Thesis (MA)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Selection represents a critical human resource intervention by virtue of its ability to regulate the movement of employees into, through and out of the organisation. Selection thus represents a relatively visible mechanism through which access to employment opportunities can be regulated. From the perspectives of both affirmative action and fairness, as well as utility, selection has therefore been under intense scrutiny. This implies that there are two substantial criteria in terms of which selection procedures need to be evaluated, namely equity and efficiency. Should the human resource function be challenged to defend its selection procedure, it should be able to assemble credible evidence to show the efficiency and equity of the disputed intervention by means of a reasoned justification. The problem is, however, that most selection procedures being operated in South Africa would probably not be able to successfully meet this burden of persuasion. The search for equitable and efficient selection procedures thus necessitates the need for psychometric audits to provide the feedback required to adjust selection procedures towards greater efficiency and equity, and to provide the evidence required for the vindication of organisations should they be challenged in terms of the South African anti-discriminatory labour legislation. The Guidelines for the Validation and Use of Selection Procedures developed by the Society for Industrial Psychology (1998) represents an attempt to illustrate the ideal process according to which selection procedures should be developed and validated. Conditional on the acceptance that the Guidelines (1998) set out the most justifiable methodology for the development and justification of selection procedures, it becomes a necessity for organisations to periodically evaluate (i.e. periodically psychometrically audit) their current selection procedures and its developmental history to determine whether the human resource function can convincingly demonstrate: .:. The business necessity of the selection procedure; .:. The validity of the performance theory on which the selection procedure is based; and .:. That the selection strategy combines applicant information fairly. A checklist was developed from relevant psychometric literature for the purpose of the psychometric audit representing a structured list of activities required to justify the use of a selection procedure. A psychometric audit was conducted on a selection procedure for call centre staff of a large SA insurance company. The audit uncovered a number of deficiencies in the call center selection procedure and its developmental history. The performance hypothesis, in which the choice of operational predictor measures is grounded, was neither developed, nor argued, nor documented with sufficient clarity to indicate unambiguously the presumed nature of the nomological network of performance determinants and performance constructs. Problems were found with the external validity of the validation design. No reliability, validity, fairness or utility analyses had been performed at the time of the audit. Subsequent correlation analysis indicates low statistically insignificant correlations between the majority of the chosen predictors and the developed criteria. Nonetheless, linear combinations of predictors were found for each of the three call center positions that significantly explain moderate proportions of criterion variance. The fairness of the use of the CSR multiple regression equation across black and white applicants was examined and found to be acceptable. Due to practical constraints, the utility of the selection procedure has not been evaluated. It is recommended that the current selection procedure be re-examined in detail by the company to bring about positive changes in the performance hypothesis and the operational criterion measures. Thereafter, concrete evidence of reliably generated methodological research needs to be obtained again in order to verify the appropriateness, reliability and the meaningfulness of the inferences made from predictor assessments, thereby limiting, ifnot eliminating, possible cases oflitigation. / AFRIKAANSE OPSOMMING: Seleksie verteenwoordig 'n kritieke menslikehulpbronintervensie omdat dit die vermoë het om die beweging van werknemers in, deur en uit 'n organisasie te reguleer. Seleksie verteenwoordig dus 'n relatief sigbare meganisme waarmee toegang tot werksgeleenthede gereguleer word. Uit die oogpunt van sowel regstellende aksie as regverdigheid, en ook bruikbaarheid, is seleksie tans geweldig onder die vergrootglas. Hiermee word geïmpliseer dat die twee substansiële kriteria waarvolgens seleksieprosedures geëvalueer moet word, billikheid en doeltreffendheid is. Sou die menslikehulpbronfunksie uitgedaag word om sy seleksieprosedure te verdedig, sal dit met geloofwaardige bewyse voor 'n dag moet kan kom om die regverdigheid en doeltreffendheid van die intervensie onder bespreking deur middel van logiese argumente te regverdig. Die probleem is egter dat die meeste seleksieprosedures wat in Suid Afrika gebruik word, waarskynlik nie aan hierdie vereiste sal kan voldoen nie. Die soeke na regverdige en doeltreffende seleksieprosedures noodsaak dus dat die behoefte aan psigometriese oudits. aangespreek word vir die terugvoer wat nodig -is om die seleksieprosedures meer doeltreffend en regverdig te maak. Dit salook terselfdertyd die bewyse verskaf waardeur organisasies hul keuringsprosedures kan regverdig indien teen organisasies opgetree sou word in terme van Suid Afrika se antidiskriminerende arbeidswetgewing. Die "Guidelines for the Validation and Use of Selection Procedures" wat deur die Vereniging vir Bedryfsielkunde (1998) ontwikkel is, is 'n poging om die ideale proses waarvolgens seleksieprosedures ontwikkel en gevalideer behoort te word, te illustreer. Op voorwaarde dat hierdie Riglyne (1998) aanvaar word as die mees regverdigbare metodologie wat betref die ontwikkeling en regverdiging van seleksieprosedures, word dit noodsaaklik dat organisasies hulle seleksieprosedures en die ontwikkelingsgeskiedenis daarvan van tyd tot tyd evalueer (d.i. 'n periodieke psigometriese oudit) ten einde vas te stelof die menslikehulpbronfunksie die volgende oortuigend kan demonstreer: .:. die noodsaaklikheid van die seleksieprosedure uit 'n besigheidsoogpunt; .:. die geldigheid van die prestasieteorie waarop die seleksieprosedure gebaseer is; en .:. dat die seleksiestrategie die inligting van die aansoeker regverdig kombineer. 'n Kontrolelys is ontwikkel uit relevante psigometriese bronne sodat die psigometriese oudit 'n gestruktureerde lys van aktiwiteite bevat wat die gebruik van 'n seleksieprosedure sal kan regverdig. 'n Psigometriese oudit is gedoen op 'n seleksieprosedure vir die inbelpersoneel van 'n groot Suid Afrikaanse versekeringsfirma. Die oudit het 'n aantal gebreke in hierdie seleksieprosedure en sy ontwikkelingsgeskiedenis uitgewys. Die prestasiehipotese waarop die keuse van operasionele voorspellers gegrond is, was nie met voldoende helderheid ontwikkel, beredeneer of gedokumenteer om 'n onomwonde aanduiding te gee van die nomologiese netwerk van prestasiedeterminante en prestasiekonstrukte nie. Die eksterne geldigheid van die valideringsontwerp was ook problematies. Geen betroubaarheids-, geldigheids-, billikheids- of nutanalises is ten tyde van die oudit uitgevoer nie. 'n Daaropvolgende korrelasie-analise dui op lae, statisties onbeduidende korrelasies tussen die meerderheid van die gekose voorspellers en die ontwikkelde kriteria. Daar is desnieteenstaande lineêre kombinasies van voorspellers gevind vir elk van die drie inbelsentrumposte wat beduidend matige proporsies kriteriumvariansie verklaar. Die billikheid van die gebruik van die CSR meervoudige regressievergelyking vir wit en swart aansoekers is ondersoek en aanvaarbaar gevind. As gevolg van praktiese beperkinge is die nut van die seleksieprosedure nie geëvalueer nie. Daar word aanbeveel dat die huidige seleksieprosedure weer noukeurig deur die maatskappy ondersoek sal word om positiewe veranderinge aan die prestasiehipotese en die operasionele kriteriumtellings aan te bring. Daarna moet konkrete bewyse uit betroubaar gegenereerde, metodologiese navorsing weereens verkry word om die relevansie, betroubaarheid en betekenisvolheid van die afleidings wat gemaak is op grond van voorspellerevaluerings te verifieer, om op dié manier moontlike regsgedinge te beperk, indien nie uit te skakel nie.

