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The current study aimed to evaluate multiple longitudinal determinants of externalizing behavior problems in twins/triplets aged 7 to 12 years. Specifically, a prospective longitudinal design was utilized to assess relationships between age 5 sleep problems, age 5 temperament traits, and later externalizing problems. Additionally, heritability of sleep problems was assessed by utilizing the twin method, and genetic contributions of two specific genes – DRD4 and 5-HTTLPR – were evaluated. A total of 93 twins/triplets (40 boys and 53 girls) and their parents participated in the current study, and data were collected through self-report, parent-report, and molecular and behavioral genetic methods. Results suggest that sleep disturbances are significantly heritable, and that neither early sleep problems, temperament traits, nor specific genes significantly predicted follow-up externalizing problems. Post-hoc analyses assessing gene X environment interactions showed that externalizing problems were significantly predicted by the interaction between stressful life events and DRD4 risk, which is consistent with differential susceptibility models. This study has implications for future research as well as clinical practice, including for early screening, prevention, and intervention efforts aimed at decreasing childhood externalizing and sleep problems.

Magister Curationis - MCur / There is a growing burden of disease associated with mental disorders especially in low and middle-income countries. This growing burden is accompanied by an increase in psychotic disorders and has increased the demand for antipsychotic medication. The increase in the use of antipsychotic medication has resulted in the increase in side-effects that have a detrimental effect on the health of the mental health care user. Antipsychotic medication side-effects have been classified as the primary indicator for medication non-adherence. There is a relationship between psychiatric nurses’ knowledge and attitudes towards the use and the non-adherence of antipsychotic medication.

Adobe After Effects es una aplicación de composición, gráficos en movimiento y efectos visuales digitales desarrollada por Adobe Systems y utilizada en el proceso de postproducción de la producción de películas, videojuegos y televisión. Entre otras cosas, After Effects se puede utilizar para incrustación, seguimiento, composición y animación. (adobe After Effects)

Adobe After Effects es una aplicación de composición, gráficos en movimiento y efectos visuales digitales desarrollada por Adobe Systems y utilizada en el proceso de postproducción de la producción de películas, videojuegos y televisión. Entre otras cosas, After Effects se puede utilizar para incrustación, seguimiento, composición y animación. (Adobe After Effects)

>Magister Scientiae - MSc / Non-steroidal anti-inflammatory drugs (NSAIDs) are amongst the most commonly used medications globally, as they are highly effective and easily accessible. The NSAIDs are indicated for mild to moderate pain management. The increasing incidence of NSAID related side effects and hospitalisations has raised a concern about these medications’ safety. The prevalence of these side effects has drastic consequences to a challenged South Africanpublic healthcare system. The implications of not treating severe, potentially preventable upper gastrointestinal complications attributed to NSAIDs’ consumption continue to be a significant problem that healthcare professionals (HCP) face.

The goal of this thesis is to extend the application for spoof effects generation into synthetic fingerprints with the possibility of generation of two new spoof effects together with annotations of generated damages. Spoof effects chosen for this thesis are areas with lower clarity and defects in spoof material. Those effects were analyzed, methods to generate those effects were designed and then implemented. According to testing, generation of two new added spoof effects led to reduction in quality of fingerprint images, as well as the value of the similarity score determined during identification. In comparison with the original solution, the quality of the fingerprints decreased more in the extended solution, the similarity score in the generation of separate spoof effect decreased overall approximately equally.

The presented thesis is a continuation of the bachelor work, in which the effects of monovalent ions on neutral model lipid membranes were characterized. Herein physical properties of physiologically relevant anionic membranes in the presence of monovalent cations and oxidized lipids were studied. Hydration and mobility of the lipid bilayer at glycerol level were investigated using fluorescent solvent relaxation technique. In the first part of this work the interactions of cations (Na+ , K+ , Cs+ ) with negatively charged POPC/POPS lipid mixture, which is a good model of inner leaflet of cellular membrane, were studied. The presence of cations resulted in dehydration and substantial hinderence of mobility of hydrated lipids at the glycerol level probed by Laurdan. Clear specificity of those effects, which correlated with Hofmeister series have been observed. In the second part of the work truncated oxidized phospholipids, oxPLs (PazePC, PoxnoPC, PGPC, POVPC), which are known to be important in pathophysiology of numerous diseases, were investigated. 10 mol% of each oxPL was incorporated into neutral and anionic lipid bilayers, the hydration and mobility of which were measured in water or in KCl solution. The results reveal complex interactions between oxPLs, negatively charged lipids, and K+ . In...

