Using a sequential mixed-method methodology, this dissertation study set out to understand the emic and etic perspectives of the knowledge encompassed in the technological pedagogical content knowledge (TPACK) framework and to develop fixed answer questions based on that knowledge. While there have been many studies examining ways to measure TPACK in in-service and pre-service teachers, very few have addressed measuring TPACK using fixed-answer questions. Through the use of the mixed-methods, a snapshot of the emic (inside) and etic (outside) perspectives on the TPACK framework was obtained. This study used a focus group with in-service teachers (emic perspective) and interviews with teacher educators (etic perspective) to understand the kind of knowledge attributed to the TPACK framework. Six themes were derived from the focus group and interviews, from which fixed-answer questions were developed. Those six themes included such issues as access to technology, the use of technology for solid teaching and learning purposes, and passive versus active learning when using technology. Following best practices, the eleven questions included a scenario that gave context to the questions asked and the answers provided. In-service teachers reviewed the items to assure that the language and context were appropriate to classroom practice. Four experts on the TPACK framework reviewed the items for face validity. Across the experts six of the eleven items were rated as valid. Although only the experts saw a small number of items as valid, this study indicates that this kind of measurement for the TPACK framework may be possible.

The dissertation consists of an introduction and three empirical articles. The introduction gives the theoretical background, integrates the three articles, and elaborates on future research questions. The first article investigates the important decision in the lives of German and Indian university students to identify the important areas of decision making. The second article examines the structure of real life decision making and reveals the underlying factors of five major decision areas. The third article investigates the similarities and differences on decision making between German and Indian students using prior qualitative findings in a large quantitative survey.

This paper is about teachers ‘attitudes towards their pupils, both today and in the past. It describes various events with Adam, Elsa and Kajsa which I have observed at my preschool. Via a retrospective analysis I have attempted to understand how teachers ‘views of their pupils has changed from the beginning of the century to the present day. One of the questions was: How do preschool teachers pay attention to pupil’s participation? The school curriculum, equality plan and the United Convention on the Right of the Child were used as help documents during the preparation of this paper. In order to answer to the question, I have taken note of the various kinds of literature and theories, such as those of Vygotsky.

This study explores and describes the experiences of hearing children growing up in Deaf Parented families in Gauteng. The specific objectives of the study were to explore the delegation of different roles including South African Sign Language interpreting in the family; the influence of having Deaf parents in occupational choices of hearing adult-children of Deaf parents; the availability of support services to CODAs and their perceptions of their parents in terms of disability. A purposive sampling strategy in conjunction with snowball sampling was used to identify and recruit participants. Two males and eight females between the ages of 21 and 40 years, with different occupations were recruited for this study. A qualitative design, embedded within the constructivism and interpretivism framework was used in this study. Data were collected through semi structured; open ended and in-depth interview questions were used to obtain data for the study. A pilot study was conducted prior to commencing with the main study. Thematic content analysis was employed to describe themes qualitatively. The following themes emerged from the study. Participants reported to have developed a bicultural identity; however, they primarily identify themselves as CODAs regardless of their racial identity. Participants expressed frustrations with the interpreter role and female children reported to have interpreted for their parents more than their male counterparts. Seven participants are currently employed as SASL interpreters. The study highlights that there are mixed emotions regarding interactions with the extended family members. The study identifies a strong need for support services for Deaf parented families. Lastly; participants viewed Deafness as a cultural minority, and not a disability. Findings revealed a need for audiologists to clearly define their role in Deaf parented families, and to also adopt emic view of Deafness and family system perspective model.

National cultures play a critical role in effective leadership and organisational success in international businesses. Contemporary organisations are therefore challenged by cross-cultural leadership needs to address increasing diversity. In the past decades, there has been a growing interest in studies of non-Western leadership. Recent papers have focused particularly on leadership in the Asia-Pacific region. This paper compares leadership in China and New Zealand, based on the data collected by using the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project leadership questionnaire. In addition, the paper reviews the main findings of previous research in order to investigate the similarities and differences in preferred leadership behaviours/characteristics in both cultures, while attempting to examine the consistency of current findings against the previous GLOBE studies. Significant differences of leadership behaviours between China and New Zealand have been identified. This paper generally supports the findings of previous GLOBE studies that charismatic/value-based leadership is the universally contributing factor towards outstanding leadership and self-protective leadership is the universally negative factor against leadership excellence. Findings in this paper may contribute to further understanding of leadership practice in these two countries. Future research should be undertaken to examine the effects of cultural differences on organisational practice by a more comprehensive research method.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