Thesis (MA.)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Worldwide call centres are being used by organisations to provide services and products to their clients in an immediate, interactive and cost-effective way. Taking into consideration the characteristics of call centres, the important contribution they make to the economical success of present day organisations, as well as the demands that this environment makes on employees, the question arises whether emotional intelligence is related to performance in call centres. A literature study of the nature and extent of emotional intelligence, with specific reference to the workplace, was carried out. Focus was further placed on call centres and the influence emotional competencies have on success in this environment. Emotional intelligence is conceptualised, as competencies that may enable individuals to use emotions to their advantage to achieve desired outcomes. In the literature emotional intelligence is regarded as a factor that influences an individual's performance. The primary goal of this study was to determine whether there is a relationship between emotional intelligence and performance in the call centre environment. The sample in this study is compiled of 135 call centre agents, working respectively in client service, sales and administrative environments, in a life assurance company. A questionnaire consisting of biographical items, the "Emotional Competency Inventory" and a performance rating, was used to obtain the necessary data from the subjects. rThe results of this study revealed that a statistically significant and positive correlation exists between emotional intelligence and performance in call centres. No statistical significant difference was found between the correlation of emotional intelligence and performance in the respective call centre environments of client service, sales and administration. A positive and statistically significant correlation was found between performance and the four areas of emotional intelligence, namely self-awareness, self-management, social awareness and social skills. With regard to the mean scores of emotional intelligence and performance, the results of the study suggest no statistically significant difference between the respective call centre environments. It was also established which combination of emotional competencies serves as best predictors of performance in the call centre environment. The main objectives of this study were successfully achieved. General conclusions and possible explanations for the above-mentioned findings are presented. Finally the implementation value of the study is discussed and recommendations for future research are made. / AFRIKAANSE OPSOMMING: Oproepsentrums word wereldwyd deur organisasies aangewend om hul kliente op 'n onmiddellike, interaktiewe en koste-effektiewe wyse van dienste en produkte te voorsien. Teen die agtergrond van die kenmerke van oproepsentrums, die betekenisvolle bydrae wat dit tot die ekonomiese sukses van vandag se organisasies lewer, asook die eise wat hierdie omgewing aan werknemers stel, ontstaan die vraag of emosionele intelligensie met werksprestasie in oproepsentrums verb and hou. 'n Literatuurstudie oor die aard en omvang van emosionele intelligensie, met spesifieke verwysing na die werksplek, is uitgevoer. Verder is op oproepsentrums en die invloed van emosionele bevoegdheid op die werksukses in hierdie omgewing gefokus. Emosionele intelligensie word gekonseptualiseer as bevoegdhede wat individue in staat mag stel om emosie tot hul voordeel aan te wend ten einde die verlangde uitkomste te bereik. Emosionele intelligensie word in die literatuur as 'n faktor wat 'n invloed op 'n persoon se werksprestasie kan he geidentifiseer. Die primere doelstelling van hierdie studie was om te bepaal of daar 'n verband tussen emosionele intelligensie en werksprestasie in die oproepsentrum-omgewing bestaan. Die steekproef in hierdie studie bestaan uit 135 oproepsentrum-agente in 'n lewensversekeringsmaatskappy wat onderskeidelik in klientediens, verkoops- en administratiewe omgewings werksaam is. Daar is van 'n vraelys bestaande uit biografiese items, die "Emotional Competency Inventory" en 'n werksprestasietelling, gebruik gemaak om die nodige inligting van die proefpersone te bekom. Die resultate van hierdie ondersoek toon dat daar 'n statisties beduidende en positiewe verband tussen emosionele intelligensie en werksprestasie in oproepsentrums bestaan. Geen statisties beduidende verskil is aangetref tussen die korrelasies van emosionele intelligensie en werksprestasie in die onderskeie oproepsentrum-omgewings, naamIik klientediens, verkope en administrasie, nie. 'n Positiewe en statisties beduidende verb and is gevind tussen werksprestasie en die vier areas van emosionele intelligensie, naamlik selfbewussyn, selfbestuur, sosiale bewussyn en sosiale vaardigheid. Ten opsigte van die gemiddelde tellings van emosionele intelligensie en werksprestasie dui die resultate van die studie op geen statisties beduidende verskille in die onderskeie oproepsentrurn-omgewings rue. Verder is vasgestel watter kombinasie van emosionele bevoegdhede as die beste voorspellers van werksprestasie in die oproepsentrum-omgewing funksioneer. Die vemaamste doelstellings van hierdie studie IS suksesvol bereik. Algemene gevolgtrekkings en moontlike verklarings vir bogenoemde bevindings word aangebied. Laastens word die implementeringswaarde van die studie bespreek en aanbevelings vir verdere navorsing gedoen.

Thesis (MEcon)--Stellenboschniversity, 2002. / ENGLISH ABSTRACT: The application of discipline is crucial for the South African Police Service. The new political dispensation in South Africa resulted in the amalgamation of different police departments and the use of the Discipline Regulations of 1995 as the new standard of discipline. The magnitude of the police service makes the application of discipline difficult and results in lengthy disciplinary procedures that cause high levels of frustration and stress amongst police officials. The high suicide rate amongst police officials raises questions regarding the factors that cause undue pressure. This led to the interest for this study and the following research questions: Firstly, how do police officials perceive the fairness of the disciplinary procedures of the SAPS. Secondly, what guidelines can be developed to enhance the police official's perception regarding the fairness of the disciplinary procedure. The theoretical perspective focused on discipline in organisations and procedural justice to describe fairness perceptions. The present study was divided into two phases. Firstly, to identify and describe the police official's experience of the disciplinary procedures of the SAPS and secondly, to develop guidelines that would enhance the fairness experience of the disciplinary procedures by police officials. The study was qualitative, exploratory, descriptive and contextual in design, The data was obtained by means of phenomenological interviews with respondents of two different populations, namely police officials that were exposed to a departmental tribunal, and experts of the disciplinary procedures of the SAPS. Once saturation level of the data was obtained, interviews were transcribed verbatim. Data was analyzed by utilizing the steps described by Tesch (Cresswell, 1994). The services of an independent decoder were also called in during the data analysis. Various themes were identified, as having an influence on the police official's experience of the disciplinary procedures of the SAPS. These are as follows: Police officials experience discrimination amongst members; that the process is emotionally exhausting; that the process becomes needlessly complex due to many petty or unnecessary charges; that there is a lack