Thesis (MSc)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Malaria is a pestilent disease associated with massive socioeconomic burden of sub-Saharan Africa. This disease is caused by a blood infection of the single cellular parasite of the Plasmodium genus. Two enzymes of this parasite have been identified to be essential to the survival of this parasite, notably Spermidine Synthase and Protein Farnesyltransferase. The goal of this dissertation was to search for and synthesise novel inhibitors of these two enzymes with a strong focus towards understanding their structure/activity relationships. To achieve the first goal, molecular modelling was employed. An in-depth discussion is presented to describe the underlying principles relevant to this branch of computational chemistry. This ensures that the experiments using these methods are set-up correctly and results are interpreted within context. Two virtual high-throughput screens were then performed using prepared crystallographic structures of Spermidine Synthase. The first was pharmacophore based method and the second based on LibDock. The database used, containing 7.1 million compounds, was filtered using a custom developed tool prior to screening. Finally, CDOCKER was then used to investigate the activity of potential hit compounds. Spermidine Synthase has a natural affinity for adenosine and this trait was exploited by derivatising analogues to synthesise potential inhibitors of the enzyme. This was to be achieved by the incorporation of both electrophilic and nucleophilic moieties at selected positions, including the use of a high yielding Mitsunobu reaction. A number of additional residues were then synthesised and joined to the adenosine which were proposed to increase the active site occupancy and increase affinity to the enzyme. For the second enzyme targeted for inhibition, Protein Farnesyltransferase, indole was used as a starting scaffold to synthesise potential hits de novo. It was aimed to derivatise the indole at the Nʹ and 3ʹ positions. The crystal structure of one of the intermediates was published. Furthermore, a synthetic sequence which culminated in a palladium catalysed Suzuki coupling was performed. / AFRIKAANSE OPSOMMING: Malaria is ‘n peslike siekte wat geassosieer word met beduinde sosio-ekonomiese implikasies vir sub-Sahara Afrika. Die siekte word veroorsaak deur ‘n bloed infeksie van die enkel sellulêre parasiet van die Plasmodium genus. Twee ensieme, naamlik Spermidien Sintetase en Protein Farnesieltransferase, is geïdentifiseer om noodsaaklik te wees vir die oorlewing van die parasiet. Die doelwit van hierdie verhandeling is die soektog en sintese van oorspronklike inhibeerders van hierdie twee ensieme met ‘n sterk fokus daarop om struktuur/aktiwiteit interaksies te verstaan. Om die eerste doelwit te bereik is molekulêre modellering toegepas. ‘n Indiepte ondersoek word voorgestel om die onderliggende beginsels relevant tot hierdie tak van berekenkundige chemie te beskryf. Dit verseker dat eksperimente wat op hierdie tegnieke berus korrek opgestel word en dat die resultate binne konteks geïnterpreteer word. Twee virtuele hoë-deurset skerms was deurgevoer op voorbereide kristallografiese strukture van Spermidien Sintetase. Die eerste het berus op ‘n pharmakoforiese metode en die tweede op LibDock. ‘n Self-ontwikkelde sagteware gereedskap stuk is gebruik om a databasis van 7.1 miljoen verbindings te filtreer voor dit gebruik is in hoë-deurset skerms. Uiteindelik is CDOCKER gebruik om die potensiele aktiwiteit van “treffer” verbindings te beraam. Spermidien syntetase het ‘n natuurlike affiniteit vir adenosien en hierdie eienskap is benut deur analoeë af te lei na potensiële inhibeerders teen die ensiem. Dit is bewerkstellig deur die insluiting van beide elektrofiliese asook nukleifielese funksionele groepe op gekose posisies. Dit het die gebruik van ‘n hoë opbrengs Mitsunobu reaksie ingesluit. ‘n Aantal ander addisionele residueë is toe gesintetiseer en geheg aan die afgeleide adenosien om die ensiem setel te vul en sodoende die affinitieit te verhoog. Vir die tweede ensiem wat geteiken is vir inhibisie, Protein Farnesieltransferase, is indool benuttig as ‘n begin steier te dien om potensiële treffers de novo te sintetiseer. Dit is geteiken om die indool af te lei op die Nʹ en 3ʹ posisies en die kristal struktuur van een van hierdie tussengangers is gepubliseer. Verder is ‘n sintetiese weg, wat uitgeloop het op ‘n palladium gekataliseerde Suzuki koppeling, uitgevoer.

Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Two parallel processes contributed to the formation of the International HIV/AIDS Alliance (the Alliance) in 1993 – one under the auspices of the World Health Organisation and its “NGO Support Programme” and the other being the coming together in 1991 of a group of donors under the auspices of the Rockerfeller Foundation in an attempt to define a mechanism that would channel funds to community groups in the South. It was a difficult period of the HIV epidemic – communities were struggling to cope with the effects of HIV, science was unable to advance its efforts to find a vaccine and progress into different forms HIV treatment was moving slowly. The two processes came together almost fortuitously, as key individuals were involved one way or another in both processes, and the work that had been done complemented and justified the need to combine energies, resources and creativity into making this mechanism work. The oral history brings to life some of the discussions and events that took place during the development of the Alliance. It provides insights into what key individuals were thinking, or how they acted during important, and at times frustrating, discussions. Because so little is captured about the conception phase (1991 – 1993), the oral history focusses on capturing the reflections and memories of those who were involved during this period, to ensure that history accurately reflects what happened – or at least offers real and lived perspectives. The case study reviews the start-up phase (1994 – 1996) and provides insights and perspectives into key decisions and the all-important external evaluation, which was a turning point for the organisation. The external evaluation led to and informed the scale-up period (1997 – 2000) and the oral history reflects on a number of key themes that shaped the organisations work and laid the foundation for its next ten years. / AFRIKAANSE OPSOMMING: Twee parallelle prosesse het bygedra tot die vorming van die Internasionale HIV/AIDS Alliance (The Alliance ) in 1993 - een onder die vaandel van die Wêreld Gesondheid Organisasie en die " NGO Support Program " en die ander is die bymekaar kom van 'n groep skenkers onder die coordinatie van die Rockerfeller Foundation in 1991. Hulle het saamgekom in 'n poging om 'n meganisme te definieer wat fondse sal kanaliseer naar gemeenskap groepe in die Suid. Dit was 'n moeilike tyd die MIV-epidemie - gemeenskappe sukkel met die gevolge van MIV , wetenskap was nie in staat om hulle pogings om 'n entstof teen MIV en vooruitgang in behandeling het stadig gevorder. Die mondelinge geskiedenis bring aan die lewe 'n paar van die besprekings en gebeure wat plaasgevind het tydens die ontwikkeling van die Alliance. Dit bied insig in wat individue dink , of hoe hulle opgetree het tydens belangrik , en by tye frustrerend, besprekings. Omdat daar so min gevang oor die konsepsie (1991 - 1993), fokus die mondelinge geskiedenis op die vaslegging van die refleksies en herinneringe van diegene wat gedurende hierdie tydperk betrokke was. Die gevallestudie gee ‘n oorsig van die begin fase (1994 - 1997) en bied insigte en perspektiewe in belangrike besluite en die eksterne evaluering , wat 'n keerpunt vir die organisasie was. Die eksterne evaluering het gelei tot die “scale up” tydperk (1997 - 2000) en die mondelinge geskiedenis weerspieël op 'n aantal van die belangrikste temas wat die grondslag gelê vir sy volgende tien jaar.

Thesis (MPhil (Industrial Psychology. Africa Centre for HIV/AIDS Management))--Stellenbosch University, 2009. / ENGLISH SUMMARY: The objective of this study was to determine the current situation regarding policy development and implementation in a selected sample of South African organisations. The researcher used the survey method to determine how many organisations do have HIV/AIDS workplace policies in place, and if not, why not. It was found that only a small percentage of respondents confirmed to not have an HIV/AIDS workplace policy at their respective workplaces. A reason for concern is that almost a quarter of the respondents were not sure whether their workplace had a policy or not. Larger organisations (> 500 employees) were more inclined to have polices and the highest percentage of organisations that have policies were from KwaZulu Natal, the province with the highest HIV/AIDS prevalence in the country. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om die huidige situasie rakende MIV/VIGS beleidsontwikkeling en implementering in „n gekose groep van Suid-Afrikaanse organisasies te ondersoek. Die navorser het „n opname gedoen om te bepaal hoeveel organisasies MIV/VIGS beleide het, en indien nie, hoekom nie. Daar is gevind dat slegs „n klein persentasie van respondente bevestig het dat hul onderskeie werkplekke nie „n MIV/VIGS beleid het nie. Daar is egter rede tot kommer rakende byna „n kwart van die respondente wie nie seker was of hul werkplek „n beleid het of nie. Groter organisasies (> 500 werknemers) was meer geneig om beleide te hê, en die hoogste persentasie van organisasies met beleide was van KwaZulu Natal, die provinsie met die hoogste voorkoms van MIV/VIGS in die land.

Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse practitioners’ intention to quit, and consequently what organisations can do to retain these practitioners. There is increased pressure on the healthcare sector, more specifically nursing, due to a severe shortage in this discipline. These shortages are not an isolated phenomenon, but influence the private as well as public sector worldwide, as well as in South Africa. A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some factors are controllable, others not. By isolating the controllable factors, organisations and managers can be equipped to put action plans in place to decrease the impact of this crisis. Processes and action plans to enlarge the nursing pool, and also to retain the current workforce, can contribute to overcoming this challenge. There is proof that the implementation of a structured talent management programme can contribute to overcoming this challenge. Line managers and their competence regarding the management of personnel play a key role in such a talent management programme. This study has as its objective to re-evaluate an existing talent management competency model for line managers, and to propose additional variables that can influence organisational outcomes like job satisfaction, organisational commitment and turnover intention. By understanding which line manager competencies influence organisational outcomes, and the manner in which they influence these outcomes, line managers as well as organisations can be equipped to formulate processes and programmes that can contribute to the retention of a scarce skill, and importantly, also minimise the impact of a worldwide crisis. The results of the study indicated that the operationalisation of the talent management competencies failed. The originally proposed model consequently had to be reduced by deleting all talent management latent variables from the model. Poor model fit was obtained for the reduced model. Modifications were, however, made to the reduced model based on modification index suggestions derived from the data. The modified model showed good fit and support was obtained for all the paths in the modified model. Crossvalidation of the modified model was recommended. / AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is aanbeveel.

Thesis (MA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural model that explicates the nature of the causal linkages between the six main constructs comprising the ODQ was developed and tested. Data obtained from 273 employees in a chrome manufacturing plant was used. This research found that the proposed model offers a plausible account of the influences that exist between the six main constructs. The benefit of this structural model will be in the enhanced interpretation of the diagnostic results derived from the ODQ. / AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die voorgestelde model ‘n aanneemlike weergawe is van die onderliggende verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die diagnose verkry is, kan verbeter.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2007. / Constructs in this study are explored from a positive organisational scholarship paradigm, which is largely concerned with the investigation of positive outcomes, processes and attributes of organisations and their employees. The aim of the study is to investigate the respective relationships that exist between the positive organisational psychological constructs, namely servant leadership, emotional intelligence and trust in the immediate supervisor, and the influence of these variables on the meaning in life experienced by individuals. Based on literature, a model depicting a sequential process of interrelationships amongst the constructs is proposed in the study. Both survey and statistical modelling methodologies were employed to guide the investigation. Standardised questionnaires were used for the four different constructs, using the responses of 154 employees on a composite questionnaire. To determine the applicability of the factor structures of these instruments on the current sample, exploratory factor analysis was conducted. The suggested factor structures were confirmed through confirmatory factor analysis with acceptable levels of fit. The revalidated instruments provided better levels of fit than the original instruments. The configurations of the measurement instruments were found to be different in a South African cultural organisational setting for the Servant Leadership Questionnaire, the Emotional Intelligence Index and the Life Regard Index. However, the configuration of measurement on trust in the immediate supervisor, when applied to the respondents in this study, appeared to be similar to those found in different cultural settings. The results of a Pearson correlation analysis, stepwise multiple regression and structural equation modelling (SEM) analysis indicated significant relationships between servant leadership, emotional intelligence and trust. The relationship of these constructs with meaning did not show significant relationships. The contribution of this study to the existing theory and literature is the exploration of the portability of the measurement instruments to a South African context. A further contribution is the findings with regard to the interrelationships between servant leadership, emotional intelligence and trust in the immediate supervisor. Some recommendations for further research and some suggestions regarding servant leadership development interventions are also made.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / The aim of this study was to determine whether there is a relationship between Emotional Intelligence, Stress and Coping Strategies in the occupation of air traffic control. The focus was to determine whether the Emotional Intelligence of an Air Traffic Controller might have an effect on the recognition and management of stressful situations, and influence the way they select coping strategies. Due to a lack of research on air traffic control in South Africa, focus are not only on the stress levels of Air Traffic Controllers, but also how their Emotional Intelligence could assist in the recognition and management of the stress they experience, and ultimately then contribute to select appropriate Coping Strategies. A literature study discussed the role of Air Traffic Controllers, and factors that contribute to them experiencing stress. The constructs of Stress, Emotional Intelligence and Coping were elaborated on in detail. The constructs were defined as follows: Stress, as any demand eliciting a negative emotional state, that exceeds an individual’s resources to cope; Emotional Intelligence, as the process of emotional information processing consisting of the dimensions of Self Awareness, Self Regulation, Motivation, Empathy and Social Skills (Rahim & Minors, 2003); and Coping as the efforts to manage environmental and internal demands and conflicts which tax or exceed a person’s resources (Lazarus & Launier, 1978).