Personality inventories in South Africa are challenged with many factors restricting unbiased and fair measurement. The Employment Equity Act clearly stipulates that all psychometric measuring instruments should be proven bias free, equivalent, and fair. Most of the current inventories utilised in South Africa are imported from Europe and/or the United States of America, and these instruments are translated into either English or Afrikaans, which restricts the language proficiency factor of respondents from other language groups. There are 11 official language groups in South Africa; people also differ regarding race, culture, socioeconomic status, and educational backgrounds. All of these factors are not always properly accounted for in the standardisation of imported inventories - which limits their appropriate employment in the South African context. The objective of this study was to uncover the personality structure of each of the 11 language groups in South Africa, and to identify the shared and unique personality dimensions of the different language groups. From this structure, an instrument will be developed to measure personality in such a way that it will meet the Employment Equity Act. A qualitative research design was used in this study. Quasi-sampling («=1308j was implemented in order to identify participants from each of the 11 language groups, which differed from each other with regard to age, gender, and socioeconomic status. Following the lexical approach, structured interviews were conducted in the native language of the participants to gather information about personality-descriptive terms. The results of the interviews were transcribed and captured in Excel, and sent to language experts for language editing and translation into English. Ambiguous, superfluous and non-personality terms were removed from the data. Following this process, more than 50 000 personality-descriptive terms were identified. Content analysis was utilised in order to interpret the personality- descriptive terms to personality dimensions. Language and cultural experts were employed in order to validate the initial interpretations. The 50 000 descriptive terms were reduced to 190 personality dimensions through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. The 190 dimensions were also divided into those that are common (shared by all 11 language groups), semi-common (shared by seven to ten of the language groups), semi-specific (shared by two to six of the language groups), and language-specific (unique to a particular language group). It was discovered that 78 dimensions were common, 69 semi-common, 32 semi-specific, and only 11 were language-specific. Most of the personality dimensions seem to be shared by the language groups, rather than to be unique. These 190 dimensions were clustered further in order to build the indigenous personality structure. Similar methods from the initial clustering phase were implemented. Clustering concluded 37 sub-clusters, which consisted of two to ten dimensions, and nine overall clusters consisting of two to six sub-clusters. These nine clusters are Extroversion, Soft-heartedness, Conscientiousness, Emotional stability, Intellect, Openness, Integrity, Relationship harmony, and Facilitating. Many indigenous aspects are evident, as well as universal aspects within the structure. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

This phenomenological qualitative study aimed to forefront international students’ experiences of receiving counselling services in a university setting. Three international students, recruited from two universities in eastern Canada using criterion sampling, were interviewed. Semi-structured interviews were audio-recorded and transcribed for analysis. In this phenomenological qualitative study, within- and between-person analyses were conducted for three transcribed interviews, from which eight main themes emerged: (a) openness towards seeking counselling, (b) hesitancy towards seeking counselling, (c) helpful aspects of counselling, (d) hindering aspects of counselling, (e) positive aspects of therapeutic relationship, (f) hindrances to therapeutic relationship, (g) counsellor’s cultural awareness, and (h) counsellor’s limited cultural awareness. The themes can be understood, and are explicated along four dimensions: seeking counselling, perceptions of counselling effectiveness, therapeutic relationship, and culture in counselling. The results from this study provide insight into international students’ counselling needs, expectations, and experiences. Special attention is given to the perceived expression of in-session counsellor cultural awareness and discussed using the integrated etic-emic framework. Implications for counsellors and university counselling services, limitations of the study, and recommendations for future research are provided.

Personality inventories in South Africa are challenged with many factors restricting unbiased and fair measurement. The Employment Equity Act clearly stipulates that all psychometric measuring instruments should be proven bias free, equivalent, and fair. Most of the current inventories utilised in South Africa are imported from Europe and/or the United States of America, and these instruments are translated into either English or Afrikaans, which restricts the language proficiency factor of respondents from other language groups. There are 11 official language groups in South Africa; people also differ regarding race, culture, socioeconomic status, and educational backgrounds. All of these factors are not always properly accounted for in the standardisation of imported inventories - which limits their appropriate employment in the South African context. The objective of this study was to uncover the personality structure of each of the 11 language groups in South Africa, and to identify the shared and unique personality dimensions of the different language groups. From this structure, an instrument will be developed to measure personality in such a way that it will meet the Employment Equity Act. A qualitative research design was used in this study. Quasi-sampling («=1308j was implemented in order to identify participants from each of the 11 language groups, which differed from each other with regard to age, gender, and socioeconomic status. Following the lexical approach, structured interviews were conducted in the native language of the participants to gather information about personality-descriptive terms. The results of the interviews were transcribed and captured in Excel, and sent to language experts for language editing and translation into English. Ambiguous, superfluous and non-personality terms were removed from the data. Following this process, more than 50 000 personality-descriptive terms were identified. Content analysis was utilised in order to interpret the personality- descriptive terms to personality dimensions. Language and cultural experts were employed in order to validate the initial interpretations. The 50 000 descriptive terms were reduced to 190 personality dimensions through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. The 190 dimensions were also divided into those that are common (shared by all 11 language groups), semi-common (shared by seven to ten of the language groups), semi-specific (shared by two to six of the language groups), and language-specific (unique to a particular language group). It was discovered that 78 dimensions were common, 69 semi-common, 32 semi-specific, and only 11 were language-specific. Most of the personality dimensions seem to be shared by the language groups, rather than to be unique. These 190 dimensions were clustered further in order to build the indigenous personality structure. Similar methods from the initial clustering phase were implemented. Clustering concluded 37 sub-clusters, which consisted of two to ten dimensions, and nine overall clusters consisting of two to six sub-clusters. These nine clusters are Extroversion, Soft-heartedness, Conscientiousness, Emotional stability, Intellect, Openness, Integrity, Relationship harmony, and Facilitating. Many indigenous aspects are evident, as well as universal aspects within the structure. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

National cultures play a critical role in effective leadership and organisational success in international businesses. Contemporary organisations are therefore challenged by cross-cultural leadership needs to address increasing diversity. In the past decades, there has been a growing interest in studies of non-Western leadership. Recent papers have focused particularly on leadership in the Asia-Pacific region. This paper compares leadership in China and New Zealand, based on the data collected by using the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project leadership questionnaire. In addition, the paper reviews the main findings of previous research in order to investigate the similarities and differences in preferred leadership behaviours/characteristics in both cultures, while attempting to examine the consistency of current findings against the previous GLOBE studies. Significant differences of leadership behaviours between China and New Zealand have been identified. This paper generally supports the findings of previous GLOBE studies that charismatic/value-based leadership is the universally contributing factor towards outstanding leadership and self-protective leadership is the universally negative factor against leadership excellence. Findings in this paper may contribute to further understanding of leadership practice in these two countries. Future research should be undertaken to examine the effects of cultural differences on organisational practice by a more comprehensive research method.