of consistent actions between the different role players in the process. The expert respondent group identified the following themes: There is a lack of consistent actions in the application of the process; cases are unique in nature and are assessed on merit; cases are often delayed; police officials experience the process as traumatic; station commissioners do not investigate cases properly; there is either a lack of emotional support or it is been wrongly applied. Throughout the process, steps were maintained to ensure trustworthiness. A literature control was also conducted to verify themes. Themes of the expert group were also used to verify themes of the police officials' group. Guidelines intended for use by supervisors and commanders were drawn up. These were based on the data obtained. The guidelines are supported by the existing Discipline Regulations (RSA, 1996), as well as the Discipline Guidelines (SAPS, 1996). It should therefore be of great value and use to supervisors and commanders. Recommendations for the application of the results in discipline practices, discipline education and further research concerning the discipline paradigm are discussed. In conclusion, findings indicated that police officials experience the disciplinary procedures of the SAPS as stressful and frustrating, and often as traumatic and emotionally exhausting. Supervisors and commanders should therefore endeavor towards the effective application of discipline in order to allow for a more fair perception of the process by their subordinates. It could also be advantageous towards the change of undesirable behaviour and to enhance moral and organisational climate at the station or unit. / AFRIKAANSE OPSOMMING: Die toepassing van dissipline is onontbeerlik vir die Suid-Afrikaanse Polisiediens. Die nuwe politieke bestel in Suid-Afrika het die amalgamering van onderskeie polisiedepartemente tot gevolg gehad, en Dissipline-Regulasies wat gedurende 1995 uitgevaardig is dien nou as maatstaf vir dissipline-toepassing. Die omvang van die polisiediens maak die toepassing van dissipline moeilik en veroorsaak dat die dissiplinêre prosedure dikwels uitgerek word en dat dit baie spanning en frustrasie onder polisielede veroorsaak. Die hoë selfmoordsyfer onder polisiebeamptes veroorsaak baie vrae ten opsigte van die faktore wat onnodige druk op hulle mag plaas. Dit het aanleiding gegee tot hierdie studie en die stel van die volgende navorsingsvrae: Eerstens, hoe billik polisiebeamptes die SAPD se dissiplinêre prosedure beleef. Tweedens, watter riglyne ontwikkel kan word sodat werknemers die SAPD se dissiplinêre prosedure as meer regverdig en billik beleef. Vanuit 'n teoretiese perspektief is gekonsentreer op die toepassing van dissipline in organisasies, asook prosessuele geregtigheid wat poog om die billikheidservaring van werknemers te beskryf Die studie was in twee fases ingedeeL Eerstens, om die polisiebeampte se belewenis van die SAPD se dissiplinêre prosedure te identifiseer en te beskryf en tweedens, om riglyne op te stel sodat die toepassing van dissipline as meer billik en regverdig beleef kan word. Die studie was kwalitatief, verkennend, beskrywend en kontekstueel van aard. Die data was ingesamel deur fenomenologiese onderhoudvoering met deelnemers van twee populasies, naamlik polisiebeamptes wat self 'n departementele tribunaal beleef het, asook kenners van die SAPD se dissiplinêre prosedure. Nadat alle data versadig was, is die onderhoude verbatim getranskribeer. Data-analise wat gebaseer is op die stappe soos beskryf deur Tesch (Cresswell, 1994), het hierna gevolg. Tydens die proses van data-analise is daar vir kontroledoeleindes, ook gebruik gemaak van die dienste van 'n onafhanklike kodeerder. Op hierdie wyse is verskillende temas, kategorieë en sub-kategorieë geïdentifiseer ten opsigte van die polisiebeampte se belewenis van die SAPD se dissiplinêre prosedure. Dit kan soos volg beskryf word: Polisielede is van mening dat daar tussen polisiebeamptes gediskrimineer word; dat die proses emosioneel uitputtend is; dat die proses onnodig ingewikkeld gemaak word met baie geringe of onnodige aanklagte; en dat daar nie konsekwente optrede tussen die verskillende rolspelers in die proses bestaan nie. Die temas, kategorieë en sub-kategorieë van die kennergroep kan soos volg vermeld word: Daar bestaan 'n gebrek aan konsekwentheid in die toepassing van die proses; sake bly uniek en word op eie meriete beoordeel; sake sloer dikwels te lank; polisiebeamptes ervaar die proses as traumaties; stasiekommissarisse ondersoek nie altyd sake behoorlik nie; en dat emosionele ondersteuning dikwels ontbreek ofverkeerd toegepas word. Daar is deurgaans aandag geskenk aan aspekte om geloofwaardigheid te verseker. 'n Literatuurkontrole is uitgevoer om die temas te bevestig. Die kennergroep se temas is ook gebruik om die polisiebeamptegroep se temas te verifieër. Riglyne vir dissiplinetoepassing, is vir bevelvoerders en toesighouers opgestel. Die riglyne is gebaseer op die data wat verkry is. Die riglyne word ondersteun deur die bestaande Dissipline- Regulasies (RSA, 1996), sowel as die Dissipline-Riglyne (SAPS, 1996) en behoort daarom met groot vrug gebruik te kan word. Aanbevelings vir die toepassing van die resultate in dissiplinepraktyke en dissipline-opleiding, asook die bevordering van navorsing gemoeid met die dissiplineparadigma is ook bespreek. Dit gevolgtrekking is gemaak dat polisiebeamptes baie spanning en frustrasie met die toepassing van die SAPD se dissiplinêre prosedure beleef, en dat dit meestalook as traumaties en emosioneel uitputtend ervaar word. Toesighouers en bevelvoerders behoort daarop ingestel te wees om dissipline meer effektief toe te pas, sodat hul werknemers die proses as meer billik en regverdig ervaar. Verder mag dit moontlik die voordeel inhou dat groter suksesse behaal word in die verandering van ongewensde gedrag en kan dit ook die moraal en organisasieklimaat van die stasie of eenheid verbeter.

Thesis (MComm)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: Defence forces around the world are experiencing a period of dynamic change with new force structures being combined with new technologies in an effort to enhance effectiveness. Present day resources and technology available to the modern society, have facilitated the evolution of warfare as a technologically advanced enterprise, with the decided emphasis on the digitisation of the battlefield. With rapid development in the field of battlefield digitisation there is an increasing need to address the important issues and challenges facing the military. In order to meet strategic defence guidelines, it is necessary to integrate the capabilities of defence forces with modern technology. In this regard the South African Defence Force is striving towards the digitisation of the battlefield. This digitisation can potentially satisfy the many requirements set for the Defence Force, in a more timely and cost-effective manner than traditional methods of functioning and training would be able to achieve. Effective situational awareness and command and control structures are essential for any military operation, especially with increasingly complex military demands. Key areas of importance are the collection, dissemination and management of information, which if executed skilfully, will result in forces capable of operating more effectively and with greater flexibility. Decision makers on the battlefield continually suffer from information overload due to the extremely rapid inflow of information. This is likely to worsen with the continued introduction of new information technologies. The technology level of any defence force should therefore be appropriate, driven by usefulness and cost-effectiveness. The digitised battlefield allows for the execution of near realistic military