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2006. / In the new service economy organisations have to distinguish themselves from their competitors in terms of the quality of their service delivery. In order to attain this new goal organisations realise the important role that customers play in their success. Organisations also recognize that modern day customers have different wants and higher expectations regarding service delivery compared to only a decade ago. To live up to these new challenges a novel form of conducting business was introduced to the global labour market: Telephone call centres provide quality and efficient service in the most cost-effective way possible by, inter alia, utilising customer service representatives (CSRs) to attend to clients’ each and every need – this job demand is termed emotional labour. Due to the way in which the CSRs’ work is structured and the wide-ranging demands placed on them, these individuals experience countless and varied stressors on the job. The result, in a nutshell, is that CSRs become emotionally exhausted and eventually leave the call centre. The purpose of the present research study is, therefore, to identify to what extent emotional labour influences CSRs’ feelings of emotional exhaustion, and whether the latter results in detrimental outcomes that undermine organisations’ success and competitive advantage in the marketplace. A large organisation’s call centre operators participated in the study (n = 84). Seven focus groups were conducted for the purpose of qualitative data collection: Six groups consisted of CSRs (N = 30) and one group consisted of team leaders (N = 4). Qualitative content analysis was used to analyse the focus group interviews. The participants (n = 84) also completed questionnaires measuring emotional labour, emotional exhaustion, supervisor support, organisational commitment, and intentions to leave. Analysis of the interview data supported the existence of the five theoretical constructs and additional sources of job stress, over and above emotional labour, were identified. Pearson product-moment correlation analysis was used to analyse the questionnaire data, followed by multiple regression analysis with organisational commitment and intentions to leave as dependent variables, and the remaining constructs as the predictors. After determining the fit of the measurement model, consisting of the five constructs, a structural model was tested. Both the measurement and structural models produced acceptable goodness-of-fit statistics. The results of the structural model did not indicate a significant correlation between the total construct emotional labour and emotional exhaustion. Significant correlations were found between emotional labour and supervisor support, emotional exhaustion and organisational commitment and intentions to leave respectively, and organisational commitment and intentions to leave. Multiple regression analysis indicated emotional exhaustion is a significant predictor of both lowered organisational commitment and increased intentions to leave. Structural equation modelling indicated emotional exhaustion is causally related to intentions to leave through organisational commitment. The findings are congruent with previous research on the detrimental effect of emotional exhaustion on organisational outcomes and illuminate the complex relationship between emotional labour and emotional exhaustion. Interventions minimising the impact of both emotional labour and emotional exhaustion, within a call centre environment, are explored.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / A study of the literature revealed that the concept of servant leadership is still in need of further empirical research. It also became clear that the leadership style employed by the supervisors of certain boundary spanning employees may have a pivotal effect on the role stress they experience and the resulting coping mechanisms they are likely to employ. Evidently, further investigation into the relationship between the constructs of servant leadership, role stress and coping could be valuable. An exploratory study to investigate these relationships was therefore planned and executed. A correlative ex post facto study of nonexperimental kind was followed making use of survey research. For this purpose a composite questionnaire was created and used as the means of data gathering. The questionnaires were directly administered by the researcher to the participants of a large national retail organisation where the survey was conducted. A total of 290 respondents from six different stores of this organisation participated in the study. The respondents occupying a specific type of boundary spanning role, known as the subordinate service role (SSR), completed the composite questionnaire which comprised of the rater version of the Servant Leadership Questionnaire of Barbuto and Wheeler (2006), the role stress scale based on the research work of Hartline and Ferrell (1996), and the Ways of Coping Questionnaire developed by Lazarus and Folkman (1984). The SSR incumbents assessed the level of servant leadership of their immediate supervisors, their own level of role stress and the coping mechanisms which they typically employ. Answers were sought to three research questions dealing with the content and configuration of the constructs as well as their interrelations.

Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008. / Effective leadership drives an organisation’s members to achieve a common purpose. Leaders must influence followers to work together to achieve one vision. Successful leaders understand their own values and the values of their followers, in order to guide and direct behaviour. Shared values allow organisations to work together and act as one entity. Successful leaders instil a set of commonly held core values to ensure that followers are working towards the same goals. The purpose of the study was to determine the influence of organisational leadership on leader-follower value congruence and leadership success. The aim of the study was to determine the relationship between transactional and transformational leadership, leader-follower value congruence and leadership success. Engelbrecht’s (2002) model was used as a theoretical framework. A literature study of leadership and leadership success, as well as values and value congruence in organisations was conducted. The relationship between these constructs was also analysed in the literature study. The sample comprised of employees of a large petroleum company in the Western Cape. The sample consisted of 162 leaders and subordinates. The sample comprised of two subordinates for every leader. Each of the respondents completed Bass and Avolio’s Multifactor Leadership Questionnaire (MLQ) and Langley’s Values Scale (VS). Both the MLQ and VS were found reliable for the purpose of the study. The statistical analysis was conducted through correlation analyses. The results revealed that transactional and transformational leadership have a direct and positive influence on leadership success. Some support was found for the influence of transactional leadership and transformational leadership on leader-follower value congruence. The results also indicated some support for the influence of leaderfollower value congruence on leadership success. Some support was found for the proposition that leader-follower value congruence mediates the relationship between transactional leadership and leadership success. Conclusions were drawn from the results obtained and recommendations for future research are made.