Thesis (MPhil)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The aim of the study was to establish the factors that influence young men to attend and access HIV education programme in order to improve young men’s focus on HIV education programme and to increase young men’s involvement with HIV prevention initiatives. The researcher used the qualitative research method to establish factors why young men were not attending HIV education programmes in Mogale City, Gauteng. It was found that young men are willing to attend HIV education programme that are innovative, interesting and will meet their sexual and reproductive health needs. Although they are willing to attend HIV education programmes, young men are scared of the reality of visiting clinics for testing, because clinics perpetuate stigma by separating HIV counselling and testing rooms and healthcare provider attitudes towards young men. They would also like to be part of the planning process to ensure that HIV education programmes are tailored to their needs. / AFRIKAANSE OPSOMMING: Die oogmerk van die studie was om die faktore te bepaal wat jongmans beïnvloed om MIV-opvoedingsprogramme by te woon en toegang daartoe te verkry, ten einde jongmans se fokus op MIV-opvoedingsprogramme te verbeter en jongmans se betrokkenheid by MIV-voorkomingsinisiatiewe te verhoog. Die navorser het die kwalitatiewe navorsingsmetode gebruik om die faktore te bepaal waarom jongmans nie MIV-opvoedingsprogramme in Mogale City, Gauteng, bywoon nie. Daar is gevind dat jongmans bereid was om MIV-opvoedingsprogramme by te woon wat innoverend en interessant is en aan hulle seksuele en reproduktiewe gesondheidsbehoeftes sal voldoen. Alhoewel hulle bereid was om MIVopvoedingsprogramme by te woon, is jongmans bang vir die werklikheid daarvan om klinieke vir toetsing te besoek, omdat klinieke stigma perpetueer deur MIVberadingskamers en toetskamers van mekaar te skei; en vanweë gesondheidsorgverskaffers se houding teenoor jongmans. Hulle wil ook graag deel wees van die beplanningsproses om te verseker dat MIV-opvoedingsprogramme volgens hulle behoeftes aangepas word.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The management of human capital requires meaningful measures of human capital effectiveness that enable better strategic human resource decision-making. Existing measures, such as Human Capital Return on Investment (HCROI), allow human resource managers to quantify the bottom-line impact of human capital expenditure, but little is known about how HCROI varies within the population of listed companies. As a result, users of these metrics rarely know how they ‘measure up’ against their competitors in the absence of normative information. If human capital is considered a source of competitive advantage, measures of human capital effectiveness should also allow for normative comparisons. The present study extracted audited financial data from McGregor BFA (2010) and described the central tendency and dispersion of HCROI of Johannesburg Stock Exchange (JSE) listed companies (N = 319). In doing so, it established a set of benchmarks for human capital effectiveness measures across industry and company size categories, as well as described temporal changes over the financial years surveyed (2006 - 2010). Even though South Africa is considered to have a very low labour force productivity level compared to other countries (Schwab, 2010 in World Competitive Report, 2010/2011), the results showed that the grand median HCROI ratio for South African listed companies was higher (M = 3.03) than those from published figures from the USA, EU and UK (PwC Saratoga, 2011). This descriptive research also explored the influence of company size (small, medium or large) and company industry (N = 42) on human capital effectiveness (as indexed by HCROI). No statistically significant differences (p > .05) between the median HCROI ratios across company size categories were found, although notable differences in medians of HCROI across company industry categories were observed. HCROI also showed temporal fluctuations over the study period, reflecting economic cycle influences, but year-on-year changes were bigger when the mean HCROI was used — median HCROI remained relatively stable year-on-year. From the research, several recommendations are made regarding the appropriate use of these HCROI benchmark data. Also, this descriptive study lays a solid foundation for future explanatory research aimed at investigating the antecedents, correlates and consequences of human capital return-on-investment (HCROI) as an indicator of human capital effectiveness. The present study contributes to human capital metrics literature by demonstrating how human capital effectiveness indicators can be calculated from audited financial results available in the public domain, and in doing so, attempts to encourage greater use of human capital reporting in financial reporting standards. / AFRIKAANSE OPSOMMING: Die bestuur van mensekapitaal vereis betekenisvolle metings van menskapitaaleffektiwiteit wat beter strategiese menslike hulpbron-besluitneming tot gevolg het. Bestaande metings, soos Menskapitaalbeleggingsopbrengs (HCROI), laat menslike hulpbronbestuurders toe om die finansiële impak van die menskapitaaluitgawe te kwantifiseer, maar min is bekend oor hoe menskapitaalbeleggingsopbrengste tussen die populasie van gelyste maatskappye varieer. Die gevolg is dat die gebruikers van hierdie metrieke aanduiders (metrics) selde weet hoe hulle ‘opmeet’ teen hul mededingers in die afwesigheid van normatiewe inligting. Indien menskapitaal as ‘n bron van ykmerk (benchmark) oorweeg kan word, moet die meting van menskapitaaleffektiwiteit ook normatiewe vergelykings toelaat. Die huidige studie het geouditeerde finansiële data vanaf McGregor BFA (2010) onttrek en die sentrale neiging en verspreiding van menskapitaalbeleggingsopbrengs van die maatskappye wat op die Johannesburgse Effektebeurs gelys is (N = 319), beskryf. Sodoende het dit ‘n stel ykmerke vir menskapitaaleffektiwiteit-metings daargestel oor die industrie- en maatskappy-grootte kategorieë heen, sowel as om reële veranderinge oor die finansiële jare (2006 – 2010) wat ondersoek is, te beskryf. Alhoewel Suid-Afrika met ‘n baie lae arbeidsmag produktiwiteitsvlak geag word in vergelyking met ander lande (Schwab, 2010 in World Competitive Report, 2010/2011), het