exercises, while conserving material and reducing the detrimental impact on environment and personnel, as is the case with traditional exercises. A key issue of focus is the usability and integration of related technologies within the digital battlefield. Promoting optimal usability through continuous and comprehensive user-based evaluation is crucial and will result in increased human performance through interaction with technology. Optimal usability must be engineered into any product (defined as something produced by means of either human or mechanical work) from the inception of the product's life cycle. Within today's technology orientated society, the digitisation of the battlefield and the usability thereof have become increasingly important issues. Most research has investigated the concepts of battlefield digitisation and usability in isolation, and little co-ordinated effort has been made to integrate digitisation and usability, even though the relation is important and necessary. A study of this nature has not hitherto been conducted within the South African military context. The purpose of this study is to provide a theoretical background of the issues of military digitisation and usability, in order to determine the significance of this relation. This research aims specifically to promote the viewpoint that usability is central to military digitisation, as well as to emphasise the importance of user-centred approaches to system development and utilization. The result will be enhanced human performance and satisfaction when interacting with digital battlefield applications. The theoretical perspective is provided by way of a literature review of the relevant military and usability concepts. Military functioning is discussed, highlighting the importance of situational awareness and effective command and control capabilities. The digitisation in the military is examined with specific reference to Virtual Reality and simulation. An overview of usability (within a human-computer interaction and user-centred design context) and usability evaluation methods are provided. This research was conducted during a military exercise conducted by the South African National Defence Force. A usability inquiry approach was followed with questionnaires distributed to participants involved with the Command and Control Digital Battlefield System. Information was obtained concerning participants' characteristics, likes, dislikes, needs, and understanding of the digital battlefield system. The analyses of the information consisted of descriptive statistics as the research aimed to illustrate the attitudes concerning usability and the digital battlefield. The results provide an understanding of the perceptions of the users regarding the digital battlefield system and its usability. Conclusions are drawn from results obtained and recommendations are made for future research. / AFRIKAANSE OPSOMMING: Moderne weermagte deur die wereld ervaar tans 'n peri ode van dinamiese verandering met nuwe magstrukture wat met nuwe tegnologiee gekombineer word ter bevordering van doeltreffendheid. Die hedendaagse hulpbronne en tegnologie tot die moderne samelewing se beskikking, het meegebring dat oorlogvoering ontwikkel het in 'n tegnologies gevorderde aksie met die klem op gevegsterrein-digitalisering. Die betreding van 'n era van tegnologies gevorderde oorlogvoering met die gepaardgaande snelle ontwikkelings in die veld van gevegsterrein digitalisering, het 'n toenemend groeiende behoefte laat ontstaan vir die indringende aanspreking van belangrike strydvrae en uitdagings wat 'n moderne weermag in die gesig staar.Tiit is noodsaaklik dat die vermoens van weermagte geintegreer word met moderne tegnologie ten einde aan strategiese verdedigingsvereistes te kan voldoen. Die Suid-Afrikaanse Nasionale Weermag het digitalisering van die gevegsterrein ten doel. Sodanige digitalisering kan potensieel die talle vereistes gestel aan 'n weermag op 'n meer tydige en koste-effektiewe wyse bevredig as wat met tradisionele metodes van funksionering en opleiding gedoen kan word. Effektiewe situasionele bewustheid en bevel en beheer strukture, is onontbeerlik in enige militere operasie, veral in die lig van toenemende komplekse eise gestel aan die moderne weermag. Sleutelareas van belang is die insameling, disseminasie en bestuur van inligting, wat as dit met die nodige insig en kundigheid uitgevoer word, aanleiding sal gee tot die verhoogde doeltreffendheid en buigsaamheid van 'n weermag. Die tegnologiese vlak van enige weermag behoort dus toepaslik en bruikbaar te wees, sowel as koste-effektief gedrewe. Die gedigitaliseerde gevegsterrein maak vcorsiening vir die uitvoering van bykans-realistiese militere oefeninge met behoud van material en grootskaalse uitskakeling van die negatiewe invloede op die omgewing en personeel, meer so as wat andersins die geval sou wees met tradisionele oefeninge. 'n Sleutel-aspek is die bruikbaarheid en integrasie van verwante tegnologiee in 'n gedigitaliseerde gevegsterrein. Die bevordering van optimale bruikbaarheid deur aaneenlopende en omvattende gebruikersbaseerde evaluasies, is deurslaggewend en sal lei tot verhoogde gebruiker prestasie betreffende interaksie met tegnologie. Optimale bruikbaarheid moet reeds vanaf die aanvang van 'n produk se lewenssiklus, bewerkstellig word. In die hedendaagse tegnologie-gebaseerde moderne same lewing, het digitalisering van die gevegsterrein en die bruikbaarheid daarvan, toenemend belangrik geword. In die meeste navorsmg word gevegsterrein digitalisering, asook bruikbaarheid, afsonderlik ondersoek, onafgesien van die belangrike verwantskap daartussen, en slegs geringe gekoordineerde pogings is van stapel gestuur om digitalisering en bruikbaarheid te integreer. In die Suid-Afrikaanse rnilitere konteks is so 'n studie nog nie uitgevoer nie en derhalwe het hierdie studie ten doel om 'n teoretiese agtergrond te voorsien van militere digitalisering- en bruikbaarheidskwessies, asook die vasstelling van die verwantskap daartussen. Hierdie navorsing het spesifiek ten doel om die standpunt te bevorder dat bruikbaarheid sentraal staan tot militere digitalisering sowel as om die gebruiker-gebaseerde benadering tot sisteem ontwikkeling en benutbaarheid, te bevorder. Die resultaat sal verhoogde gebruikerprestasie en tevredenheid wees wanneer interaksie met gedigitaliseerde gevegsterrein toepassings plaasvind. Die teoretiese perspektief word voorsien deur 'n literatuur-oorsig van die relevante rnilitere- en bruikbaarheidskonsepte. Militere funksionering word bespreek met beklemtoning van die belang van situasionele bewustheid en doeltreffende bevel en beheer vermoens, Militere digitalisering word ondersoek met spesifieke verwysing na virtuele realiteit en simulasie. 'n Oorsig van bruikbaarheid (binne die konteks van mens-rekenaar interaksie en gebruikersgeorienteerde ontwerp) sowel as bruikbaarheidsevaluasie-metodes word voorsien. Hierdie navorsing is uitgevoer tydens 'n militere oefening van die Suid-Afrikaanse Nasionale Weermag. 'n Bruikbaarheidsondersoek-benadering is gevolg deur vraelyste uit te deel aan die deelnemers wat betrokke was by die gedigitaliseerde bevel en beheer stelsel. Informasie is ingewin betreffende die deelnemers se kenmerke, persepsies, voorkeure, afkeure, behoeftes en begrip van die gedigitaliseerde gevegsterrein-stelsel. Die analise van die informasie het beskrywende statistieke behels omdat die navorsing ten doe I gehad het om ingesteldhede betreffende bruikbaarheid en die gedigitaliseerde gevegsterrein, uit te lig. Die resultate voorsien 'n begrip van die persepsies van die gebruikers rakende die gedigitaliseerde gevegsterrein, en die bruikbaarheid daarvan. Gevolgtrekkings word gemaak vanuit die resultate verkry en aanbevelings word voorsien vir verdere toekomstige navorsing.

