This research is an investigation into the Apil B as a culture fair assessment tool for the purpose of recruitment and selection. The Employment Equity Act stipulates that "psychological testing and other similar assessments are prohibited unless the test or assessment being used :-a) has been shown to be valid and reliable b) can be fairly applied to all employees and c) is not biased against any employee" (Employment Equity Act, 1998). The primary objective of this research is to evaluate the Apil B with regard to validity. reliability, cultural fairness, and bias via a consideration of the attitudes, opinions, and feelings of psychometric test administrators in the Kwa-Zulu Natal region. The secondary objective is to ascertain whether the Employment Equity legislation has influenced the attitudes of test administrators toward psychometric testing, and the implications for psychometric testing in South Africa following the Act. The sample in this research consists of 20 qualified test administrators of the Apil B. The administrators are affiliated with the following companies : Beacon, Durban Electricity, Profiled Appointments, Mondi, McCann and Associates, Saunders and Associates, Tetrapak, lthaJa, and Mangosuthu Technikon. Qualitative and quantitative methods are used. A self-administered questionnaire is used to investigate the attitudes, opinions, and feelings of the respondents toward the Apil B as a culture fair assessment, specifically in relation to validity, reliability, cultural fairness, and bias. Although most of the questions are qualitative, quantitative questions are also included. Therefore, this research requires numerical data as well . The quantitative questions include yes and no responses, as well as rating scales. The quantitative data supplements the qualitative data and therefore facilitates a more concrete data base. The results indicate that all respondents feel that the Apil B is valid, reliable, culture fair and fairly applied . Respondents feel more positively toward the new updated psychometric tests. They expressed greater confidence in terms of knowing which tests are inappropriate and which tests are relevant to specific jobs. It is also evident that the Employment Equity Act has strongly influenced the attitudes of respondents, in a very positive light, toward the use of psychometric testing. The respondents do however mention some concerns with regard to language based tests, and the ethical use of tests. According to the research conducted, the Apil B is regarded as a valid, reliable, and culture fair assessment tool in the opinion of the respondents utilised in this study. It is therefore recommended that the Apil B is used in organisations as a test that does not discriminate against any culture or subculture. / Thesis (M.A.)-University of Natal, Durban, 2000.

This study was interested in female bank employees’ perceptions of work life balance at a banking institution in the Durban region. The Job Demands-Resources (JD-R) Model was used as a theoretical framework to consider the demands that these women encounter as well as the support systems that they utilise to help facilitate work-life balance (WLB). Importantly, as a theoretical framework, the JD-R was used to bring to light employee experiences of their WLB in relation to their work demands and the resources that are available to them. A qualitative research design was used. Semi-structured interviews on a purposive sample of eight research participants were conducted within the sales and credit division at a large banking institution in the Durban region. Theory-led thematic analysis was used to analyse the interview transcripts. The findings of the study indicated that these women relied heavily upon domestic helpers in terms of household duties, extended family and their spouses in terms of childcare duties and needs. These employees felt that work dominates their lives more due to the core demands of meeting targets within the sales and credit divisions. These employees perceived that the bank as a whole was not supportive of WLB as they claimed to be and wanted to be involved with the HR Department in the formation of work-life balance policies. This research study offers insight into the needs of female bank employees and suggests the way forward for organisations to appropriately prioritise WLB as a quality strategy in an attempt to retain talented women in their sales and credit divisions. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2013.