die resultate getoon dat die algehele mediaan menskapitaalbeleggingsopbrengs ratio vir Suid-Afrikaans-gelyste maatskappye hoër (M = 3.03) was as die gepubliseerde syfers van die V.S.A., Europa en die Verenigde Koninkryk (PwC Saratoga, 2011). Hierdie beskrywende navorsing het ook die invloed van maatskappy-grootte (groot, medium of klein) en maatskappy-sektore (N = 42) op menskapitaaleffektiwiteit (soos geïndekseer deur die menskapitaal-beleggingsopbrengs) ondersoek. Geen statistiese beduidende verskille (p > .05) is tussen die menskapitaalbeleggingsopbrengs mediaan ratio’s oor die maatskappy-grootte kategorieë gevind nie, alhoewel daar noemenswaardige verskille in die mediaan van menskapitaalbeleggingsopbrengs oor die maatskappy-sektor kategorieë waargeneem is. Menskapitaalbeleggingsopbrengs het ook temporale skommelinge oor die studieperiode getoon, wat ekonomiese siklus-invloede reflekteer het, maar jaar-op-jaar veranderinge was groter indien die gemiddelde (mean) menskapitaalbeleggingsopbrengs gebruik was – mediaan menskapitaalbeleggingopbrengs het relatief stabiel van jaar-tot-jaar gebly. Uit hierdie navorsing word verskeie aanbevelings gemaak rakende die toepaslike gebruik van die menskapitaalbeleggingsopbrengs ykmerk-data. Die beskrywende studie lê ook ‘n vaste fondament vir toekomstige verklarende navorsing wat daarop gerig is om die voorafgaande veranderlikes (antecedents), korrelate en gevolge van menskapitaalbeleggingsopbrengs as ‘n indikator van menskapitaaleffektiwiteit te ondersoek. Die huidige studie dra tot die menskapitaalmaatstawweliteratuur by deur te demonstreer hoe menskapitaaleffektiwiteit indikatore vanaf geouditeerde finansiële resultate kan bereken word wat op die openbare domein beskikbaar is. Daardeur word gepoog om groter gebruik van menskapitaalrapportering in finansiële verslagdoeningstandaarde aan te moedig.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2007. / Globally, institutions of higher learning are characterised by continuous change, which has significant ramifications for the success and functioning of any institution of higher learning. In this context, the aim of this study was to examine the relationship between the perceptions of academics regarding the work environment in a transforming South African institution of higher learning and their job involvement and organisational commitment. The data were gathered by means of the Academic Work Environment Survey (AWES) measuring instrument. This measuring instrument obtained extraordinarily high reliability coefficients in the study. The results of the study indicate that academics in general have a positive perception of their job involvement and organisational commitment. These positive perceptions of job involvement and organisational commitment can largely be attributed to academics’ positive experience of a number of aspects of the academic work environment, namely low levels of role ambiguity and role conflict and high levels of autonomy, task identity, work challenge, feedback and supervisory consideration. However, attention should be paid to certain aspects such as role ambiguity, role conflict, feedback, work challenge and supervisory consideration where differences among academics’ perceptions occur as a result of personal and professional characteristics, which might pose a threat to these positive experiences in future.

Thesis (MComm)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: When considering the attitude of a workforce towards their work and ways of increasing their motivation, attention must be given to their culture. Attitudes within In this study the influence of culture on the implementation of ergonomics was studied with specific reference to the transfer of technology in developing countries. Cultural diversity factors such as language/communication, religious beliefs, anthropometrics, educational background time, ethnicity values, attitude and values was measured using a specially designed questionnaire. It was completed by eighteen managers representing seven large industries in the Mpumalanga province. The cultural factor with the highest significance was 'time'. Others with high significance were educational background, attitude, language/communication and values. Ethnicity values, anthropometrics and religious beliefs were cultural factors which was not considered to be significant, however the population was very small and it is considered that they do contribute towards the implementation of ergonomICS. Training, imported technology and management are external factors, which make a useful and practical contribution to the subject of Ergonomics and the implementation thereof in organizations. If understood, cultural factors provide a much richer environment and different viewpoints, which can increase productivity by the effective use of technology. an organization are due to the attitudes that exist in the culture from which the members of the organization have come. Management practices, therefore, must cope with the attitudes and prejudices of the cultures within the organization. These cultures have been influenced by many factors like religious doctrine and history, not primarily concerned with the efficiency and productivity of the organization. Ergonomics aim at the optimization of the interaction between human and machine and the operating environment. This can provide the information necessary to promote an acceptable and efficient interaction between human-machine and environment in any form of a human-at-work system. In the process of technology transfer from Industrial Developed Countries to Industrial Developing Countries, emphasis is laid on economic progress. Although improvement of the economic situation and the standard of living is important to achieve, neglecting ergonomic considerations is both economically expensive and socially disturbing, thus creating negative effects in the country acquiring the technology. Ergonomics serve as a link between human factor considerations and the transfer of technology. A comprehensive systems model of Ergonomics was used, which indicates the interaction between facets emphasizing information as a core dynamic process, which can be useful to ensure optimality of choices of technology. / AFRIKAANSE OPSOMMING: Wanneer 'n werkerskorps ondersoek word met betrekking tot hul houdings teenoor werk en wyses om