Thesis (MA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: Background: South African companies need to contend with numerous transformation and development issues since the country's re-entry into the international marketplace. One component that is receiving increasing attention is the wellbeing of employees in the drive to remain competitive within the global economy. This study argues that mental illness is a component of employee wellbeing that has been ignored, even though these conditions are highly prevalent and costly to businesses. The lack of recognition, research and information about mental illness in the workplace raises questions about the knowledge and orientation of human resource (HR) practitioners. This study therefore aimed to investigate and describe the mental health literacy and attitudes ofHR practitioners in South Africa. Methodology: This study had a descriptive purpose and employed a sample survey research design to distribute a mail questionnaire to a randomly selected sample of human resource practitioners registered with the South African Board for Personnel Practice (SABPP). The measuring instrument comprised mental health literacy and attitudes scales that have been extensively researched and reported to have sound psychometric properties. Three vignettes portraying mental disorders selected for their relevance to the business world (i.e., depression, panic disorder and alcohol abuse) were used as aids to achieving the research aim. A standard statistical package (SPSS 10.0) was utilised to determine descriptive and inferential statistics with an accepted 5% level of significance. Results: A response rate of 31% was achieved yielding an equal distribution of responses across the study vignettes. HR practitioners who acted as respondents to this study were found to be illiterate regarding mental illness and to hold subtle negative attitudes towards the mentally ill. Less than 10% could recognise mental illness as opposed to the majority who regarded the behaviour in the vignettes as normal responses. Whereas just over a third could correctly name the diagnosis described in the vignettes, only 7% were able to identify panic disorder. Most respondents believed that psychosocial stress factors caused mental illness, while only 29% where of the opinion that biological factors had a role in the aetiology of mental illness. Respondents favoured psychological and lifestyle treatment strategies and opposed medical treatments, irrespective of the type of mental illness presented with. Although as a group respondents showed mainly positive attitudes towards the mentally ill, evidence was found that the commonly held myths of danger/violence and the irresponsible/ childlike nature of the mentally ill were adhered to. Conclusions: The HR field should take cognisance of the reality of mental illness. Urgent steps need to be taken to adequately equip HR practitioners and students with both evidencebased knowledge and a positive orientation to enable the effective management of these conditions in the workplace. Attention should be given to addressing common mistruths and misconceptions, and to creating an awareness of the significant role that the HR practitioner can play in timeously recognising and appropriately dealing with employee mental health problems so that companies can benefit by the optimal utilisation of human resources. / AFRIKAANSE OPSOMMING: Agtergrond: Suid-Afrikaanse maatskappye het te doen met verskeie transformasie- en ontwikkelings aangeleenthede sedert die land se terugkeer na die internasionale mark. Die welstand van werkers is 'n aspek wat toenemend aandag verkry met hierdie strewe om mededingend te bly in die globale ekonomie. Hierdie studie argumenteer dat geestessiekte as 'n komponent van werkerwelstand geïgnoreer word, alhoewel dit algemeen voorkom en besighede heelwat geld kos. Die beperkte herkenning, navorsing en inligting oor geestessiekte in die werkplek lei tot vrae omtrent die kennis en inslag van Menslike Hulpbron- (MR) praktisyns. Derhalwe, ondersoek en beskryf hierdie studie die kennis en houding jeens geestesgesondheid van MH-praktisyns in Suid-Afrika. Metodologie: Hierdie studie se doel is beskrywend van aard en maak gebruik van 'n steekproef opname navorsingsontwerp. 'n Vraelys is gepos aan 'n ewekansig gesellekteerde steekproef van MH-praktisyns wat geregistreer is by die Suid-Afrikaanse Raad vir Personeelpraktyk. Die meetinstrument bestaan uit geestesgesondheid kennis- en houdingskale wat ekstensief nagevors is en wat beskryf is om goeie psigometriese eienskappe te besit. Drie gevaUestudies van geestessteurings relevant tot die besigheidswêreld (depressie, panieksteuring en alkoholmisbruik) is gebruik as hulpmiddels om die navorsingsdoeiwit te bereik. Standaard statistiese sagteware (SPSS 10.0) is gebruik om beskrywende en afleidende statistiek te bepaal met 'n aangenome 5% vlak van betekenisvolheid. Bevindings: Altesaam 31% van vraelyste is beantwoord en dit was eweredig verdeel tussen die verskillende gevallestudies. MH-praktisyns wat deelgeneem het aan hierdie studie het swak kennis omtrent geestessiekte en subtiele negatiewe houdings ten opsigte van persone met geestesiekte getoon. Minder as 10% kon geestessiekte identifiseer teenoor die meerderheid wat die gedrag in die gevallestudies as normaal beskou het. Net oor 'n derde kon die diagnose korrek benoem en slegs 7% kon panieksteuring korrek identifiseer. Meeste van die respondente het geglo dat psigososiale stresfaktore geestessiekte veroorsaak, terwyl net 29% van mening was dat biologiese faktore 'n rol speel in die etiologie van geestessiekte. Respondente het psigologiese en lewensstyl behandelingsmodaliteite verkies bo mediese behandeling en dit was onafhanklik van die tipe geestessteuring wat voorgekom het. Alhoewel die respondente as 'n groep hoofsaaklik 'n positiewe houding getoon het ten opsigte van persone met geestessiekte, was daar bewyse dat algemene mites ondersteun is en dat persone met geestessiekte beskou is as gevaarlik/aggressief en as onverantwoordeliklkinderlik. Gevolgtrekkings: Die MH veld moet die realiteit van geestessiekte aanvaar. Dringende stappe moet geneem word om MH-praktisyns en studente te voorsien van uitkomsgebaseerde kennis en 'n positiewe houding sodat effektiewe hantering van hierdie toestande kan plaasvind in die werkplek. Algemene onwaarhede en miskonsepsies moet aangespreek word en die bewustheid van die betekenisvolle rol van die MH-praktisyn moet benadruk word. Geestesgesondheidsprobleme van die werker moet betyds herken word en toepaslik gehanteer word sodat maatskappye voordeel kan trek uit die optimale gebruik van menslike hulpbronne.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Talent retention is currently an international challenge across industries, and especially for academic staff at higher education institutions (HEIs) in South Africa. It may be argued that HEIs are more dependent on the intellectual and creative abilities and commitment of their academic staff than most other organisations. For an HEI to maintain a long-term trajectory of excellence in terms of both research outputs and teaching, a strong focus on retaining a younger generation of skilled academics is needed. Unfortunately, in many fields HEIs have to compete with industry to retain these employees. At the same time, the academic profession has increasingly fallen behind the private sector in terms of remuneration, amongst others, resulting in a shortage of young academics in South African HEIs. An investigation into the intention to quit amongst Generation Y academics at HEIs therefore is justifiable. A mixed-method research design, including both qualitative (focus groups and blog) and quantitative phases (a self-administered questionnaire), was applied. Academics (n = 189) at six HEIs in South Africa were sampled. The Pearson product-moment correlation coefficients indicate that employee engagement, transformational leadership, job satisfaction, and remuneration, reward and recognition have a significant negative impact on intention to quit. Based on the multiple regression and partial least square (PLS) path modelling results, it was found that only employee engagement and job satisfaction have a significant negative impact on intention to quit. Therefore, the latter variables have the most significant impact on intention to quit amongst the sampled population. However, the PLS path modelling results suggest that, by including employee engagement, transformational leadership, job satisfaction, and remuneration, reward and recognition in the prediction of intention to quit, 45% of the variance will be explained. Relationships between the independent variables were also found: between employee engagement and job satisfaction; between transformational leadership and employee engagement; between transformational leadership and job satisfaction; and between remuneration, reward and recognition and job satisfaction. This study contributes to the body of knowledge on intention to quit among academics, and specifically the sought-after Generation Y academics. The findings serve as input for the development of efficacious retention strategies and mechanisms to retain Generation Y academics at HEIs in South Africa. / AFRIKAANSE OPSOMMING: Talentretensie is tans 'n internasionale uitdaging in verskeie industrieë en veral vir akademiese personeel in hoëronderwysinstansies (HOI's) in Suid-Afrika. Dit kan aangevoer word dat HOI's meer afhanklik is van die intellektuele en kreatiewe vermoëns en toewyding van hulle akademiese personeel as diemeeste ander organisasies. Vir 'n HOI om 'n langtermyn-bestaan van uitnemendheid in terme van navorsingsuitsette en onderrig te handhaaf, is 'n sterk fokus op die behoud van 'n jonger generasie van vaardige akademici nodig. Ongelukkig moet HOI's met die bedryf kompeteer om hierdie werknemers te behou. Terselfdertyd het die akademiese professie toenemend agter geraak met onder andere vergoeding, wat ‘n tekort aan jong akademici in Suid-Afrikaanse HOI's tot gevolg het. 