It is argued that the tensions facing foreign workers in the South African labour market should be seen against the background of the recent history of migration in which it has been primarily workers with low educational and vocational qualifications that have arrived from neighbouring countries and who have been employed within the informal sector doing fairly dangerous and poorly paid work. Aim: In light of this, the purpose of this study was to explore immigrant worker’s experiences and perceptions of tension, identity and social resources within the Port of Durban, with an overall focus on the construction of a positive work identity. Methodology: The broad paradigm of this research study is located in the qualitative research field. The researcher specifically used an interpretative phenomenological approach (IPA) following the guidelines of Smith, Jarman and Osborne (1999). The IPA was used because the researcher was interested in identifying, describing and understanding the subjective experiences and cognitive interpretations of immigrant workers in respect of their subjective experiences and perceptions of tension; identity and social resources; and because the researcher intended to make sense of the participants’ worlds through a process of interpretative activity. Semi-structured interviews using a non-probability sampling technique were employed to purposively select 10 participants from within the container terminal division of the Port. The IPA as suggested by Smith et al. (1999) was then used to identify the connections and themes in respect of shared meanings and references and /or in respect of hierarchical relationships in each transcript. Themes that were found to be common were grouped together i.e. clustered by the researcher. The researcher then derived a master list of superordinate themes and sub-themes from the clusters of themes. Findings: The thematic analysis unearthed eight themes : (1) interpretation of what it means to be an immigrant; (2) causes of tension at work; (3) causes of tension outside of work; (4) mechanisms for managing tensions; (5) individuality versus belonging; (6) factors leading to a positive work life; (7) identifying social resources; and (8) overcoming tensions using social resources. The participants’ lived experiences of tension indicated that a number of barriers had impacted and were continuing to impact on their everyday work experience. Overall, tensions, such as disrespect, violence and inequality, made it difficult for immigrants to identify positively with their work and fellow South Africans. Notwithstanding the fact, participants additionally managed to identify key aspects and positive experiences, such as training and learning opportunities that served as potential social resources that workers could rely on in order to help them overcome some of the above mentioned tensions and attain a more positive immigrant work-related identity. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

This study was carried out in order to gain an understanding of work engagement among bus drivers in Zimbabwe. The study seeks to assess work engagement, job satisfaction, happiness and burnout in terms of relationships, significant differences and lived experiences among bus drivers in Harare (Zimbabwe). Further investigation is done to determine whether job demands and job resources are strong predictors for the relationship between work engagement, happiness, job satisfaction and burnout. Thus findings in this study are significant in that they provide insight into the well-being of bus drivers and its impact on employee work engagement. The study entails a mixed method to research. For the qualitative part of this study semi structured interviews were be used in data collection. Questionnaires are used for the quantitative part of the study. The research instruments were based on the stated objectives as a guide of what to include and leave in the research instrument. For the Questionnaires, the shortened version of the Utrecht Work Engagement Scale (UWES), the Minnesota Satisfaction Questionnaire (MSQ), the Work-related Flow inventory (WOLF), the Oldenburg Burnout Inventory (OLBI) and the Job Demands Resources Scale and is adopted. Results showed practically and statistically significant positive relationships between variables of work engagement, work happiness, job satisfaction and job resources. However, burnout had practically and statistically significant negative relationships, of medium effect, with variables of work engagement, work happiness and job satisfaction. A possible explanation for this is that when employees withdraw mentally as a result of burnout, their work engagement levels will decrease. Job demands and job resources are strong predictors of work engagement, work happiness, job satisfaction and burnout. A possible explanation for the results is the organisational citizenship and commitment among the employees. Results indicated that all the demographic variables (such as different age groups, education level attained, tenure, bus ranks and marital status) had a significant difference with regards to total work engagement, job satisfaction, overall happiness, overall job resources and overall burnout. The bus drivers were engaged, happy and satisfied with their jobs in spite of the stressors. A possible explanation of the results could be the buffering effect job resources had on job demands. The tickets from the police’, peak hours’ and bad weather were sum of the stressors leading to burnout. However, positive attitudes and stress coping strategies led the bus drivers to be happy in spite of the stressors. Themes such as good working environment, socialising at work and supportive co- workers emerged on job resources. A limitation of the present study is its cross-sectional character. However, despite these limitations, the present findings have important implications for both future research and practice. For instance future research should be longitudinal. Furthermore future research efforts should focus on the different aspects of job demands and resources inclusive of rewards, work overload, growth opportunities, social support, organisational support, job security and job advancement. This information is useful because it will allow managers and organisations to adjust jobs, training, and the work environment based on the factors that contribute the most to workplace happiness, job satisfaction and work engagement. Results in this study suggest that recovery from burnout help individuals to cope with job demands and to create new resources. These findings suggest that organisations should provide employees with facilities to recover and promote the development of leisure activities to help them overcome the daily strains of work. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