hul motivering te verhoog, moet aandag geskenk word aan hul kultuur. Houdings binne 'n organisasie ontstaan uit houdings wat reeds bestaan in die kultuur waaruit lede van die organisasie oorspronklik kom. Bestuurspraktyke moet die houdinge en bevooroordelings van kulture binne die organisasie hanteer. Hierdie kulture is beYnvloed deur vele faktore soos geloofsdoktrines en geskiedenis wat nie primer gerig is op die effektiwiteit en produktiwiteit van die organisasie nie. Ergonomika het ten doel die optimisering van die interaksie tussen mens en masjien en die omgewing van funksionering, wat die nodige inligting kan voorsien wat nodig is om aanvaarbare en effektiewe interaksie te bewerkstellig tussen mens, masjien en die omgewing ten opsige van enige mens-by-sy-werk sisteem. In die proses van tegnologiese oordrag vanaf Industriele Ontwikkelde Lande na Industriele Ontwikkelende Lande, word klem gele op ekonomiese vooruitgang. Alhoewel verbetering van die ekonomiese situasie en 'n verhoging van die standaard van lewe belangrik is om te bereik, sal die verwaardlosing van ergonomiese oorwegings beide ekonomies duur en sosiaal verontrustend wees en gevolglik negatiewe effekte veroorsaak binne die land wat die tegnologie moet verkry. Ergonomika dien as 'n skakel tussen die menslike faktor oorwegings en die oordrag van tegnologie. 'n Omvattende sisteem model van Ergonomika dui op die interaksie tussen belangrike fasette van inligting as 'n dinamiese kern proses wat bruikbaar kan wees by die optimisering van keuses van tegnologie. In hierdie studie word die invloed van kulturele faktore op die implementering van ergonomika bestudeer met spesifieke verwysing na die oordrag van tegnologie. Kulturele diversiteitsfaktore soos taal/kommunikasie, gelowe, antropometrie, opvoedkundige agtergrond, tyd, etniese waardes, houding en waardes is gemeet deur 'n spesiaal ontwerpte vraelys. Dit is voltooi deur agtien bestuurders wat sewe groot industriee in die Mpumalanga provinsie verteenwoordig. Die kulturele faktor wat as die mees beduidend gemeet het is 'tyd'. Ander beduidende faktore is opvoedkundige agtergrond, houdings, taal/kommunikasie en waardes. Nie beduidende faktore naamlik, etnisiteit, antropometrie en gelowe is weI beskou as bydraend in die implementering van ergonomika aangesien die populasie wat gemeet is as relatief klein beskou kan word en moontlik in 'n groter populasie as beduidend kon meet. Opleiding, ingevoerde tegnologie en bestuur is eksterne faktore wat 'n waardevolle en praktiese bydrae maak tot die vakgebied en die implementering van Ergonomika. Kulturele diversiteit voorsien 'n ryk omgewing met verskillende uitgangspunte en indien dit verstaan word kan dit lei tot verhoogde produktiwiteit deur verbeterde gebruik van tegnologie.

Thesis (PhD (Industrial Psychology))--University of Stellenbosch, 2007. / Persistence is not a well researched phenomenon. In addition, no previous research has suggested a process depicting a combination of variables that are related to persistence. The current study explores the process of persistence from a fortigenic paradigm, which emphasises psychological strengths. The aim of the current study is to determine the relationship between various fortigenic variables and persistence. The fortigenic paradigm also suggests that psychological strengths can be developed. In order to understand the process of persistence, the current study includes both cognitive (locus of control, optimism, hope, self-efficacy) and emotional psychological strengths (self-esteem, performance self-esteem, resilience) that are related to persistence. Based on literature, the current study suggests a model depicting a sequential process of interrelationship amongst the fortigenic variables and their relationship with persistence. To test the validity of the proposed model, the current study uses a sample of individuals that must be persistent in order to achieve their career goals. A group of 295 aspiring Chartered Accountants who wrote Part 1 of the Qualifying Exam during 2005 participated in the study. From this group, 156 (53%) did not pass the Qualifying Exam during 2005. The study employs both survey and statistical modeling methodologies to guide the investigation. Standardised questionnaires are used for the eight different fortigenic variables. To determine the applicability of the factor structures of these instruments on the current sample, exploratory factor analysis is conducted. The suggested factor structures are confirmed through confirmatory factor analysis with acceptable levels of fit. The revalidated instruments provide better levels of fit than the original instruments. The current study first tested the model of persistence on the total group. The theoretical model depicting the process of persistence provides acceptable levels of fit with all the suggested paths in the model being statistically significant. The same model was tested on the group of individuals that failed previous attempts of the Qualifying Exam, but passed it during 2005. Better levels of fit are obtained with all the paths being statistically significant except between self-esteem and resilience. Again the model was tested using the group of individuals that failed previous attempts at the Qualifying Exam, which failed it during 2005, but still persisted in writing. Acceptable levels of fit are obtained with all the paths being statistically significant except between self-efficacy and resilience. However, the group that failed the Qualifying Exam during 2005 has significantly lower levels of both hope and performance self-esteem. In addition, discriminant analysis shows that hope, optimism, and resilience are factors that can classify individuals into either passing or failing. Of importance is the fact that as individuals write the Qualifying Exam on different attempts, there seems to be a lowering in the number of statistically significant relationships between the fortigenic variables and persistence. The current study ascribes this phenomenon to resource depletion. The latter makes it difficult for individuals to persist in using the same psychological strength if it is not replenished before usage. The study suggests an intervention programme that may enhance the levels of psychological strengths and persistence and counteracting the impact of resource depletion in aspiring chartered accountants.

