Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2008. / The survival of an organisation in a global competitive business environment depends on its survival skills (e.g. adaptability, flexibility and innovativeness), which is situated within its human resources. Hence, the recruitment function’s role is critical, since it is responsible for the procurement of key intellectual capital that could equip the organisation with a competitive advantage. However, against the accelerated growth of the Internet combined with global competition, traditional recruitment methods are increasingly failing to rise to the challenge of securing key intellectual capital, due to being too time consuming and expensive. Consequently, organisations are progressively turning to online recruitment (which does not refer to one specific technique, but rather several different Internet tools that can be employed as a recruitment method, such as organisational websites, specialised job sites, media websites or newsgroups). However, the presence of an organisational website that advertises vacancies is not sufficient to guarantee its success as a recruitment method. Hence, it is vital to gain an understanding of website recruitment, as well as how to maximise the website’s effectiveness and ability to facilitate successful online applicant behaviour (SOAB), in order to harness its full potential as a recruitment method, able to secure key intellectual capital. For the purpose of this study, SOAB refers to potential applicants (i.e. job seekers entering an organisational website in search of employment opportunities) being able to browse the website without any difficulty and obtain relevant and sufficient information concerning the organisation and its listed vacancies. In addition to enabling potential applicants to assess whether he/she will be able to fit, perform and accelerate in the work climate and culture of the organisation (i.e. decide whether he/she would like to work for the organisation), a website that facilitates SOAB, should also enable potential applicants to contact the organisation to address additional information needs. In essence, this study comprises of three phases and centres on the identification of website content- and usability design benchmarks that should contribute to a website’s ability to facilitate SOAB. By means of a comprehensive literature review, it is argued that the content- and usability design are vital contributing factors to a website’s ability to facilitate SOAB. It is also proposed that the effectiveness of the website as a recruitment method is, to a certain degree, linked to the effectiveness of the alignment of an organisation’s online recruitment strategy with the five stages of potential applicants’ job decision-making process (i.e. the recognition of an employment need, search for career related information, evaluation of career alternatives, identification and acceptance of employment and post-choice evaluation). Phase one, entails the identification of website content- and usability design benchmarks and culminates with the development of the Website Benchmarks Checklist. Phase two, which constitutes the overall purpose of this study, entails an audit of the sample of the ‘best’ SA employers’ (drawn from a survey conducted by the Corporate Research Foundation, 2005) websites. The primary aim is to determine the extent to which the sample’s website design incorporates the identified benchmarks. However, the quality of potential applicants’ interaction with a website (i.e. informative content being communicated in an effective, efficient and satisfactory manner), greatly influences their perception of the organisation’s image, its attractiveness as an employer, as well as their intention to pursue employment within the organisation. Hence, the third phase of the study entails the subjective evaluation of three websites (selected from the audited sample), by a sample of potential applicants. Throughout the study, the empirical tests conducted were descriptive in nature and utilised survey research methods to acquire the required data, related to the specified goals and objectives that encapsulate the aim and purpose of this study. The results obtained provided valuable insight into website design benchmarks that should assist potential applicants in their job decision-making process, increase a website’s ability to facilitate SOAB and maximise its effectiveness as a recruitment method responsible for securing key intellectual capital. In addition to revealing that the majority of the sample employs its website as a recruitment method, the audit results also indicated that although a high level of adherence existed concerning the sample’s incorporation of the usability design benchmarks. However, a notable difference that ranged from very little to relatively high existed with regards to the extent to which the sample’s website design adhered to the content design benchmarks. The subjective evaluation of the three websites by potential applicants revealed that in addition to being critical contributors to the quality of their interaction with a website, the content- and usability design also had a profound impact on their assessment of the websites. Finally, the results also showed that a similarity existed between potential applicants’ subjective evaluation and the extent to which the design of the three websites adhered to the recommended benchmarks (audit results).