Background. Meaning of working studies suggest that working, beyond providing an opportunity to make money, contributes to an employee’s identity, fulfilment, self-esteem and other important psychological needs. The Meaning of working model offers one approach to explore how social and cultural norms shape what work means to individuals. The current study is situated within in the context of the recent global financial crisis which has caused turmoil in many organisations including those in the non-profit sector. The study explores the meanings workers in AIDS care non-profit organisations in the midst of the crisis and the subsequent socio-economic context. Aim. This is an interpretative phenomenological study which aims to explore how workers in AIDS care organisations make sense of their work within a unique socio-economic context occasioned by the financial crisis. Method. The study was conducted in semi-rural areas and townships of Durban Metropolis and the vicinity. Using a snowballing technique, project managers, HBC facilitators and a nurse (N=14) were recruited and interviewed using a topic guide containing semi-structured questions drawn from Westwood and Lok (2003) MOW model. Findings. Findings suggest that due to the financial crisis these organisations have undergone restructuring causing them to apply various strategies including social entrepreneurship strategies in order to survive. It was also found that participants generally regard working as central to their lives and complementary to other important life roles due to the fundamental nature of AIDS care work being linked to religion, community and family. Findings also caution that due to the high value they attach to working, there are various negative consequences for worker’s well-being and health which should be considered by health care policy makers. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2012.

The non-profit sector is one that is of great importance as it responds to the needs of society, and hence gives support to various social and economic endeavours. Particularly, residential child care work is a response to the ever increasing number of children who are orphaned, abandoned, neglected and affected by the HIV/Aids pandemic. Residential child care workers provide institutional care to such children. The role of a child care worker is one that is reported to be highly pressured and involves many challenges which have the potential of impacting on the quality of care that is provided by the care giver to the children. In light of the increasing research done on the area of happiness within the workplace which shows that happiness contributes to overall organisational success and helps employees cope with challenges this study explored this construct among residential child care workers; a research area which remains under researched. The aim of the study was to explore the subjective experiences of happiness among residential child care workers using positive psychology as a conceptual framework. The study sought to gain an understanding of the perceptions and experiences of happiness among residential child care workers through Seligman’s (2002) framework of achieving happiness through pleasure, engagement and meaning. The exploration of the subjective experiences of happiness among residential child care workers was done through the use of Fredrickson’s (1998) Broaden and Build Theory. The study used a qualitative research design and residential child care workers were interviewed on their perceptions and experiences of happiness. The findings suggested that, even through the challenges that the residential child care workers faced, there was still an overall sense of happiness that the care givers experienced in relation to their work. This was generally as a result of the nature of their work and their alignment to the overall mission of the children’s home. The findings suggested also that it was through the orientations of pleasure and meaning that the greatest happiness was experienced. This experience of general happiness in their work made the residential child care workers feel as though they could deal with challenges and also contributed positively to their role as child care givers. The findings of the study contribute to the increasing body of knowledge in the area of happiness and the experiences of residential child care workers. The findings can also help managers and directors of children’s homes know which aspects to encourage and cultivate in their employees for the experience of happiness and positive work relations and experiences. This can ultimately contribute positively to overall success of orphanages and children’s homes, and also to the quality of care that is given to children. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