'n Ondersoek na die intensie om te bedank onder Generasie Y akademici by HOI’s is gevolglik regverdigbaar. 'n Gemengde-metodenavorsingsontwerp wat beide kwalitatiewe (fokusgroepe en blog) en kwantitatiewe fases ('n self-geadministreerde vraelys) ingesluit het, is gebruik. Die steekproef het akademici (n = 189) verteenwoordig van ses HOI's in Suid-Afrika. Die Pearson produkmomentkorrelasies dui daarop dat werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding, beloning en erkenning 'n beduidende negatiewe impak het op die intensie om te bedank. Die resultate van die meervoudige regressie en PLS modellering dui daarop dat slegs werknemertoewyding en werkstevredenheid 'n beduidende negatiewe impak op die intensie om te bedank het. Hierdie twee veranderlikes het die betekenisvolste impak gehad op die intensie om te bedank onder respondente in hierdie studie. Dit is belangrik om daarop te let dat die resultate van die PLS modellering daarop dui dat 45% van die variansie in die voorspelling van intensie om te bedank verduidelik word deur werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding, beloning en erkenning. Statistiese verhoudings tussen die onderskeie onafhanklike veranderlikes is bevestig, naamlik tussen werknemertoewyding en werkstevredenheid; tussen transformasionele leierskap en werknemertoewyding; tussen transformasionele leierskap en werkstevredenheid; en tussen vergoeding, beloning en erkenning en werkstevredenheid. Hierdie studie dra by tot die uitbou van kennis oor die intensie om te bedank onder akademici, en spesifiek die gesogte Generasie Y akademici. Die bevindings dien as insette vir die ontwikkeling van doeltreffende retensiestrategieë vir die behoud van generasie Y akademici by HOI's in Suid-Afrika.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This study investigated the emerging concept of work engagement and how organisational leaders can exert influence on it. It was therefore important to obtain understanding of and deeper insight into the impact of these key stakeholders on the employee’s work engagement and related concepts. The aim of the study was to investigate existing relationships between constructs that play a significant role in the relationship between leader and follower in the organisation. These constructs include integrity, ethical leadership and trust in the leader, and the effect these constructs have on employee work engagement. The study thus was undertaken to obtain more clarity about these aspects. Based on research on the existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 204 completed questionnaires were returned. The final questionnaire comprised four subscales, namely the 17-item Utrecht Work Engagement Scale (UWES), the 14-item Leader Trust Scale (LTS), the 17-item Leadership of Ethics Scale (LES), and the 9-item Behavioural Integrity Survey (BIS). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. The results indicated positive relationships between trust in the leader and work engagement; ethical leadership and work engagement; ethical leadership and trust in the leader; integrity and ethical leadership; and integrity and trust in the leader. The present study contributes to existing literature on work engagement and ethical leadership by providing insights into the nature of the relationships among these constructs. The study also identifies practical implications to be considered in management practices in order to enhance and encourage these constructs, as well as the relationships between these constructs in the workplace. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies. / AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die belangrikheid van werkstoewyding in die werkplek en op hoe leiers in die organisasie dit beïnvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van hierdie belangrike rolspelers op die werknemer se werkstoewyding. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat binne die organisasie ‘n beduidende rol in die verhouding tussen die leier en ondergeskikte speel, te ondersoek. Hierdie konstrukte omvat integriteit en etiese leierskap, asook die vertroue tussen leier en ondergeskikte, en die graad van invloed wat die veranderlikes op die werknemer se werkstoewyding uitoefen. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 204 voltooide vraelyste is terugontvang. Die finale vraelys is uit vier subvraelyste saamgestel, te wete die 17-item Utrecht Work Engagement Scale (UWES), die 14-item Leader Trust Scale (LTS), die 17-item Leadership of Ethics Scale (LES), en die 9-item Behavioural Integrity Survey (BIS). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is met behulp van die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen vertroue in die leier en werkstoewyding; etiese leierskap en werkstoewyding; etiese leierskap en vertroue; integriteit en etiese leierskap; en integriteit en vertroue in die leier aangedui. Hierdie studie dra by tot die bestaande literatuur aangaande beide werkstoewyding en etiese leierskap deurdat dit insig bied in die aard van verhoudings tussen hierdie konstrukte. Die studie identifiseer ook praktiese implikasies om in bestuurspraktyke in aanmerking geneem te word om die betrokke konstrukte, asook die verwantskappe tussen die veranderlikes, te versterk en aan te moedig. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: As a direct result of having segregated amenities and public services during the Apartheid era where Black individuals were provided with services inferior to those of White individuals, the country is currently challenged by serious and debilitating issues such as a skills shortage across most industry sectors, high unemployment and poverty rates, and inequality in terms of income distribution as well as in terms of racial representation in the workforce. The country is furthermore facing social problems such as high crime rates and high incidence of HIV/AIDS. A discussion is put forward that these challenges are the consequence of a larger problem. The larger problem being the fact that knowledge, skills and abilities are not uniformly distributed across all races. The situation is that in the past, and still now, White South Africans have greater access to skills development and educational opportunities. It is this fundamental cause that must be addressed to in order to create a sustainable solution to the challenges described above. It is therefore argued that a means to overcome the challenges the country faces as a result of Apartheid is through skills development – specifically affirmative action skills development. Affirmative action skills development will entail giving previously disadvantaged Black individuals access to skills development and educational opportunities as to equip them with the currently deficit skills, knowledge, and abilities. It is proposed that affirmative action skills development is one of the most effective mechanisms through which the aforementioned problems facing the country might be alleviated. A need was therefore identified for Industrial Psychology researchers to assist organisations to identify the individuals who would gain maximum benefit from such affirmative action skills development opportunities. To achieve this, an understanding is required of the factors that determine whether or not a learner will be successful if entered into an affirmative action skills development opportunity. Some studies have already been conducted regarding this need. One such study was conducted by de Goede (2007). The primary objective of this study consequently was to expand on De Goede’s (2007) learning potential structural model. Non-cognitive factors were added to the De Goede (2007) learning potential structural model in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. A subset of the hypothesised learning potential structural model was then empirically evaluated. The measurement model was found to have a good fit. However, the first analysis of the structural model failed to produce a good fit to the data. The analysis of the standardised residuals for the structural model suggested the addition of paths to the existing structural would probably improve the fit of the model. Modification indices calculated as part of the structural equation modeling pointed out specific additions to the existing model that would improve the fit. The model was subsequently modified by both adding additional paths. Furthermore, when considering the modification of an initially proposed structural model, the question should not only be whether any additional paths should be added, but should also include the question whether any of the existing paths should be removed. To this end the unstandardised