Thesis (MA)--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: Today’s competitive and dynamic business world, solicits ever higher levels of performance and productivity. At the core of this drive to higher performance is the enhancement and managing of employees’ performance through a Performance Management system. Performance Management however, is a very complex, multi-dimensional and integrated system with a number of interacting critical prerequisites. Even in ideal circumstances, these fundamental elements would, in all likelihood, not all be satisfied during the initial phases of implementing a Performance Management system. The concern existed, on the basis of the abovementioned probabilities, that the Performance Management system of the Children and Families Division (CAF) of the Department of Health and Human Services (DHHS) of Tasmania, Australia, was not enjoying optimal operational effectiveness. The aim of this study was to identify those factors in the system that are underdeveloped, possibly unsuccessfully implemented or in need of attention as they impact negatively on the effective running of the CAF’s Performance Management system. A suitable tool for this diagnostic purpose already exists in the form of the Performance Management Audit Questionnaire (PMAQ), developed by Spangenberg and Theron (1997). Through administering and analysing the PMAQ results, the CAF could obtain a clear indication of the system’s current effectiveness and would be able to identify where the problem areas are in order to refine the system for greater operational effectiveness. The results successfully identified the underdeveloped or absent areas of the organisation’s current Performance Management system. The results further found a clear difference between managerial and non-managerial perceptions of the effectiveness of the Performance Management system. The implications of these findings are discussed in terms of proposed remedial actions that could be implemented to address the problem areas. / AFRIKAANSE OPSOMMING: ‘n Konstante strewe na steeds hoër vlakke van prestasie en produktiwiteit is aan die orde van die dag in die huidige hoogs kompeterende en dinamiese besigheidswêreld. Die verbetering en bestuur van werknemers se prestasie deur middel van ‘n Prestasiebestuurstelsel, blyk ‘n sleutel te bied tot hierdie strewe na hoër prestasie. Prestasiebestuur is egter ‘n hoogs komplekse, multidimensionele en geintegreerde stelsel met ‘n aantal interverwante kritieke vereistes. Selfs onder ideale omstandighede, sou dit onwaarskynlik wees dat al hierdie fundamentele elemente aangespreek sou kon word gedurende die anvanklike fases van die implementering van ‘n Prestasiebestuurstelsel. In die lig van die bogenoemde waarskynlikhede, het daar spesifiek twyfel geheers oor die mate waartoe die Prestasiebestuurselsel van die ‘Children and Families’ (CAF) afdeling van die ‘Department of Health and Human Services (DHHS) in Tasmanië, Australie, optimale operasionele effektiwiteit weerspieël. Die doel van hierdie studie was om die faktore binne die stelsel te identifiseer wat onderskeidelik onderontwikkeld, onsuksesvol geimplementeer, of aandag benodig het ten einde hulle negatiewe impak op die effektiewe bedryf van die CAF se Prestasiebestuurstelsel aan te spreek. ‘n Geskikte hulpmiddel vir so ‘n diagnostiese doelwit het reeds bestaan in die vorm van die Performance Management Audit Questionnaire (PMAQ) wat deur Spangenberg en Theron (1997) ontwikkel is. Deur middel van die administrasie van die PMAQ en die analise van die resultate, sou die CAF ‘n duidelike aanduiding kon verkry van die stelsel se effektiwiteit en sou hulle die probleemareas kon identifiseer ten einde die stelsel tot groter operasionele effektiwiteit te verfyn. Die resultate het die leemtes en onder-ontwikkelde areas binne die organisasie se huidige Presasiebestuurselsel suksesvol geidentifiseer. Die resultate het verder gedui op ‘n duidelike verskil tussen die persepsies van bestuurders en nie-bestuurders oor die effektiwiteit van die Prestasiebestuurstelsel. Die implikasies van hierdie bevindings word ten slotte bespreek in terme van die voorgestelde remediëringsaksies wat geimplementeer sou kon word om die probleemareas aan te spreek.

Thesis (MComm)--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: Lifestyles offer a comprehensive view of behaviour and the motives that underlie many of the purchases made by consumers. Impulsive buying behaviour is a complex phenomenon, and it has not yet been actively researched within a South African context. The aim of this study was to investigate the lifestyle of an impulsive student buyer, and to compile a lifestyle profile of such a buyer. A total of 499 respondents from the particular tertiary institution participated in the study. The sample population reflected young consumers in the age group 17 to 33 years. The students were mostly undergraduates studying in a full-time capacity. This study was exploratory and descriptive in nature. An electronic web-based survey was used as the method of data gathering. The survey was programmed and posted for a period of three weeks on the student portal of the tertiary institution where the survey was conducted. The validation of participation in the electronic survey was done in accordance with the requirements of the sample selection criteria. The questionnaire was tested during a pilot study. Factor analysis and Cronbach’s coefficient alpha was used to assess the validity of the questionnaire and to determine its internal consistency. Mean scores and standard deviations were computed to divide the data into three groups. To determine the current lifestyle dimensions of the students, the Activities, Interests and Opinion statements (AIOstatements) were factor analyzed. The factor matrix was rotated by means of an oblique rotation of axes, making use of the Direct Oblimin rotation technique. This resulted in a solution of five activity and interest factors, and two opinion factors. Mean scores and standard deviations were computed for all the valid life style characteristics. The frequency of impulsive shopping was measured through frequency distribution. Pearson’s product moment correlation coefficient analysis was performed between the differentiating variables, namely lifestyle and impulsive shopping behaviour to establish the relationship between these variables. Multivariate analysis of variance (MANOVA) and