Thesis (MPhil (Industrial Psychology. Africa Centre for HIV/AIDS Management))--University of Stellenbosch, 2009. / The study was about assessing the dropout rate of children who are heads of households at Mandela Village in Tshwane Municipality, Gauteng Province. Given the number of orphans who are escalating in each year as a result of HIV/AIDS pandemic especially in the Sub Saharan region, the author’s intention was to analyse what are the causes for these children to drop out from school, and what can be done to minimize the dropout rate of these children. All the participants were the children who are heads of households and residents of Mandela Village, East of Mamelodi Township, and Pretoria. Data was collected through in-depth interviews with thirty-one children who are heads of households, as well as with two educators in schools where these children are attending school or were attending school. This was followed by two focus groups with the same children. The intention of using the focus group was to investigate the issues raised during the interviews and to establish an understanding of how the children who are heads of households want to improve their own circumstances. The study findings observed that there were no strong linkages in assisting children who are heads of households between the Department of Social Development and Department of Education in the North Rand Region, Gauteng. Other findings were that the schools have no support programmes or teachers assigned to assist these children to cope with schoolwork. Due to multiplicity of responsibilities they are faced with, they are not copying with their studies.

Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: This research provides some insight into some of the socio-cultural barriers hindering the implementation of MTCT programmes in Eastern Cape. In most parts of the world today, HIV infection is increasing faster among women more than men. The resulting infection of women is that many babies born to HIV mother become automatically infected. Mother-to-Child transmission (MTCT) of HIV is most significant source of HIV infection in children. Of the estimated 36 million people living with HIV/AIDS, 1.4 million are children (UNAIDS, 2002). The devastating effect of MTCT, prompted the South African government to initiate an urgent programme. In 2000, the SA government set up 18 pilot sites, including 2 sites in Eastern-Cape; the East London Complex, to curb children HIV infection. However, four years after the inception of the programme its success still depends largely on many factors, one of which is the socio-cultural barrier. This research therefore set out to explore some aspect of these socio-cultural barriers that is hindering the PMTCT programme in Eastern Cape. The research report consists of five chapters. Chapter 1. Deals with the introduction into the topic. Chapter 2. Summarises the literature on PMTCT associated with the research, as well as risk factors associated with PMTCT and possible interventions that were identified in various literature that attempts to reduce MTCT. Chapter 3. Focus on the research methodology. It explains the study design, the research aim and objectives, the study population and data analysis resulting from the research. Chapter 4. The results of the research findings is discussed in-dept in this chapter. An overarching theme of high level of societal stigma emerged as the key socio-cultural barrier. Chapter 5. This chapter discusses the identified socio-cultural barrier as well as possible recommendations as to how to address some of these barriers and also suggestion for further research. / AFRIKAANSE OPSOMMING: Hierdie navorsing bied ‘n mate van insig tot sommige van die sosiokulturele beperkinge wat die implementering van sogenaamde MTCT-programme in die Ooskaap kortwiek. In die meeste wêrelddele styg die voorkoms van die HIV-virus onder vroue tans vinniger as onder mans. Die resultaat daarvan is dat die babas van geïnfekteerde vroue outomaties ook geïnfekteer word. Moeder-tot-kind-oordrag MTKO (Mother-to-child transmission –MTCT) van MIV is die hoofsaaklike bron van infeksie in kinders. Van die geskatte 36 miljoen mense wat tans met MIV/VIGS lewe, is 1, 4 miljoen kinders (UNAIDS, 2002). Die vernietigende effek van MTKO het die Suidafrikaanse regering daartoe genoop om ‘n dringende program van stapel te stuur. Gedurende die jaar 2000, het die SA regering beslag gegee aan 18 loodsterreine, waarvan 2 in die Ooskaap-Oos-Londen-kompleks, om MIV-infeksies onder kinders te begin beperk. Vier jaar na die aanvang van die program, egter, is die sukses daarvan steeds afhanklik van ‘n veeltal faktore, een waarvan die sosio-kulturele grens is. Om hierdie rede was hierdie navorsing daarop ingestel om sommige aspekte van hierdie sosio-kulturele grense wat die VMTKO-programme (Voorkomig van MTKO) in die Ooskaap bemoeilik, van nader te ondersoek. Die navorsingsverslag bestaan uit vyf hoofstukke. Hoofstuk 1. Handel oor die inleiding tot die onderwerp. Hoofstuk 2. Som die bestaande literatuur oor VMTKO op sover dit op die navorsing van toepassing is; insluitende risikofaktore wat met VMTKO geassosieer word asook moontlike intervensies met die oog op pogings om MTKO te verlaag, soos geïdentifiseer in verskeie bronne in die literatuur. Hoofstuk 3. Fokus op die navorsings metodologie. Dit verduidelik die ontwerpbeginsels van die studie, die navorsingsdoelstellings en oogmerke, die teikengroep van die studie en die data-analise voortspruitend uit die navorsing. Hoofstuk 4. Die navorsingsresultate word hierin in diepte bespreek. ‘n Oorheersende tema van stigma binne gemeenskapsverband tree as sentrale sosiokulturele grens na vore. Hoofstuk 5. Die geïdentifiseerde sosiokulturele grense word bespreek en moontlike aanbevelings gemaak ten opsigte van hoe sulke grense aangespreek kan word, asook voorstelle vir verdere navorsing.

Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: It is very common to talk about or refer to people as “People Living with HIV/AIDS” but never “A Church with Aids”. Responding to HIV/AIDS has earned the JL Zwane Memorial Church this name or rather this label. Members of the congregation, many of them young, were dying and remaining silent, not doing anything, would have meant contributing to the disaster that had struck. Something drastic had to be done to respond to the pandemic or else the whole community would have perished. This was not easy as it meant risking losing those already in the church. To many people, HIV/AIDS was seen as a punishment from God to those who have sinned. For this reason many did not want to have anything to do with People Living with HIV/AIDS. The whole response is driven by the needs of the community i.e. those infected and those affected. This means listening to people tell their stories and then respond accordingly. Listening is the key in the response as the whole response revolves around people and their experiences. / AFRIKAANSE OPSOMMING: Die kerk, of geloofsgebaseerde organisasies , is dikwels die eerste om te weet dat iemand MIV positief is. Dit is ook die eerste persoon of organisasie wat deur die geïnfekteerde in vertroue geneem word. Die Kerk, as organisasie, kan dus 'n deurslaggewende rol vervul in die voorkoming, maar ook by die versorging van diegene wat MIV positief is of aan Vigsverwante siektes ly. Hierdie studie beskryf, in die vorm van 'n gevallestudie, die rol wat die Presbiteriaanse Kerk in Guguleto in die voorkoming van MIV/Vigs vervul. Die gevallestudie bespreek die probleem; die ontleding van die probleem en die uiteindelike program(me) wat daargestel is. Riglyne vir die betrokkenheid van Kerke (en geloofsgebasserde organisasies) word uitgespel en voorstelle vir verdere studie word gemaak.

Thesis (MA) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The relentless progression of HfV /AIDS epidemic has made it imperative that measures are put in place to minimise its impact on Small and Medium Enterprises (SME). mv is set to have a significant effect on every facet of the population, and SME is not immune. Business is likely to feel the impact ofmv/AIDS epidemic through reduced productivity, increased absenteeism, increased staff turnover, increased recruitment and training costs, increased cost of employee benefits and poor staff morale. One of the interventions is to implement a mv/AIDS policy and programme, yet a literature search showed that psychological studies of SME in implementing a mv/AIDS policy and programme are limited. The present study utilised the model of the theory of planned behaviour (Ajzen, 1985,1988, 1991), which is an extension of the theory of reasoned action (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Intention to implement a mv/AIDS policy and programme was predicted by the theory of planned behaviour constructs such as attitude, subjective norm and perceived behavioural control. The theory of planned behaviour was found to be useful in assessing behavioural intention of SME in implementing a mv/AIDS policy and programme. These findings indicate that implementing an intervention like a mv/AIDS policy and programme by SMES is a behavioural intention motivated by attitudes, subjective norms and perceived behavioural control. / AFRIKAANSE OPSOMMING: Die meedoënlose progressie van die HIVNIGS pandemie het dit gebiedend noodsaaklik gemaak om maatreëls daar te stelom die impak daarvan op klein en medium sakeondernemings te minimaliseer. HIVNIGS sal 'n beduidende uitwerking hê op alle vlakke van die bevolking. Klein en medium sakeondernemings is geen uitsondering nie. Die uitwerking van die HIVNIGS pandemie sal tot gevolg hê 'n afname in produktiwiteit; 'n toename in personeelafwesigheid, personeelomset, personeelwerwing en - opleidingskoste, personeelvoordele; en swak personeel moreel. Een manier om die probleem aan te spreek is om 'n HIVNIGS beleid en program te implimenteer. Ongelukkig toon literêre navorsing dat psigologiese studies van klein en medium sakeondernemings om 'n HIVNIGS beleid en program te implimenteer, beperk is. Dié navorsing steun op die teorie van planmatige gedrag (Ajzen, 1985; 1988; 1991), wat 'n verlenging is van die teorie van beredeneerde optrede (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Die oogmerk met die implimentering van 'n HIVNIGS beleid en program is bepaal deur die teorie van planmagtige gedrag soos waargeneem in geesteshouding, subjektiewe norme en waargenome beheerde gedrag. Daar is gevind dat die teorie van planmagtige gedrag nuttig is om die oogmerke en optrede van werknemers in klein en medium sakeondernemings te bepaal met die implimentering van 'n HIVNIGS beleid en program. Hierdie bevindings toon dat die implimentering en tussenkoms van 'n HIVNIGS beleid en program by klein en medium sakeondernemings'n gedragsoogmerk is wat gemotiveer word deur geesteshoudings, subjektiewe norme en waargenome beheerde gedrag.

