Abstract in English, Afrikaans and Zulu / In an increasingly changing world, the attributes of human and physical environments are critical in assessing human quality of life (HQoL). The research sources consulted for this thesis point to specific relationships between urban change, ecosystem services and the HQoL. A variety of models have been developed in the global North to assist urban planners to manage the benefits and stressors related to urban shrinkage, ecosystems and HQoL. In the global South the trend is urban growth rather than shrinkage and few models are available for this context. Based on a mixed-method case-study approach, the Rietvlei Nature Reserve, located in the rapidly-growing urban peripheral zone between the Tshwane and Ekurhuleni metropolitan areas in the Gauteng province of South Africa, was selected to assess the benefits and stressors of localised urban development, conservation and sense of place. The purpose of the assessment was to develop a Greenspace Stress Model of Urban Impact (GSMUI) that would be of value to local authorities in managing the interplay of the varied functions of a nature reserve as a greenspace in the global South. Land-use changes were analysed using remote-sensing images. Semi-structured interviews were conducted with purposively-selected key informants to evaluate the functions of the Reserve and the objectives of the Ecological Management Plan for the Reserve. The benefits and risks to the Reserve, as well as the sense-of-place aspects, were identified through semi-structured interviews with 18 purposively-selected key informants, 181 on-site face-to-face semi-structured interviews with visitors to the Reserve, group discussions with interest groups and electronic surveys involving 365 respondents. Data were also collected through the researcher’s own observations and her participation in activities at the Reserve. The empirical results of the research were verified by 14 purposively-selected key specialist informants, who evaluated and ranked the identified benefits and stressors. Benefits and stressors were not ranked the same from different perspectives. Using the results of the empirical research, the researcher was able to merge and adapt a number of models developed for the management of greenspaces in the global North in order to develop the GSMUI specifically for the Rietvlei Reserve. Guidelines were also developed for the application of the GSMUI in geographically similar greenspaces in the global South. / In ‘n toenemend veranderende wêreld, is die eienskappe van menslike en fisiese omgewings krities vir die evaluering van menslike lewenskwaliteit (HQoL). Die navorsing wat geraadpleeg is, het spesifieke verwantskappe tussen stedelike verandering, ekosisteemdienste en HQoL aangedui ‘n Verskeidenheid modelle is in die globale Noorde ontwikkel om stedelike beplanners te help om die voordele en stressors verwant aan ontwikkeling (stedelike inkrimping), ekosisteme en menslike lewenskwaliteit, te bestuur. Onvoldoende modelle is nog ontwikkel vir die om die teenoorgestelde neigings in die globale Suide te bestuur. ’n Gemengdemetodes-gevallestudie-benadering is gevolg om die voordele en stressors van stedelike ontwikkeling, bewaring en sin vir plek in die Rietvlei Natuurreservaat (geleë in die snelgroeiende stedelike randgebiedsone tussen die Tshwane en Ekurhuleni Metropolitaanse gebiede in die Gauteng Provinsie van Suid-Afrika) te ondersoek. Verandering in grondgebruik is deur afstandwaarnemingsbeelde ontleed. Semi-gestruktureerde onderhoude is met doelbewus-geselekteerde sleutelinformante gevoer om die funksies van die Reservaat, sowel as die doelwitte van die Reservaat se ekologiese bestuursplan, te evalueer. Semi-gestruktureerde onderhoude met 18 doelbewus-geselekteerde sleutelinformante, 181 semi-gestruktureerde persoonlike onderhoude met besoekers aan die Reservaat en groepbesprekings is met ereveldwagters en belangegroepe