univariate (one way) analysis of variance (ANOVA) were used to determine differences between the groups. The five activity and interest factors that were identified, included clothes shopping/clothing specific lifestyle, social interaction, media usage, fashion oriented clothes shopping/fasion oriented clothing lifestyle, and cultural activities and interests. The two opinion factors identified, were positive vision for the future and importance of training/education. However, the opinion factors did not differ in terms of statistic significance between the groups, and was therefore not used in the consequent typology of the groups. Three groups of student consumers were identified based on the respondents’ perceptions of their activities and interests, and impulsive shopping behaviour. The students were categorized into the following three groups: Group 1: Non-impulsive shoppers – Non-impulsive Conservatives/ Traditionalists Group 2: Low impulsive shoppers – Moderates Group 3: High impulsive shoppers – Impulsive Trendsetters The three groups differed in terms of their activities and interests, and impulsive shopping behaviour. The following activities and interests characteristics were considered important: clothes shopping/clothing specific lifestyle, social interaction and media usage. The activities and interests factors that are responsible for differences between the groups could provide retailers with valuable means to identify market segments, and to satisfy their specific needs. Young South African consumers should not be considered as a homogeneous group of consumers. The South African market is a highly competitive environment providing a wide variety of shops and products to consumers which can be targeted at a specific segment to exert an impact on shopping and specifically impulsive shopping. Therefore the retailer and marketer ought not to underestimate this type of shopping behaviour. Implications for retailers and marketers are stated and recommendations for future research are suggested in order to encourage further investigation in a scientific manner in the field of impulsive shopping behaviour, and lifestyle. / AFRIKAANSE OPSOMMING: Lewenstyl bied ‘n uitgebreide en omvattende beeld van verbruikers se gedrag en die motiewe onderliggend aan die aankope van verbruikers. Impulsiewe aankoopgedrag is ‘n komplekse fenomeen en ‘n studierigting waarin beperkte navorsing in Suid- Afrika gedoen is. Hierdie studie poog om ondersoek in te stel na die lewenstyl van ‘n impulsiewe studente-aankoper en om dan gevolglik ‘n lewenstyltipering van hierdie student te doen. ‘n Totaal van 499 respondente het aan hierdie studie deelgeneem. Die steekproef is uit jong verbruikers in die ouderdomsgroep 17 tot 33 jaar geneem. Die studente was meerendeels voorgraads voltyds ingeskrewe studente. Hierdie studie was verkennend en beskrywend van aard. Data is deur middel van ‘n elektroniese webgebaseerde-opname versamel. Die vraelys is tydens ‘n loodsstudie getoets. Die vraelys is geprogrammeer en vir ‘n tydperk van drie weke op die portaal van die studente aan die betrokke tersiêre instansie geplaas. Die vraelys het uit vier afdelings bestaan. Die kontrole van die deelnemers aan die elektroniese opname is in ooreenstemming met die steekproefseleksiekriteria opgestel. Faktorontleding en Cronbach se koëffisiënt alfa is gebruik om die geldigheid en interne konsekwentheid van die vraelys te ondersoek. Deur gebruik te maak van gemiddelde tellings en standaardafwykings is die data in drie groepe verdeel. Om die bestaande lewenstyldimensies van die studente te bepaal, is die Aktiwiteite, Belangstellings en Opinie-stellings (AIO-stellings) aan faktorontleding onderwerp. Die faktormatriks is volgens die skuinsas-rotasietegniek met behulp van die Direct Oblimin-metode geroteer. Vyf aktiwiteite-en-belangstellingsfaktore en twee opiniefaktore is uit die data verkry. Gemiddelde tellings en standaardafwykings is vir al die geldige lewenstyleienskappe bereken. Die frekwensie van impulsiewe aankoopgedrag is deur middel van frekwensieverspreiding gemeet. Pearson se produk-moment korrelasiekoëffisiënt-ontleding is op die data toegepas om die korrelasies tussen die onderskeie veranderlikes, naamlik lewenstyl en impulsiewe aankoopgedrag, te bepaal. Meervoudige ontleding van variansie (MANOVA) en enkelvoudige ontleding van variansie (ANOVA) is gebruik om verskille tussen die groepe te bepaal. Die belangrikste aktiwiteite-en-belangstellingsfaktore wat geïdentifiseer is, sluit klereaankope/klere-spesifieke lewenstyl, sosiale interaksie, mediaverbruik, modieuse klereaankope/modieuse klere-lewenstyl en kuns en kulturele aktiwiteite en belangstellings in. Die belangrikste opiniefaktore sluit positiewe toekomsvisie en belangrikheid van opleiding in. Die opiniefaktore het egter nie statisties beduidend tussen die groepe onderskei nie en is gevolglik nie in die tipering van die groepe gebruik nie. Drie groepe studenteverbruikers is geïdentifiseer, gebaseer op die respondente se persepsie van hul lewenstyl en impulsiewe aankoopgedrag. Die drie groepe is soos volg gekategoriseer: Groep 1: Nie-impulsiewe kopers – Nie-impulsiewe Konserwatiewes/ Tradisioneles Groep 2: Lae impulsiewe kopers – Gematigdes Groep 3: Hoë impulsiewe kopers – Impulsiewe Tendensaanwysers Die drie groepe het volgens hul impulsiewe aankoopgedrag en aktiwiteite en belangstellings verskil. Die volgende aktiwiteite en belangstellingseienskappe is oor die algemeen die hoogste aangeslaan: klereaankope/klere-spesifieke lewenstyl, sosiale interaksie en mediaverbruik. Die aktiwiteite en belangstellings wat beduidend tussen die groepe onderskei, kan moontlik aan kleinhandelaars waardevolle inligting bied om marksegmente te identifiseer en om aan die behoeftes van die onderskeie verbruikersgroepe te voldoen. Jong Suid-Afrikaanse verbruikers behoort nie as ‘n homogene groep verbruikers beskou te word nie. Die Suid-Afrikaanse mark is hoogs kompeterend met ‘n wye reeks winkels en produkte wat op ‘n spesifieke segment gerig kan word om sodoende ‘n impak op aankope en spesifiek impulsiewe aankope uit te oefen. Die kleinhandelaar en bemarker behoort derhalwe nie hierdie tipe aankoopgedrag gering te skat nie. Implikasies vir die kleinhandelsektor en bemarker is gestel en aanbevelings vir verdere navorsing word gemaak ten einde toekomstige navorsing op ‘n wetenskaplik gefundeerde wyse op die gebied van impulsiewe aankoopgedrag en lewenstyl aan te moedig.

Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study is rooted in career psychology with implications for career management. In addition, the study draws from various fields including the positive organisational behaviour paradigm. The underlying assumption of this study is that certain organisational and individual factors influence the experience of subjective career success amongst black employees in the South African work environment. In order to evaluate this assumption an attempt was made to gain an understanding of the antecedents of subjective career success. An overview of the literature led the researcher to the conclusion that transformational leadership, job resources, supportive organisational climate, psychological empowerment, and psychological capital (PsyCap), could be regarded as antecedents of subjective career success. Based on the literature, a theoretical model was developed that portrays a sequential process within which the identified variables play roles that vary in salience, depending on the stage in the sequential process. A mixed-methods research design was employed to guide the investigation. More specifically, the study consisted of a qualitative strand, followed by two quantitative strands. In the qualitative strand (Phase 1), a semi-structured interview was used to obtain information about the factors influencing career success from 30 black employees in white-collar jobs from three different South African organisations. The purpose of the qualitative strand was two-fold, firstly to seek confirmation that the instruments utilised covered the most salient issues. Secondly, to obtain guidance on how to supplement constructs that were not adequately covered, before continuing with the subsequent quantitative strands. The outcome of Phase 1 provided evidence of sufficient coverage of the variables as based on the literature review. However, it was decided to add three questions to the job resources measuring instrument, as well as two items to the supportive organisational climate instrument. During both the quantitative strands, survey research was used. To facilitate the collection of data during the survey research, an electronic web-based questionnaire was compiled. Standardised questionnaires were utilised to measure each of the ten constructs. The purpose of Phase 2 was to pilot test the composite questionnaire. A total of 220 usable questionnaires were analysed during Phase 2 with regard to the psychometric properties associated with each of the constructs. Evidence of the psychometric properties was obtained by means of internal consistency, confirmatory and exploratory factor analysis. All the instruments used in Phase 2 had acceptable reliabilities and goodness-of-fit, with the exception of the psychological capital instrument (PCQ). More specifically, less than satisfactory reliability coefficients were observed for resilience (α= .60) and optimism (α= .48). On the basis of this, no changes were made to the content of the instruments for use in Phase 3. However assumptions about the factorial structure of the job resources scale had to be revisited. The outcome of Phase 2 was a set of reliable and valid measuring instruments that could be used with confidence. The purpose of Phase 3 was to evaluate thirteen propositions guiding the current study. A total of 418 usable questionnaires were analysed during Phase 3. During Phase 3, further confirmation was found that all the instruments used had acceptable reliabilities, as well as goodness-of-fit. In addition, correlation analysis, step-wise multiple regression and structural equation modelling (variance and covariance-based) were employed. All the independent variables were significantly related to the dependent variable, subjective career success, except for objective career success (past). Job resources, psychological capital and supportive organisational climate, however, were the only significant predictors of career success. In order to evaluate the appropriateness of the proposed sequential model, both variance and covariance-based structural equation modelling were used. Model exploration was facilitated by the use of variance-based structural equation modelling. Both non-significant paths, as well as significant, but weak paths, were removed during the exploration process. The covariance-based approach allowed the utilisation of modification indices to arrive at an optimal model. A model consisting of only the significant paths were subjected to covariance-based structural equation modelling. The modification indices suggested adding three direct paths between subjective career success and transformational leadership, job resources, as well as supportive organisational climate. However, in the optimal model, the direct path between transformational leadership and subjective career success was excluded due to not being statistically significant. In the optimal model all the proposed paths were significant. Acceptable goodness-of-fit was obtained for this optimal model. The results of Phase 3 provided evidence supporting the majority of the thirteen propositions that guided the current study. With the unique combination of variables, this study can be seen as making a contribution to the existing theory and literature by explicating the interrelationships between transformational leadership, job resources, supportive organisational climate, psychological empowerment, psychological capital (PsyCap), and subjective career success. The researcher made recommendations for future research, as well as for scientific and practical interventions regarding the development of subjective career success. / AFRIKAANSE OPSOMMING: Hierdie studie is gegrond in loopbaansielkunde met implikasies vir loopbaanbestuur. Hierbenewens het die studie op verskeie velde gesteun, insluitend, en veral, die positiewe organisatoriese gedragsparadigma. Die onderliggende aanname in die studie was dat die ervaring van subjektiewe loopbaansukses onder swart werknemers in die Suid-Afrikaanse werkomgewing deur sekere organisatoriese en individuele faktore beïnvloed word. Ten einde hierdie aanname te evalueer, is gepoog om ’n begrip te vorm van die aanleidende oorsake van subjektiewe loopbaansukses. ’n