Nas últimas décadas, tem-se observado nos meios de comunicação e, sobretudo, na literatura de gestão empresarial, o predomínio de um discurso que afirma a superação do rígido taylorismo-fordismo por um modelo de organização do trabalho mais ‘flexível’, que também seria mais humanizado. Nota-se que os temas centrais desse discurso – competência, participação, trabalho em equipe e autonomia – dizem respeito a aspectos que, historicamente, fizeram parte das reivindicações dos trabalhadores. Na pesquisa apresentada aqui, esses temas foram utilizados como eixo para a análise comparativa entre tal discurso e a vivência dos trabalhadores em duas montadoras de automóveis que adotam o modelo japonês de produção (ou toyotismo), que tem sido a principal referência para a idéia de flexibilização. Foram realizadas entrevistas abertas (individuais e coletivas) e mantidas conversas informais com trabalhadores e sindicalistas, bem como participação em atividades promovidas pelo sindicato e pesquisa documental. A análise dos dados obtidos no trabalho de campo permitiu concluir que os temas introduzidos no discurso empresarial em nada têm que ver com humanização e, sim, com a exploração máxima da força de trabalho. As noções de competência, participação, equipe e autonomia servem para justificar a introdução de mecanismos tais como os critérios ideológicos, pessoais e sociais nos processos de seleção e avaliação; individualização das relações de trabalho; utilização da capacidade cognitiva dos trabalhadores em prol da produção e sua maior responsabilização pela qualidade dos produtos. O recurso a tais temas também busca desmobilizar a organização coletiva dos trabalhadores a fim de evitar que façam oposição. O discurso empresarial assume, assim, o papel de legitimar o poder das empresas, que é mantido, sobretudo, pela ameaça de desemprego e “administrado" (Bihr, 1998) por meio de mecanismos disciplinares típicos do taylorismo e dispositivos de controle mais sofisticados que visam à “modulação" (Deleuze, 1992) dos trabalhadores de modo a conseguir que utilizem sua inteligência e sua criatividade para os interesses da produção. Concluiu-se que as características do modelo de organização adotado nas empresas focalizadas na pesquisa têm como principais decorrências a ampliação do sofrimento mental e do adoecimento dos trabalhadores. Por outro lado, também se observou que o sindicato adota novas estratégias para combater o discurso e a prática das empresas e que muitos trabalhadores utilizam táticas cotidianas que configuram uma “rede de antidisciplina" (Certeau, 1996) que se contrapõe aos aspectos da organização do trabalho que lhes são desfavoráveis. / In recent decades, the prevalence of a discourse which asserts that Taylorism-Fordism was surpassed by a more flexible and humanized work organization model has been observed in the media and in the managerial literature. It has been noted that the main topics of that discourse – competence, work participation, teamwork and autonomy – deal with aspects which historically have been part of workers’ claims. In the research presented here these themes were used as an axis for analyses of workers’ experience in two automobile companies that have adopted the Japanese Model (or Toyotism) which of late has been the main reference for the idea of flexibility. In order to reach this objective, open interviews (individual and collective) were done, and informal talks were carried out with workers and trade unionists. Data analyses obtained allow us to conclude that the topics introduced in the managerial discourse do not deal at all with work humanization but with wider exploitation of the workforce. Notions of competence, participation, teamwork and autonomy are simply justifications to introduce ideological, personal and social criteria in selection and evaluation processes; to promote work individualization relationships; to use the workers’ cognitive capacities on behalf of production and to make workers responsible for quality products. The introduction of such topics also serves to demobilize workers’ organization in order to avoid any opposition to the companies. Managerial discourse, therefore, plays the role of legitimizing