The objectives of the study were to: 1) determine how the variables of occupational stress, job satisfaction, work engagement and social support conceptualised in literature, 2) describe the levels of occupational stress, job satisfaction, work engagement and social support, 3) determine the relationship between occupational stress, job satisfaction, work engagement and social support, 4) assess the predictive value of occupational stress on job satisfaction and work engagement, 5) determine the mediating role of social support on the effects of occupational stress on job satisfaction and work engagement. The research questions following on from the objectives were as follows: 1) how are the variables of occupational stress, job satisfaction, work engagement and social support conceptualised in literature? 2) what are the levels of occupational stress, job satisfaction, work engagement and social support among nurses? 3) what is the relationship between occupational stress, job satisfaction, work engagement and social support among nurses? 4) what is the predictive value of occupational stress on job satisfaction and work engagement among nurses? 5) what is the mediating role of social support on the effects of occupational stress on job satisfaction and work engagement among nurses? In order to answer the research objectives, this study used a cross sectional design. The present research study used a quantitative approach. The convenience sampling method was used for the purposes of data collection. Data was gathered from the wards of a public hospital in Durban. A sample of 120 voluntary participants was obtained, comprising of 109 females and 11 males. Data was collected using survey questionnaires which included the following five parts: 1) Biographical Information Questionnaire, 2) the Nursing Stress Indicator, 3) the Minnesota Satisfaction Questionnaire, 4) the Utrecht Work Engagement Scale, 5) and the Social Support Questionnaire. All data were analysed using SPSS version 19.0 for Windows. The results of the study showed that the nurses experienced high levels of occupational stress, low levels of job satisfaction and work engagement; and moderate levels of social support. There was a significant relationship between occupational stress, job satisfaction, work engagement and social support among the nurses. The results showed that occupational stress predicts the levels of job satisfaction and work engagement. The results also showed that social support mediates the effect of occupational stress on job satisfaction and work engagement. Recommendations and the value added by the study was also stated. The limitations of this study were also noted. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

The objective of this research was to explore perceived stress and role conflict that dual-career couples are facing in South Africa. The relationship between work and family is a common topic in the field of Industrial and Organisational Psychology. Research has been conducted in other countries, in particular the United States; however not much research has been undertaken in South Africa. Hence, the purpose of this study was to explore the effect of stress and role-conflict on dual-career couples and the relationship on work-family balance in this context. This research aimed to look at gender differences on work-family conflict, in an attempt to understand perceived role conflict and the interplay of spillover on dual-career couples. A cross-sectional research design with a snowball sampling technique was used. The sample obtained for this research comprised of 105 participants who fulfilled the dual-career couple status. The Work Family Linkage Questionnaire (WFLQ) by Sumer and Knight (2001), with two additional questions on stress included by the researcher, were used as the measuring instrument. The results indicated that there were statistically and practically significant relationships between perceived stress and role-conflict in the different domains. Although no statistically significant results were obtained in the gender experience of role-conflict, when looking at the mean scores it was evident that men and women experienced role conflict differently. There were no significant differences between dual-career couples with and without children across all the sub-scales. However, the descriptive statistics suggested that dual-career couples without children experienced higher stress caused by work life than their counterparts with children. For future research it is recommended that more questions on stress be added, and also that variance in sample size of gender and couples with children and without children be increased as this was also a limitation of the current research. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

The current study was interested in determining the moderating role of psychological capital in the relationship between job stress and the outcomes of incivility and job involvement among employees at a call centre in Durban, KwaZulu-Natal. A quantitative research design was adopted in conducting this study. The relationships between psychological capital, job stress, incivility and job involvement were examined using two theoretical frameworks, namely, the Broaden-and-Build Theory of positive emotions (Fredrickson, 1998) and the Job Stress Model (Spector & Fox, 2002). The research aimed to determine the relationship between psychological capital, job stress, incivility and job involvement, whether psychological capital and job stress held predictive value for the outcomes of incivility and job involvement, and the extent to which psychological capital moderated the relationship between job stress and incivility and job stress and job involvement. The sample consisted of 104 call centre agents, 28 male and 76 female employees, who were required to complete questionnaires measuring each of the constructs under study. Data was analysed using exploratory factor analysis, descriptive statistics, Pearson product-moment correlations, multiple regression analysis and hierarchical regression analysis. The findings of the study indicated that high levels of psychological capital correlated with low levels of incivility and high job involvement. Additionally, a high level of job stress was associated with high incivility and low job involvement. The findings of the study further indicated that job stress predicted incivility and job involvement, while the optimism dimension of psychological capital also predicted job involvement. Additionally, psychological capital did not moderate the relationship between job stress and incivility nor did it moderate the relationship between job stress and job involvement. The study contributes to the existing literature on psychological capital, job stress, incivility and job involvement while adding a new dimension to the existing literature available on each of these constructs, by determining the relationships between the constructs. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2013.

Der Forschungsbericht vermittelt einen Einblick in die vielfältige, leistungsfähige Forschungslandschaft am Institut für Arbeits-, Organisations- und Sozialpsychologie.