beta and gamma matrices were examined and it pointed to insignificant paths that could be removed. The model was subsequently also modified by removing insignificant paths. The final revised structural model was found to fit the data well. All paths contained in the final model were empirically corroborated. The practical implications of the learning potential structural model on HR and organisations are discussed. Suggestions for future research are made by indicating how the model can be further elaborated. The limitations of the study are also discussed. / AFRIKAANSE OPSOMMING: ‘n Resultaat van Apartheid is dat Suid Afrika dringende uitdagings in die gesig staar soos byvoorbeeld lae vaardigheidsvlakke, hoë vlakke van werkloosheid en armoede, en ongelykheid in terme van inkomste en verteenwordiging in die werksmag. Suid Afrika het onder meer ook die uitdagings van hoë vlakke van misdaad en HIV/VIGS. Hierdie tesis stel voor dat die bogenoemde uitdagings simptome is van ‘n groter probleem, naamlik gebrekkige opleiding en ontwikkeling van vaardighede van Swart Suid Afrikaners. Dit is hierdie gebrek aan vaardighede wat aangespreek moet word om ‘n volhoubare oplossing tot die bogenoemde uitdagings te vind. Die argument word gestel dat ‘n oplossing gevind sal word in regstellende ontwikkeling. Regstellende ontwikkeling behels om voorheen benadeelde Swart Suid Afrikaners toegang te gee tot opleidings en ontwikkelingsgeleenthede. Dit word gestel dat regstellende ontwikkeling die meganisme is waardeur die land se uitdagings aangespreek moet word. ‘n Behoefte is dus geïdentifiseer vir Bedryfsielkundiges om navorsing te doen aangaande die eienskappe van studente wat sal bepaal of hulle suksesvol, al dan nie, sal wees tydens versnelde regstellende ontwikkeling. ‘n Soortgelyke studie is reeds onderneem deur de Goede (2007). Die primêre doelwit van hierdie studie was gevolglik om De Goede (2007) se leerpotensiaal-strukturele model uit te brei. Nie-kognitiewe faktore is tot De Goede (2007) se model toegegevoeg om ’n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. ‘n Subversameling van die voorgestelde leerpotensiaal-strukturele model is vervolgens empiries geëvalueer. Dit is gevind dat die metingsmodel die data goed pas. Met die eerste analise van die strukturele model is goeie passing nie verkry nie. ‘n Ondersoek na die gestandardiseerde residue het getoon dat die toevoeging van addisionele bane tot die bestaande strukturele model waarskynlik die passing van die model sou verbeter. Modifikasie-indekse bereken as deel van die strukturele vergelykingsmodellering het spesifieke bane uitgewys wat die passing van die model sou verbeter indien dit bygevoeg word tot die bestaande model. Die strukturele model is dus aangepas deur addisionele bane by te voeg tot die bestaande model. Die strukturele model is ook aangepas deur bane te verwyder wat nie statisties beduidend was nie. Die bevinding was dat die hersiene model die data goed pas. Alle bane in die finale model is empiries bevestig.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: South Africa‟s social political past that was led by the Apartheid system has deprived the majority of South Africans of the opportunity to develop and accumulate human capital. As a result, this political system has left this country with a range of challenges including; a shortage of critical skills in the marketplace, high unemployment and poverty rates, inequality in terms of income distribution, unequal racial representation in the workplace, together with other social challenges such as high crime rates, extensive poverty, horrendous living conditions and a consequent increasing dependence on social grants (Van Heerden, 2013). These challenges prohibit this country from realising its global competitive potential. Organisations are primarily affected by these struggles faced by the country, and their continuous fight with these legacies of Apartheid is especially evident when they try to comply with the two responsibilities that form part of the personnel selection function. These include their responsibility to (1) employ the „best‟ employee for the job to result in the production of products and services of high economic utility, and (2) to act under moral, economic, political and legal pressure to diversify their workforce (Theron, 2009). Due to South Africa‟s past political system, the majority previously disadvantaged individuals have underdeveloped job competency potential which currently prohibits them from succeeding in the world of work. Consequently, if organisations try to comply with their first responsibility, the process of selecting the „best‟ employee results in adverse impact. If organisations comply with their second responsibility through traditional affirmative action measures, they allow incompetent employees to be appointed. The incompetence is not due to one race having fundamentally less competency potential then another. It is because South Africa‟s intellectual capital is not, and has not been uniformly developed and distributed across races (Burger, 2012). This current situation faced by organisations should be dealt with for three important reasons. Firstly, a solution could improve the global competitiveness of this country. Secondly, a solution could contribute to solving the social challenges faced by this country, and lastly, not only because the situation could possible become precarious, but simple because it is the right thing to do. It is not implied that affirmative action should be abolished. This study rather suggests that the interpretation of affirmative action should change and the focus of this corrective policy should shift to a more developmental approach. This entails that more emphasis should be placed on providing the previously disadvantaged with the necessary training and development to foster the needed competency potential to succeed in the world of work. However, resources for these developmental opportunities are scarce, and as a result, a need exist to identify a method that could identify individuals who will gain maximum benefit from these suggested affirmative development opportunities. Consequently, a need exist to identify individuals who display the highest potential to learn and to create the conditions conducive for learners with high learning potential to actualise that potential. In order to successfully identify the individuals who display a high level of learning potential and to create the person- and environmental characteristics that have to be present to facilitate successful learning, the learning potential construct must be understood. De Goede (2007), Burger (2012), and Van Heerden (2013) have completed research studies on this specific construct, and to assist in the understanding of the complexity of this construct, it made more empirical sense to build on existing structural models. This should result in the production of a more complete understanding of learning and the determinants of learning performance. The objective of this study was therefore to modify and elaborate the Burger (2012) learning potential structural model by expanding the model with the inclusion of additional non-cognitive variables. The proposed hypothesised learning potential structural model was empirically evaluated. The measurement model achieved good close fit. However, the first analysis of the structural model only obtained reasonable model fit. After the consideration of the full range of fit indices, standardised residuals, modification indices and parameter estimates, a few modifications were made to the model. The final revised structural model achieved good fit. All of the paths in the final model were empirically corroborated. The limitations of the research methodology, the practical implications of this study, and recommendations for future research are also discussed. / AFRIKAANSE OPSOMMING: Suid-Afrika se verlede wat gelei was deur die Apartheidsisteem, het die meeste Suid-Afrikaners die geleentheid om toegang tot ontwikkelingsgeleenthede ontneem. Dit het gelei tot die onderontwikkeling van meeste Suid-Afrikaners se bevoegdheidspotensiaal wat hulle moet help om die eise wat tans in die wêreld van werk aan hul gestel word suksesvol te hanteer. Dié politieke sisteem het veroorsaak dat Suid-Afrika „n reeks probleme ervaar, insluitende; „n tekort aan kritieke vaardighede in die mark, baie hoë werkloosheid en armoede, ongelykheid in terme van inkomste-verdeling en ongelyke rasverteenwoordiging in die werksplek, asook oormatige misdaad, afskuwelike leefsomstandighede vir meeste Suid-Afrikaners, en „n toenemende afhanklikheid van maatskaplike toelaes (Van Heerden, 2013). Hierdie uitdagings verhoed dat Suid-Afrika sy globale mededingendheidspotentiaal realiseer. Organisasies word direk deur hierdie uitdagings beïnvloed, en hulle deurlopende worsteling met hierdie nalatenskap van Apartheid is veral duidelik wanneer hulle probeer voldoen aan twee vereistes wat personeelkeuring stel. Hierdie sluit in (1) om die mees bevoegde werknemers aan te stel wat produkte/dienste van hoë kwaliteit en hoë ekonomiese nut verseker, en (2) om die werksplek onder morele, ekonomiese, politieke en wetlike druk te diversifiseer (Theron, 2009). As gevolg van Suid-Afrika se Apartheidsisteem, het die meeste indiwidue onderontwikkelde werksbevoegdheidspotensiaal wat hulle verhoed om suksesvol te wees