the power of companies, which is maintained by the threat of unemployment and “managed" (Bihr, 1998) by disciplinary mechanisms typical of taylorism and more sophisticated control mechanisms that aim to “modulate" (Deleuze, 1992) workers in order to use their intelligence and creativity for production purposes. The data indicate that the organization model adopted for the companies focused on in this research results primarily in the increase of mental suffering and illness among workers. On the other hand, it was also observed that trade union have adopted new strategies to combat company discourse and practices and many workers use everyday tactics which form a “network of antidiscipline" (Certeau, 1996) against aspects of work organization that are harmful to them.

The purpose of this study is to assess the suitability of a psychometric test battery that is used by a large service department of the Durban City Council in the selection of apprentice electricians. The essence of the investigation is to determine whether the tests being used are appropriate for the purpose for which they are applied, as well as being justifiable within the current context in South Africa. A predictive validity analysis was carried out to determine whether the psychometric tests have a correlational relationship with the trade test which apprentices undergo. The analysis was carried out on a sample of fifty five apprentices, consisting of a black group of 16 and a white group of 39. The results of the analysis were that the tests generally did not have a positive link with the results of the trade test. The only exception was the Mental Alertness test which showed a significant correlation with the trade test for the white sample only. The value of the study lies in its usefulness to the organisation which uses the test battery in terms of providing a review of the effectiveness of the tests. Recommendations of the study are that alternative methods for apprentice selection be investigated. / Thesis (M.A.)-University of Natal, Durban, 1999.

The present research explores teachers’ perceptions of participative decision-making (PDM) in a public high school in Durban, South Africa. PDM is also termed as participative management. This study attempts to investigate level one educators’ experiences of participation in decision-making. Hence, it is a qualitative exploration of the nature of their participation in decision issues and how they perceive the school’s actions with regard to participative decision-making. For the purpose of this study, semi-structured interviews were administered on ten level one educators within the school setting. Five themes were identified through the use of thematic analysis. These themes are as follow: collective activity, shared influence, expression of individual perspectives, the acknowledgement of educators’ input, and the implementation of cooperative governance. The integration of educators’ experiences in the literature on PDM, generated an in-depth understanding of participants’ perceptions. In essence, the findings of this research suggest that level one educators are not meaningfully engaging in decision-making in the school environment. In conjunction with this assertion, the school lacks a comprehensive framework to engender effective participative decision-making, as well as, significant involvement of level one educators. Essentially, the present research provides insight into the experiences of educators in a public high school and therefore, contributes to the body of knowledge on participative management. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

The work environment in financial institutions where deadlines, budgets, routine work and performance issues are common can compromise most people’s sense of happiness. Therefore happiness in the workplace rarely manifests without significant effort from employees. Successful organisations need employees that will do more than their job requirements and go beyond expectations i.e. perform organisational citizenship behaviours (OCB). In light of the increasing interest in positive psychology the study aimed to focus on happiness and psychological capital (PsyCap) to find ways to enhance employees’ positive psychological states to achieve positive organisational outcomes such as OCB. The study therefore aimed to determine whether a relationship exists between happiness, PsyCap and OCB amongst employees in financial institutions. The study also sought to determine the predictive value of happiness and PsyCap in predicting OCB. Furthermore the moderating effect of PsyCap was