gevoer, en 365 elektroniese vraelyste is ontleed ten einde die voordele en risiko’s vir die Reservaat en ook die pleksin te identifiseer. Data is ook deur middel van waarneming en deelname aan aktiwiteite in die Reservaat ingesamel. Die empiriese resultate van die navorsing is geverifieer deur 14 doelbewus-geselekteerde sleutelinformante wat die geïdentifiseerde voordele en stressors geëvalueer en geklassifiseer het. Voordele en stressors is verskillend evalueer uit verskillende oogpunte. Die gebruik van die empiriese navorsing het die navorser in staat gestel om ’n aantal modelle aan te pas wat vir die bestuur van groenruimtes in die globale Noorde ontwikkel is en te integreer ten einde die GSMUI te skep. Die CSMUI is spesifiek op die bestuur van die Rietvlei Natuurreservaat gemik. Die navorsing bied ook ‘n generiese GSMUI met implementeringsriglyne vir geografies-gelyksoortige groenruimtes in die globale Suide. / Kumhlaba oguquka njalo, isimo sabantu nesemvelo kubalulekile ekuhloleni iqophelo lempilo yabantu i-Human quality of life (HQoL). Ucwaningo oluhloliwe lukhombise ukuthi kukhona ubudlelwane obuthile phakathi kokuncipha/ukwanda, inkonzo yobudlelwane babantu nemvelo kanye ne HqoL. Lokhu kuxhumana kwehlukile kancane ezindaweni zaseNyakatho nomhlaba (ukungcipha kwedolobha) nezindawo zaseNingizimu nomhlaba lapho ukwanda kwamadolobha kugqame khona. Kwakhiwe amamodeli ahlukahlukile khona eNyakatho nomhlaba ukusiza abahleli bamadolobha ukuphatha izinzuzo nokuhluphayo okuhambisana nentuthuko (ukuncipha kwedolobha), kanye nesimo sendawo kanye neHQol. Awekho amamodeli awenziweyo ukusiza ukuphatha isimo esehlukile eNingizimi yomhlaba. Ngokusebenzisa inqubo exubile, inqubo ye-case study, iRietvlei Nature Reserve (etholakala lapho kwanda khona ngokushesha amadolobha phakathi kweTshwane neEKurhuleni kwiprovinsi laseGauteng eNingizima Afrika), yakhethwa ukuhlola izinzuzo nezingcindezi zokuthuthuka kwamadolobha, nokugcina isimo semvelo kanye nobunjalo obuthile bendawo. Injongo yalolu hlolo bekuwukwenza indawo ebizwa iGreenspace Stress Model of Urban Impact (GSMUI) ezosiza iziphathimandla zendawo ukuphatha ukuxhumana okukhona phakathi kwezinhloso ezihlukahlukene zeReserve njengendawo eluhlaza kwiNingizimu neAfrika yomhlaba. Kwahlaziywa indlela eguqukayo yokusetshenziswa komhlaba ngokusebenzisa imifanekiso ebheka ikude etholakala kuma mepi akhombisa indikimba (thematic map). Kwenziwa ama-semi-structured interviews nababambiqhaza bolwazi ababalulekile ukuhlola ukusebenza kweReserve kanye nezinhloso zohlelo olubizwa i-Ecological Management Plan for the Reserve. Izinzuzo nezingcindezi zale-Reserve, kanye nobunjalo obuthile bendawo, kwaphawulwa, ngokwenza ama-semi-structured interview nabathile ababalulekile abakhethwa abayi 18 ukuxoxa nabo, futhi kwenziwa nama-semi-structured interview ngokubhekana ubuso nobuso nezivakashi ze-Reserve ezingama 181, kanye nezingxoxo nabaqaphi abathile besiqiwi (rangers) kanye namanye amaqembu athintekayo. Ulwazi lwaqokelelwa futhi ngokuthi abacwaningi babheke lokho okwenzekayo kanye nokubamba iqhaza kwimisebenzi ye-Reserve. Imiphumela yobufakazi bocwaningo yaqinisekiswa ngosolwazi ababalulekile bobuchwepheshe abangu 14 ababekhethelwe le nhloso, abahlola babuya babeka ngamazinga izinzuzo nezingcindezi ukwenzela ukuthi abacwaningi babuye baphinde bakwazi ukwenza enye i-GSMUI. Ngokusebenzisa imiphumela yobufakazi bocwaningo, umcwaningi wakwazi ukuhlela kabusha amamodeli amaningana athile enziwe ukuphatha izindawo eziluhlaza eNyakatho lomhlaba, ukuze enze GSMUI eqondene nokuphatha iReserve laseRietvlei. Ucwaningo lubuye lwahlinzeka futhi i-GSMUI enabile engasetshenziswa njengemikhombandlela yezinye izindawo eziluhlaza ezifana nalezi khona eNingizimu yomhlaba. / Geography / Ph.D. (Geography)