in hulle aanstellings. Die gevolg daarvan is dat, sodra organisasies poog om aan die eerste verantwoordelikheid van personeelkeuring te voldoen dan lei die keuring tot nadelige impak. As organisasies aan die ander kant poog om aan die tweede verantwoordelikheid te voldoen deur die implimentering van tradisionele regstellende aksie, dan laat hulle onbevoegde indiwidue toe om in „n pos in te tree. Hierdie onbevoegdheid is nie die gevolg van „n fundamentele verskil in bevoegdheidspotensiaal tussen rassegroepe nie. Dit is die gevolg van die feit dat Suid-Afrika se intellektuele potentiaal nie eweredig tussen rasse ontwikkel is nie (Burger, 2012). Die huidige situasie waarin organisasies hul bevind moet op gelos word om drie belangrike redes. „n Oplossing kan eerstens die globale mededigendheid van die land verbeter. „n Oplossing kan tweedens die druk van die geïdentifiseerde sosiale uitdagings verlig, en laastens, „n oplossing is nodig nie net omdat ons huidige situasie moontlik haglik kan word nie, maar eenvoudig omdat dit die regte ding is om te doen. Daar word glad nie geïmpliseer dat regstellende aksie tot niet gemaak moet word nie. Hierdie studie stel slegs voor dat die interpretasie van regstellende aksie asook die fokus daarvan „n meer ontwikkelings-benadering moet aaneem. Dit behels dat „n groter klem daarop geplaas moet word om lede van voorheen benadeelde groepe die geleenthede te gee om die nodige bevoegdheidspotensiaal te ontwikkel om suksesvol in the werksplek te wees. Hulpbronne vir hierdie ontwikkelingsgeleenthede is egter beperk. Die behoefte bestaan dus om daardie indiwidue te identifieer wat die grootste voordeel hieruit sal trek. Daarom is dit nodig om eerstens indiwidue wat die hoogste vlak van leerpotensiaal het te identifiseer, en tweedens om die omstandighede/kondisies te skep wat hierdie leerpotensiaal sal laat aktualiseer. Om uiteindelik sulke indiwidue te identifiseer asook om die persoon- en omgewingstoestande te skep wat as voorvereistes vir suksesvolle leer geld, moet die leerpotensiaalkonstruk verstaan word. Leerpotensiaalnavorsings-studies deur De Goede (2007), Burger (2012), en Van Heerden (2013) is reeds voltooi, maar om die kompleksiteit van hierdie konstruk ten volle te verstaan moet opeenvolgende studies onderneem word. Hierdie studie het gevolglik gefokus op die uitbreiding van hierdie bestaande modelle om sodoende „n meer volledige begrip van leerprestasie te ontwikkel. Die doel van hierdie studie was daarom om die bestaande Burger (2012) leerpotensiaal strukturele model te wysig en uit te brei deur die toevoeging van addisionele nie-kognitiewe veranderlikes. Die strukturele model was empiries ge-ëvalueer en die metingsmodel het „n goeie passing getoon. Die strukturele model het aanvanklik slegs „n redelike passing bereik, maar na die oorweging van die volle spektrum pasgehaltemaatstawwe, gestandaardiseerde residue, modifikasie-indekse and parameterskattings is „n aantal wysigings aan die model aangebring. Die finaal-gewysigde strukturele model het goed gepas. Al die bane in die finale model is empiries bevestig. Die beperkinge van die navorsingsmetodiek, die praktiese implikasies van die studie en aanbevelinge vir toekomstige navorsing was ook bespreek.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Learnership programs are implemented in different industries as development interventions to contribute to the skills development and, after successful completion, ultimately contribute toward the alleviation of poverty. Insight into the factors that influence learnership performance will provide direction in terms of optimising learnership performance. The purpose of the research study was to create an understanding of the factors that influence learnership performance, with a focus on intention as a key variable. The literature review culminated in the development of the partial model of learnership performance (PMLP). Due to the complexity of the model and the sample size of 95 learners, the decision was made to split the model and to test it as two separate models. The first focused on antecedents of learnership performance including age, gender, previous work experience, previous learning experience, intention and environmental constraints. The second included the variables underlying intention namely behavioural beliefs, normative beliefs, control beliefs, attitudes, subjective norms and perceived behavioural control. A questionnaire was developed for the specific purpose of the study. A mixed method methodology (including both qualitative and quantitative data gathering methods) were employed that included individual interviews, a pilot study of the questionnaire and the administration of the final questionnaire. Data was subjected to various statistical analysis including descriptive statistics and correlation analysis. Mediating relationships were calculated by means of the Sobel test. Previous learning experience as well as intention correlated positively with learnership performance. Although the sample included more male participants, women achieved higher levels of learnership performance. Significant relationships were found between intention and the hypothesised direct variables including attitudes, subjective norms and perceived behavioural control. Behavioural beliefs and normative beliefs showed significant indirect relationship to intention. It was expected that environmental constraints would have a negative moderating impact on the relationship between intention and learnership performance; however the research results did not corroborate this hypothesis. The relationship between intention and learnership performance was strong in cases where learners experience challenging environmental factors, whereas no significant relationship between intention and learnership performance was found in the absence of environmental constraints. Recommendations were made regarding an intervention to enhance learners’ intentions. Two approaches were recommended to optimise learnership performance, namely journaling activities and interactive workshops. These approaches aim to guide learners through the identification of obstacles that could inhibit their success in the learnership program. By consciously choosing to overcome these obstacles, learners develop an internal sense of empowerment which will enable them to take a step towards breaking the cycle of poverty. / AFRIKAANSE OPSOMMING: Leerlingskap programme word in verskillende industrieë geïmplementeer en vorm deel van ontwikkelingsintervensies wat bydra tot vaardigheidsontwikkeling, en met die voltooing van leerlingskappe, ten einde armoede te bestry. Insig aangaande die faktore wat leerlingskapprestasie beinvloed sal daarom as ‘n basis dien vir die optimalisering van leerlingskapprestasie. Die doel van die navorsingstudie was om insig te bekom rakende die faktore onderliggend aan leerlingskapprestasie, met ‘n fokus op intensie as ‘n kritieke veranderlike in hierdie opsig. Die literatuur oorsig het gelei tot die ontwikkeling van die gedeeltelike model van leerlingskapprestasie-voorspelling. As gevolg van die steekproef van 95 leerders is die besluit geneem om die model van leerlingskapprestasie-voorspelling in twee modelle te verdeel. Die een model het faktore onderliggend aan leerlingskapprestasie ingesluit terwyl die ander model faktore ingesluit het wat betrekking het tot die intensie om in ‘n leerlingskap te presteer. ‘n Vraelys was ontwikkel vir die spesifieke doeleindes van die studie. ‘n Kombinasie van byde kwalitatiewe en kwantitatiewe data insamelingstegnieke is toegepas wat individuele onderhoude, ‘n loodsstudie - en ‘n finale studie van die vraelys ingesluit het. Verskeie data analise metodes is toegepas naamlik betroubaarheids analise, beskrywende statistiese analise en korrelasie analise. Bemiddelende verhoudings is met behulp van die Sobel toets verwerk. Vorige leerervaring sowel as intensie het positiewe korrelasies getoon in terme van leerlingskapprestasie. Alhoewel die steekproef meer mans as vroue ingesluit het, het vroue beter leerlingskapprestasie as mans getoon. Beduidende verhoudings is opgemerk tussen intensie in die drie veronderstelde direkte veranderlikes naamlik houdings, subjektiewe norme en waarneembare gedragsbeheer. Gedragsoortuigings sowel as normatiewe oortuigings het albei beduidende indirekte verhoudings getoon in terme van intensie. Die veronderstelling was dat omgewingsbeperkings ‘n negatiewe impak sou hê op die verhouding tussen intensie en leerlingskapprestasie, maar die navorsing resultate het ‘n interessante bevinding getoon. Die korrelasie tussen intensie en leerlingskapprestasie was sterk in gevalle waar leerlinge uitdagende omgewings faktore beleef, terwyl geen beduidende verhouding tussen intensie en leerlingskapprestasie waarneembaar was in die afwesigheid van omgewingsbeperkings nie. Voorstelle is gemaak met betrekking tot ‘n intervensie wat poog om leerders se intensie te verhoog. Twee benaderings naamlik joernaal oefeninge en interaktiewe werkswinkels is voorgestel. Die doel van hierdie benaderings is om aan leerlinge leiding te gee met die identifisering van uitdagings wat moontlik hul sukses in die leerlingskap program kan inhibeer. Met die doelbewuste besluit om hierdie uitdagings te oorkom ontwikkel leerders interne bemagtiging wat hul in staat sal stel om die eerste tree te neem om die armoede siklus te oorkom.