assessed to determine the extent to which PsyCap moderated the relationship between happiness and OCB. A cross-sectional research design was used in the study. The researcher used a sample of 185 (N = 185) employees from a financial institution in Durban, South Africa. The researcher used five questionnaires in the study. A biographical questionnaire created by the researcher, the Orientations to Happiness Scale (OHS) used as the first measure of happiness, the Satisfaction with Life Scale (SWLS) used as the second measure of happiness, the Psychological Capital Questionnaire (PCQ), and the Organisational Citizenship Behaviour Questionnaire (OCBQ). The main findings of the study indicated that there were practically and statistically significant relationships between happiness (measured by the OHS), PsyCap and OCB. More specifically relationships were found to exist between happiness, the two PsyCap factors (hopeful-confidence and positive outlook) and the OCB factors (altruism, courtesy, sportsmanship and civic virtue). A significant finding was that happiness measured by SWL showed no significant relationships with OCB or the OCB factors thus indicating that happiness measured by orientations to happiness was a better measure of happiness for the employees in the financial institution. Happiness and the PsyCap factors were found to hold predictive value for some of the OCB factors. In determining the moderating effect of PsyCap it was found that only positive outlook significantly moderated the relationship between happiness and one of the OCB factors, civic virtue. The study has focused on happiness in the workplace and its relationship to organisational constructs such as PsyCap and OCB. The results of the study can therefore be deemed to be beneficial to managers in financial institutions and employees themselves. The study has made a significant contribution by highlighting that employees in a financial institution consider orientations to happiness (pleasure, meaning, and engagement) to be a more compelling measure of happiness in determining the likelihood to performing OCBs at work as opposed to satisfaction with life as a measure of happiness. Thus the orientations to happiness were concluded as being a more appropriate measure of happiness for employees in a financial institution in relation to OCBs. By focussing on employee’s level of happiness, how employees conceptualise happiness and the benefits of happy employees to the organisation, this information can provide organisations with a better understanding of employees and suggest to organisations to consider finding means to enhance happiness in the workplace. Happiness and PsyCap have shown to be related to positive organisational outcomes such as OCB which lead to organisational effectiveness and success. Therefore of specific relevance is enhancing the PsyCap of employees to achieve desired outcomes such as OCB. The findings can be used to prompt and encourage organisations to develop interventions that increase employee’s PsyCap and to focus on employee well-being and happiness. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2012.

The current study aimed to explore the positive aspects of Psychological Capital (PsyCap) and attempted to explain how the psychological resources inherent in PsyCap can aid against the negative effects of Burnout in educators in the Umlazi Region of Kwa-Zulu Natal. The general objective of this research study was to explore the relationship between PsyCap, Subjective Wellbeing, Burnout and Job Satisfaction. The study used a quantitative research design and was conducted using the Positive Psychology framework. This study made use of the Conservation of Resources Theory as its theoretical framework. Convenience samples (n=103) were taken of educators across four educational institutions in the Umlazi Region. The Psychological Capital Questionnaire; Satisfaction with Life Scale; Oldenburg Burnout Inventory; and Minnesota Job Satisfaction Questionnaire (short form) were administered to the participants. The results confirmed that there were statistically and practically significant relationships between PsyCap, Subjective Wellbeing, Burnout and Job Satisfaction. The results revealed that Subjective Wellbeing was a statistically significant predictor of PsyCap. It also indicated that PsyCap and Subjective Wellbeing were both statistically significant predictors of Burnout. The results confirmed that the relationship between Subjective Wellbeing and Burnout was mediated by Psychological Capital (PsyCap). / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.