Literatuuroorsig het die navorser tot die slotsom gebring dat transformasionele leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige bemagtiging en sielkundige kapitaal (PsyCap) as oorsaaklike faktore van subjektiewe loopbaansukses beskou kan word. ’n Teoretiese model wat op die literatuur gebaseer was, is ontwikkel om ’n opeenvolgende proses waarin die geïdentifiseerde veranderlikes wissellende rolle ten opsigte van prominensie speel, weer te gee. ’n Gemengde-metodes-ontwerp is in die navorsing gebruik om die ondersoek te rig. Meer besonderlik het die studie ’n kwalitatiewe fase behels, wat deur twee kwantitatiewe fases gevolg is. In die kwalitatiewe fase (Fase 1) is semigestruktureerde onderhoude met 30 swart gesalarieerde werknemers in drie verskillende Suid-Afrikaanse organisasies gevoer om inligting oor die faktore wat loopbaansukses beïnvloed, in te win. Die doel van die kwalitatiewe fase was tweeledig: eerstens om bevestiging te verkry dat die instrumente wat gebruik is, die mees belangike kwessies gedek het. Tweedens was die doel om uit te vind hoe om die konstrukte wat nie behoorlik gedek is nie, aan te vul voordat daar met die daaropvolgende kwantitatiewe fases voortgegaan word. Die uitkoms van Fase 1 het getuienis gelewer dat daar, soos op die literatuuroorsig gebaseer, voldoende dekking van die veranderlikes was. Daar is egter besluit om drie vrae by die meetinstrument vir die meet van werkhulpbronne by te voeg, sowel as om twee items by die meetinstrument vir die meet van ondersteunende organisatoriese klimaat by te voeg. Opname-navorsing is gedurende beide kwantitatiewe fases gebruik. ’n Elektroniese web-gebaseerde vraelys is opgestel om die opname-navorsing te vergemaklik. Gestandaardiseerde vraelyste is gebruik om elk van die tien konstrukte te meet. Die doel van Fase 2 was om ’n voortoetsing met die saamgestelde vraelys uit te voer. Twee honderd en twintig bruikbare vraelyste is gedurende Fase 2 ontleed met betrekking tot die psigometiese eienskappe wat met elk van die konstrukte geassosieer was. Getuienis omtrent die psigometriese eienskappe van die meetinstrumente is deur middel van interne konsekwentheid, en bevestigende en ondersoekende faktorontleding verkry. Al die instrumente wat in Fase 2 gebruik is, het aanvaarbare betroubaarheid en goeie passing getoon, met die uitsondering van die sielkundige kapitaal (PsyCap) instrument, meer spesifiek, minder aanvaarbare vlakke van betroubaarheid is gevind in die geval van veerkragtigheid (α= .60) en optimisme (α= .48). Daar is egter geen veranderinge vir gebruik in Fase 3 aan die inhoud van die instrumente aangebring nie. Aannames ten opsigte van die faktoriale struktuur van die werkhulpbronneskaal moes egter hersien word. Die uitkoms van Fase 2 was ’n betroubare en geldige stel meetinstrumente wat met vertroue gebruik kon word. Die doel van Fase 3 was om die dertien hipoteses wat die huidige studie gerig het, te evalueer. Hiervoor is 418 bruikbare vraelyste tydens Fase 3 ontleed. Verdere bevestiging dat al die instrumente aanvaarbare betroubaarheid, asook goeie passing getoon het, is tydens Fase 3 verkry. Daarbenewens is korrelasie-ontleding, stapsgewyse meervoudige regressie en strukturele vergelykingsmodellering (variansieen kovariansie-gebaseerd) gebruik. Behalwe vir objektiewe loopbaansukses (vorige), was al die onafhanklike veranderlikes beduidend verwant aan die afhanklike veranderlike, naamlik subjektiewe loopbaansukses. Werkhulpbronne, sielkundige kapitaal en ondersteunende organisatoriese klimaat was egter die enigste beduidende voorspellers van loopbaansukses. Beide variansie- en kovariansie-gebaseerde strukturele vergelykingsmodellering is gebruik om die toepaslikheid van die voorgestelde konseptuele model te evalueer. Verkenning van die model is met gebruik van variansie-gebaseerde strukturele vergelykingsmodellering bewerkstellig. Beide nie-beduidende bane, sowel as beduidende, maar swak bane, is tydens die verkenningsproses verwyder. Met die benutting van modifikasie-indekse het die kovariansie-gebaseerde benadering dit moontlik gemaak om ’n optimale model daar te stel. Die model, wat slegs uit die beduidende bane bestaan het, is aan kovariansie-gebaseerde strukturele vergelykingsmodellering onderwerp. Die modifikasie-indekse het die toevoeging van drie direkte bane tussen subjektiewe loopbaansukses en transformasionele leierskap, werkhulpbronne, en ondersteunende organisatoriese klimaat voorgestel. In die optimale model is die direkte baan tussen transformasionele leierskap en subjektiewe loopbaansukses egter uitgeskakel omdat dit nie statisties beduidend was nie. Al die voorgestelde bane was in die optimale model beduidend en goeie passing is vir hierdie optimale model verkry. Die resultate van Fase 3 het bewys gelewer vir die aanvaarding van die meerderheid van die dertien hipoteses wat die huidige studie gerig het. Vanweë die ontwikkeling van die onderlinge verband tussen transformasionele leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige bemagtiging, sielkundige kapitaal (PsyCap), en subjektiewe loopbaansukses, kan hierdie studie, met hierdie unieke samestelling van veranderlikes, as bydraend tot die bestaande teorie en literatuur beskou word. Die navorser doen aanbevelings vir toekomstige navorsing, sowel as vir wetenskaplike en praktiese intervensies ten opsigte van die ontwikkeling van subjektiewe loopbaansukses.