This study explored academic researchers’ engagement in research ethics at an OpenDistance Learning (ODL) institution in South Africa (SA), with the intention of discovering the way in which human resource management (HRM) practitioners, employed at the same institution, can support academic researchers’ engagement in research ethics. The study’s purpose was to develop a conceptual framework for HRM practitioners to support academic researchers’ engagement in research ethics, at an ODL institution in SA.For this qualitative study, an Interpretative Phenomenological Analysis (IPA) approach was followed. Data were collected from 13 purposively selected academic researchers, employed at an ODL institution, by means of semi-structured individual interviews, naive sketches and fieldnotes. The IPA approach offers an analysis method that was accordingly employed. Thereafter, the findings were interpreted with the Job-Demands Resource (JD-R) theory.These interpretations were used to construct the conceptual framework according to the organising principles of Dickhoff, James and Wiedenbach (1968) Academic researchers have some resources to support engagement in research ethics, but also face several job demands, which has a negative influence on their ability to engage in research ethics. HRM practitioners have a critical role to fulfil to support academic researchers’ engagement in research ethics, by facilitating a work environment where job resources are readily available. In addition, the ODL institution must be well-balanced, successful, and endorse a culture of ethics within its organisational culture, for academic researchers to engage in research ethics. HRM practitioners have an essential role to endorse a culture of ethics within the ODL institution. The findings will benefit both academic researchers and the ODL institution. The support that HRM practitioners provide, should include, inter alia, a) enabling an engaging leadership style, b) ensuring that ethical values are embedded in the recruitment strategy, and c) revising the performance agreements and performance appraisals of academic employees to include research ethics. This study forms part of a limited pool of qualitative studies to investigate WE, using the JD-R theory as a theoretical framework. This study is furthermore a forerunner in exploring the role that HRM practitioners can play in supporting academic researchers’ engagement in research ethics. It is the first study to use the IPA approach in the field of Management Sciences to investigate WE with the JD-R theory as a theory of engagement. By using the organising principles of Dickoff et al. (1968), for conceptual framework development to explain WE according to the JD-R theory, a seminal contribution was made. / Hierdie studie ondersoek akademiese navorsers se verbintenis tot navorsingsetiek by ’n oopafstandleerinstelling (ODL institution) in Suid-Afrika met die voorneme om ’n manier te vind waarop nslikehulpbronbestuurspraktisyns (MHB-praktisyns) wat by dieselfde instelling werksaam is, akademiese navorsers se verbintenis tot navorsingsetiek kan ondersteun. Die studie se oogmerk was om ’n konseptuele raamwerk vir MHB-praktisyns te ontwikkel om akademiese navorsers se verbintenis tot navorsingsetiek by ’n pafstandleerinstelling te ondersteun. Vir hierdie kwalitatiewe studie is ’n Interpreterende Fenomenologiese Ontledingsbenadering (Interpretative Phenomenological Analysis [IPA] approach) gevolg. Data is by 13 doelbewusgeselekteerde akademiese navorsers, werksaam by ’n oopafstandleerinstelling, ingesamel deur middel van migestruktureerde- individuele onderhoude, naïewe sketse en veldnotas. Die Interpreterende Fenomenologiese Ontledingsbenadering bied ’n ntledingsmetode wat dienooreenkomstig gebruik is. Hierna is die bevindings met die werk- vereistes-hulpbronneteorie (job-demands resource [JD-R] theory) geïnterpreteer. Hierdie interpretasies is gebruik om die konseptuele raamwerk te ontwikkel volgens die organiseringsbeginsels van Dickhoff, James en Wiedenbach (1968). Akademiese navorsers beskik oor ’n paar hulpbronne wat ’n verbintenis tot