South African organisations face increasing diversification of the workforce, with the concomitant benefits and potential challenges thereof. Along with the traditional approaches towards the management of diversity, less conventional areas have yet to be explored within the South African context. One such area is that of sexual attraction in the workplace. With the growing need for organisations to become employers of choice, to create organisational competitive advantage and optimally leverage their human capital it is becoming evident that acknowledgment of innate humanity is essential. The question under exploration was to determine what the perceptions surrounding the prevalence and effects of sexual attraction in the South African workplace are. Employees are human beings, human beings are essentially sexual in nature and therefore it can be said that sexuality and all its composite elements are present in and acting upon organisations. The researcher focused exclusively on self-reported perceptions and experiences surrounding this phenomenon in the workplace, including its perceived effects on productivity; communication; job performance; job involvement; job satisfaction, stress; sexual harassment; morale; the individual and the workgroup. In addition the perceived roles of management in regulating sexual attraction as well as potential perceived motives underlying its initiation in organisations were also explored. The research explored and described differences with regards to these areas of organisational life in respect of age groups; gender; marital status; relationship status; experience of sexual attraction; awareness of sexual attraction and workplace rendezvous experiences. A self-administered questionnaire was designed specifically for the study by the researcher and was used to gain feedback from 155 respondents in numerous fields and organisations through a mixed methods sampling technique. Analysis of data was statistical in nature, including detailed descriptive or frequency distributions; correlations and inferential statistics. The research yielded substantial results with regards to perceptions of sexual attraction in the South African workplace, with numerous implications for management and Human Resource practitioners abounding. Sexual attraction in the workplace is perceived to be a prevalent organisational condition amongst respondents with findings revealing that it is viewed as inevitability in the workplace. Personal experience of sexual attraction was alluded to by the majority of respondents. In addition, various organisational factors, such as proximity, similarity and ongoing work requirements were confirmed as having a perceived influence on the prevalence of sexual attraction amongst co-workers. This linked with findings and existing research with regards to aspects of diversity in the workplace, particularly similarity of moral values. In line with the body of literature, elements underlying sexual attraction were divergent, indicating that attraction is individual specific. Younger respondents indicated that they found physical elements of their co-workers attractive, which was less the case for the older respondent group. When evaluating findings on the perceived effects of sexual attraction in the workplace it was evident that respondents felt that sexual attraction had a slight positive effect on productivity. Significant differences were observed between age groups as well as personal experience of sexual attraction on this construct. Interestingly, sexual attraction was perceived to have a positive effect on job involvement by respondents, with differences observed due to age groups and amongst individuals whom had been previously sexually attracted to a colleague and those whom had not. Gender differences were also observed herein, with females having higher perceived positive effects on job involvement. Job satisfaction was perceived to be positively affected by sexual attraction in the workplace by respondents. Significant differences between age groups as well as with regards to marital statuses and relationship statuses were also found with regards to this construct. Mixed perceptions existed around the influence of sexual attraction on the experience of stress, with a respondents age group found to have an influence thereon. In addition thereto, a respondent’s marital status also made a difference in this regard. Generally the findings concurred with the available literature on the topic. Moreover, the general affects of sexual attraction on the individual involved in this workplace dynamic were fairly positively perceived by respondents. This finding was evidenced to be influenced to some extent by respondents’ experience of prior sexual attraction to a colleague; age; relationship status and marital status. The latter was found to have the largest influence in this regard. Sexual attraction was perceived by respondents to have a negative effect on communication and job performance. The perception of the latter was found to be significantly different between individuals whom had been aware of sexual attraction in the workplace and those whom had not indicated that this was the case; as well as with respondents whom reported prior sexual attraction to a colleague having higher perceived positive influences thereof on job performance. Age was also found to be an influential factor on perceptions surrounding job performance. Morale was found to be slightly negatively affected due to sexual attraction according to reported perceptions of respondents. The majority of respondents were inclined to feel that sexual harassment is an important organisational issue, yet the effects of sexual attraction thereupon may not be as negative as one might have thought. Prior sexual attraction to a colleague was found to have an influence on respondent perceptions of sexual harassment, as did the length of marriage for married respondents. Most respondents perceived sexual attraction to have more of a negative effect on the workgroup surrounding the sexually attracted individuals. Influencing variables in this regard were respondent age and marital status. In addition, motives underlying sexual attraction were negatively perceived by respondents. Marital status was found to have an influence on respondent perceptions of sexual attraction motives. Findings revealed that respondents in general felt that management has some form of role to play in the regulation of this workplace dynamic. However, the vast majority of respondents felt that it was the responsibility of the individual employee to manage their own sexual attraction in the workplace. Differences in this perception were found between males and females; age groups as well as the length of marriages of married respondents. The research established that sexual attraction is a prevalent condition in South African organisations. Moreover, substantial effects of sexual attraction were reported on various important areas of organisational functioning. Copyright 2009, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Mortimer, C 2009, An exploratory study on the perceived prevalence and effect of sexual attraction in the South African workplace, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02162012-103105 / > C12/4/203/gm / Dissertation (MCom)--University of Pretoria, 2009. / Human Resource Management / unrestricted

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