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Affirmative action is arguably one of the more controversial topics in the South African society today. Implemented in response to many years of apartheid which marginalised the Black population of South Africa specifically, this form of redress is aimed at reversing the wrongs of the past and at levelling the playing field in terms of access to scarce resources. Unfortunately, massive social structural changes such as these are hardly ever implemented without encountering resistance and unintended consequences. This is why the aim of this study was to explore the relationship between knowledge of affirmative action and attitudes towards affirmative action, as well as the relationship between attitudes towards affirmative action and the different forms of (dysfunctional) consequences this could have in the South African work environment for both the Designated-(Blacks, Indians, Coloured and White female employees) and Non-designated groups (White male employees) respectively. A non-experimental (ex-post facto) research design were utilised for these purposes. The constructs were defined as follows: knowledge of affirmative action as the respondents’ actual knowledge of South Africa’s Employment Equity Act, (1998) and attitudes towards affirmative action as the respondents’ stance (in terms of negativity or sensitivity) towards 5 affirmative action-related debates. These include attitude towards merit, - quotas, -reverse discrimination, - drop in standards, and – tokenism (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). For the Non-designated group (White males), Adams’ equity theory (1965) was used to explain how perceived inequity in the work environment could lead to certain forms of dysfunctional work behaviour, namely exit, voice, loyalty, stealing and silence (Hirschman, 1970; Pinder, 1998). For the Designated groups, relational demography theory (Riordian, 2000; Williams & O’Reilly, 1998) was used to argue how possible “out-group” status of affirmative action candidates could lead to lower levels of job satisfaction, group cohesion and organisational commitment, as well as to higher levels of conflict and role ambiguity. An availability sample of one-hundred-and-eighty respondents was drawn from the databases of several leading recruitment agencies in the Western Cape. Several scales were utilised, of which all were added into one composite questionnaire. / AFRIKAANSE OPSOMMING: Daar kan argumenteer word dat regstellende aksie waarskynlik vandag een van die mees kontroversie le temas is in die Suid-Afrikaanse samelewing. Regstellende aksie is g implimenteer in reaksie op baie jare van apartheid waarin veral die Swart Suid-Afrikaanse populasie ontsien is van baie geleenthede, en stel dus ten doel ‘n ommeswaai in die verkeerde praktyke van die verlede sowel as die gelykmaking van die speelveld in terme van toegang tot skaars hulpbronne te bring. Ongelukkig is dit so dat massiewe sosiale strukturele veranderinge soos hierdie byna nooit g implimenteer word sonder weerstand en nie-vooraf verwagte gevolge nie. Die doel van hierdie studie was daarom om die verhouding tussen kennis van regstellende aksie en houdings teenoor regstellende aksie, sowel as die verhoudings tussen houdings teenoor regstellende aksie en verskillende disfunksionele gevolge in die Suid-Afrikaanse werksplek as gevolg hiervan, vir beide die Aangewese (Swart, Indi r, Gekleurde en Wit vroulike werknemers) en Nie-aangewese (Blanke manlike werknemers) groepe onderskeidelik, te ondersoek. A nie- eksperimentele (ex-post facto) navorsingsontwerp was gebruik om hierdie doel te bereik. Die belangrike konstrukte was gedefinie r as volg: kennis van regstellende aksie as die respondente se werklike kennis van Suid-Afrika se Wet op Gelyke Indiensneming (1998) en houdings teenoor regstellende aksie as die respondente se standpunt (in terme van negatiwiteit of sensitiwiteit) teenoor vyf regstellende aksie-verwante debatte. Hierdie debatte sluit in houding teenoor meriete, - kwotas, - omgekeerde diskriminasie, - verlaging van standaarde en -“tokenism” (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). Vir die Nie- aangewese groep (Wit mans), is Adams se billikheidsteorie (1965) gebruik om te verduidelik hoe die persepsie van onbillikheid in die werksplek kan lei tot sekere vorms van disfunksionele werksgedrag, naamlik “exit, voice, loyalty, stealing” en “silence” (Hirschman, 1970; Pinder, 1998). Vir die Aangewese groepe was “relational demography” teorie (Riordian, 2000; Williams & O’Reilly, 1998) gebruik om te beskryf hoe moontlike “uit-groep” status van regstellende aksie kandidate kan lei tot laer vlakke van werksatisfaksie, groep kohesie en organisatoriese betrokkenheid, en tot ho r vlakke van konflik en rol dubbelsinnigheid.

Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The catering industry by its constituent membership of hotels, restaurants, lodges, bars, night clubs, takeaways and every tourist activity is susceptible and vulnerable to HIV/AIDS. This study analysed the business response to HIV/AIDS by establishments in the catering industry in Zimbabwe. The case study focused on establishments in Harare using a questionnaire with both open-ended and closed questions for data collection. The results of the study acknowledged the impact of HIV/AIDS on human resources capital and the business. The study also highlighted the need to conduct an assessment of the status of HIV/AIDS in the industry and its impact on both people and business. The epidemic was also acknowledged as a threat to the industry (both workforce and the business)hence the need for business response. However, the study revealed that the current business response was very minimal, erratic and uncoordinated. The study also highlighted the discriminatory practices in the catering industry especially in the treatment of persons infected with HIV. The study revealed the urgent need to put in place effective response to mitigate the impact of HIV/AIDS in the catering industry. Recommendations have been made to address HIV/AIDS in the workplace. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om te bepaal tot watter mate die voedselverskaffingsindustrie in Zimbabwe as besigheid gereageer het teenoor MIV/Vigs en wat hulle besigheidsrespons was. Resultate van die studie dui aan dat hierdie besigheidsektor wel erkenning gee aan die negatiewe impak wat MIV/Vigs op menslike hulpbronne . MIV/Vigs word as ‘n bedreiging erken en die negatiewe impak daarvan op besighede word deeglik besef. Die studie dui egter ook aan dat die huidige respons van die voedselverskaffingsektor minimaal, ongereeld en ongekoordineerd is. Die studie wys ook daarop dat daar nog steeds baie hoogs-diskriminerende praktyke binne die industrie bestaan, veral ten opsigte van pasiënte wat tans op behandeling is vir MIV-verwante siektetoestande. Die studie wys op die noodsaaklikheid van ‘n doeltreffende besigheidsrepons binne die voedselverskaffingsindustrie en voorstelle word gemaak vir die beter bestuur van MIV/Vigs binne hierdie bedryfsektor.