNOLOGY 2014 / This study sought to gain a better understanding of the recruitment and performance management functions in the import and export industry in Cape Town, South Africa. While many studies have been conducted on recruitment and performance management, there is a paucity of research on these two functions within the industry. Recruitment and performance management are vital human capital and human resource (HR) functions that play a crucial role in guaranteeing an organisation’s ability to achieve its business strategy. Furthermore, studies have shown that in recent years, performance management has become intrinsic to most organisations. Therefore, the aim of this study was to develop awareness relating to the importance of the recruitment and performance management functions, among all levels of management. The research comprised five phases of data collection from 151 randomly selected respondents. A questionnaire was developed and distributed to gain insight into how these two functions were executed within the industry under investigation. Thereafter a performance management module was developed and implemented, and the questionnaire was redistributed after six months. The results support the view that the functions of recruitment and performance management are poorly managed within the industry. Furthermore, the intervention of the performance management module indicates that interaction with employees relating to individual performance enhances both their work performance and general awareness of inter-personal and organisational issues. The findings from this research suggest that recruitment and performance management are essential HR practices often overlooked in an environment that is random and extremely demanding. Disregard of these practices, especially performance management, has proved to have a negative impact on employee job performance. It is therefore recommended that organisations follow processes and invest in such programmes, not only to achieve their organisational goals, but also to develop and enhance employee performance. This study has specific and important implications for the import and export industry in Cape Town, substantiating the researcher’s premise that effective recruitment and performance management can improve and facilitate the management of the industry’s employees.

Orientation: The face of the workforce as we know it, is changing dramatically through globalisation and the retirement of the older generation, and organisations are confronted with the need to change. Company strategies for attraction and retention require adaption, as the ‘one-size-fits-all’ model no longer appears to be appropriate for today’s multigenerational workforce. As employers aim to attract and retain high-value youth employees, it is more important than ever to understand the total rewards expectations that will attract and retain them. Research purpose: To determine what changes and priorities organisations need to consider for their total rewards models to attract and retain qualified youths entering the workforce. Motivation for the study: The need to understand what intrinsic and extrinsic rewards are aligned with the aspirations and values of skilled youths, in an ongoing attempt to attract and retain them. Research methodology: The researcher utilised a sequential mixed-method research approach to evaluate the effectiveness of the reward categories of the WorldatWork (2015) Total Rewards Model and other reward elements identified during the literature review. Data were collected in two phases, using quantitative and qualitative methods. Phase I: The quantitative method entailed a research questionnaire, distributed to defined professional databases, tertiary institutions, private and public listed companies, as well as parastatals. The researcher distributed 450 questionnaires, of which 276 usable questionnaire responses were received — a response rate of 61.3%. Phase II: The qualitative method utilised interviews exploring the results obtained from Phase I; 11 interviews were conducted with qualified youths and human resource (HR) practitioners (HR generalists and recruitment-, remuneration-, and organisation development specialists). Their responses were captured and analysed. ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 4 of 351 In both Phase I and Phase II, data were gathered while ensuring a high ethical standard and adhering to the defined research approaches. The data were analysed using appropriate statistical techniques to determine the relationship between the variables, ensuring reliability, consistency, and generalisability in Phase I, and transferability, credibility, dependability, and confirmability in Phase II, where a combination of deductive (for quantitative research) and inductive (for qualitative research) methods was applied. Main findings/results: It was evident from the results that a different approach was required for attraction and retention of the youth, and that the ‘one-size-fits-all’ approach of the past will not be effective in the future. Through the research processes, the researcher found that the reward categories of the WorldatWork (2015) model are currently effective in attracting and retaining young talent, but that more will be required in the future. A new total rewards framework was constructed, reflecting the youth’s priorities, to aid attraction and retention of this generation. Main outcomes: Attraction: Seven reward categories were found to affect the youth’s attraction to organisations. These, in order of importance, are: (1) leadership and environment — supportive management and work environment, (2) benefits — retirement fund, medical aid, and leave, (3) performance incentives — long- and short-term incentives and share options; (4) individual development, (5) a safe/secure working environment — coaching/mentoring, working in different organisations to maximise career growth, CSR, and long-term job security; (6) work‒life and resources — extended employee benefits and tools to execute one’s work; (7) performance recognition — informal recognition and non-financial rewards; and formal recognition — formal recognition and lump-sum and annual bonus payments. Retention: Seven reward categories were found to affect youths’ retention in organisations. These, in order of importance, are: (1) leadership and environment — supportive management and environment; (2) flexible and variable payment options — flexible payment options and Salary/Pay; (3) benefits — retirement fund, medical aid, and leave; (4) value-added benefits and services and individual development — employee wellness, CSR, employee discounts, formal coaching or mentoring, and extended time off; (5) recognition — informal and formal recognition ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 5 of 351 and non-financial rewards; (6) career development — Career/Growth opportunities and learning and development; and (7) incentives — long- and short-term incentives and share options. Research limitations: This research was limited to skilled youths. Research implications, originality, and value: No empirical study exists that authenticates the WorldatWork (2015) Total Rewards Model and Generation Y theory. As employers strive to attract and retain high-value young employees, it is more important than ever to understand the expectations of these employees. This study contributes to the body of knowledge by identifying the reward preferences of the youth by offering a relevant rewards framework for attraction and retention of the youth. / Graduate School of Business Leadership / D.B.L.

The problem this study addressed is the relationship between Clery Act crime data and student recruitment at private colleges and universities. For this quantitative study, I used secondary data from the Department of Education and the Delta Cost Project (2013) to conduct ordinary least squares regression analyses to determine the predictive ability of institutional characteristics, specifically the total number of crime incidents reported in compliance with the Clery Act, on the variance in number of applications and applicant yield rate at private four-year institutions in the United States. Findings showed that the total number of reported incidents was a significant positive predictor of the total number of applications. Conversely, findings also showed that the total number of incidents had a significant negative impact on institutional yield rates. An implication of this study is that although crime statistics required by the Clery Act may not serve as variables used in the student application process, they are part of numerous variables used in the student's decision to enroll at a particular school. The findings highlight the importance of prioritizing and investing in safety and security measures designed to reduce rates of crime; especially for private, enrollment-driven institutions of higher education.

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In the study of Training and Selection of Police Officers: Toward a Community Police Model the researcher relied on data gathered using questionnaires distributed in a broad geographical range and among a diverse but relevant respondent population. Samples were obtained from police officers, and candidate officers in training and citizens from the southeastern and northeastern sections of the United States. Overall accuracy of survey documents is believed to be high. Survey documents were tested using a Chronbach's alpha test for validity and were constructed around a Likert type scale for responses. Analysis of data was accomplished using a one way analysis of variance (ANOVA) Tukey post hoc test with a .05 level of significance. Outcomes suggested a relationship between more conservative belief patterns among police officers and their post secondary education levels. Additional possibilities were noted in the overall training systems related to the police respondents as in alignment with current needs for traditional policing but, not necessarily adequate for community policing needs. These views also proceeded along educational lines. In addition, outcomes of researched based secondary education models constructed during the research, and even European models for police selection and training may offer some solutions for police in the United States. Other valuable points found during the study were indicators that careful personnel selection and college education when found in predominance among members, seemed to positively alter the general working environment of one police agency involved in the study. / Political Practice / D.Litt. et Phil.(Police Science)

本研究探討女性求職者其履歷表照片外觀性別與應徵工作的典型性別間一致性與否與微笑有無對招募者人事決策之影響；此外，並探討前述關係之中介機制及調節效果；亦即前述兩類效果是否透過影響招募者對求職者工作能力契合度、外向性或吸引力的知覺，進而影響招募者的人事決策，而招募者性別角色態度是否調節前述之性別一致性效果。 / 本研究使用實驗法，採2（女性求職者照片微笑：有或無）×2（女性求職者外觀性別與工作性別間一致性程度：高或低）完全受試者間實驗設計。依變項則為推薦意願之人事決策。以在職者為樣本，共有214位受試者參與，隨機分派受試者至四種實驗情境之一，在閱讀職缺訊息及履歷表後，回答對求職者知覺、人事決策及人口統計變項等問題。去除操弄失敗的樣本後，本研究分析之有效樣本為141人。 / 本研究以階層迴歸分析來檢驗所有研究假設。研究結果顯示，求職者微笑有無對推薦意願之主要效果達顯著，且招募者對求職者之外向性與外表吸引力知覺會中介此效果；但「外觀性別與工作性別間一致性」的主要效果並未達顯著。此外，招募者之家庭外角色態度具有顯著調節效果，但性別刻板印象之調節效果不存在。研究者並針對本研究之研究結果、理論與實務意涵加以討論。 / In the present study, the researcher examined whether the congruence between female applicants' photo facial appearance and the job type and whether female applicants showed smile in the photo affected recruiters' hiring recommendation. Additionally, mediators and moderators of the above relationships were also examined. Specifically, the researcher examined whether recruiters' perceptions of applicant’s demands-abilities fit, extraversion, and facial attractiveness mediated the above relationship and whether recruiters' sex role attitudes moderated the above relationship. / This study used a 2 × 2 between-subjects factorial experimental design. The two independent variables were whether female applicants showed smile in the photo (smile or non-smile) and the congruence between female applicants' photo facial appearance and the job type (high or low). The dependent variable was hiring recommendation. Two hundred and fourteen current incumbents participated in this study. After reading a fictitious job description and a fictitious resume, participants answered questions about the perceptions of the applicant, hiring recommendation, and participants’ demographic informaiton. After dropping participants who failed to pass the manipulation check, the valid sample size for analysis was 141. / Results of hierarchical multiple regression analyses indicated that the main effect of applicants' photo smile on hiring recommendation was significant, and the recruiter' perceptions of applicant's extraversion and facial attractiveness were mediators of the aforementioned relationship. However, recruiters' hiring recommendation was not influenced by congruence between female applicants' photo facial appearance and the job type. In addition, recruiters' attitudes toward extra-familial roles moderated the relationship between congruence between female applicants' photo facial appearance and the job type and demands-abilities fit. However, the moderation of recruiters’ gender stereotype was not significant. Finally, practical implications and avenues for future research in selection biases are discussed.