navorsingsetiek ondersteun, maar word ook met verskeie werkseise gekonfronteer wat ’n negatiewe invloed op hulle vermoë om hul tot navorsingsetiek te verbind, kan hê. MHB-praktisyns speel ’n kritiese rol om akademiese navorsers te ondersteun ten opsigte van hul verbintenis tot navorsingsetiek deur ’n werksomgewing te fasiliteer waar werkshulpbronne geredelik beskikbaar is. Verder moet die oopafstandleerinstelling ‘n gebalanseerde etiese organisasiekultuur onderskryf om akademiese navorsers te help om hulle te verbind tot etiese navorsing. MHB-praktisyns speel ’n noodsaaklike rol om ’n etiese kultuur binne die ODL- instelling te ondersteun. Akademiese navorsers, sowel as die oopafstandleerinstelling, sal baat vind by die bevindinge. Die ondersteuning wat MHB-praktisyns bied, behoort onder meer die volgende in te sluit: a) om ’n werksbegeesterde leierskapstyl moontlik te maak; b) om te verseker dat etiese waardes by die werwingstrategie ingesluit is; en c) om die prestasie-ooreenkomste en prestasiebeoordelings van akademiese personeel te hersien om navorsingsetiek in te sluit. / Lolu cwaningo lwacubungula ukulandela nokusebenzisa kwabacwaningi inkambiso yocwaningo enhle nelungileyo esikhungweni seMfundo-buqama Evulelekile (ODL), phecelezi, i-Open Distance Learning institution eNingizimu Afrika (SA), ngenhloso yokuthola indlela engasetshenziswa ngabasebenzi abangongoti bezokuphathwa kwabasebenzi (HRM), abaqashwe esikhungweni leso, ukweseka ukulandela nokusebenzisa kwabacwaningi bezikhungo zemfundo ephakeme inkambiso yocwaningo enhle nelungileyo uma benza ucwaningo. Inhloso yalolu cwaningo kwabe kuwukwakha okuthuthukisa uhlaka-kuhlaziya lokuqonda olwenzelwe abasebenzi be-HRM ekusekeleni abacwaningi bezikhungo zemfundo ephakeme ukuze bakwazi ukulandela nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo esikhungweni esiyi-ODL eNingizimu Afrika. Kulolu cwaningo olwabe luwucwaningo olugxile ekuxoxisaneni okunzulu futhi okunohlonze nababambiqhaza bocwaningo bakhethiweyo abayingcosana (qualitative research) kwalandelwa indlela-kuhlaziya egxile kwisimo-kuqonda sombambiqhaza ocwaningo, phecelezi i-Interpretative Phenomenological Analysis (IPA). Imininingo yocwaningo yaqoqwa kubacwaningi bezikhungo zemfundo ephakeme abayi-13 abakhethwe ngenhloso, kusetshenziswa indlela-kuxoxisana engagcini nje kuphela ohlwini lwemibuzo ehlelekile, kepha elandelisa nangeminye imibuzo evulekile, phecelezi ama-semi-structured individual interviews, nemidwebo elula kanye namanothi athathwe endaweni okwenzelwa kuyona ucwaningo. Indlela-kuhlaziya i-IPA ihlinzeka ngendlela yokuhlaziya okuyiyona eyasetshenziswa ocwaningweni. Emuva kwalokho imiphumela eyatholakala ocwaningweni yahunyushwa kusetshenziswa ithiyori i-Job-Demands Resource (JD-R) theory. Ngokusho kuka-Dickhoff, James no-Wiedenbach (1968) lezi zihumusho zabe sezisetshenziselwa ukwakha uhlaka-kuhlaziya lokuqonda. Abacwaningi bezikhungo zemfundo ephakeme banazo izinsiza-kusebenza zokulandela nokusebenzisa inkambiso yocwaningo enhle nelungileyo, kodwa-ke zikhona futhi nezingcindezi-zidingo zomsebenzi eziningana ezinomthelela ongemuhle emandleni abo okulandela nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo. Abasebenzi be-HRM banendima esemqoka kakhulu okumele bayidlale ekwesekeni abacwaningi bezikhungo zemfundo ephakeme ekulandeleni nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo, ngokuthi bakhe isimo sokusebenzela lapho ziyinala futhi zitholakala kalula izinsiza-kusebenza. Ngaphezu kwalokho isikhungo esiyi-ODL kumele kube ngesizinzile nesihleleke kahle, esiphumelelayo futhi eseseka usiko-mpilo lwenkambiso enhle nelungileyo ngaphakathi kusiko-mpilo lwaso njengenhlangano, ukuze abacwaningi bezikhungo zemfundo ephakeme bakwazi ukulandela nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo. Abasebenzi be-HRM banendima esemqoka okumele bayidlale ekwesekeni usikompilo lwenkambiso enhle nelungileyo ngaphakathi esikhungweni esiyi-ODL. Imiphumela etholakale ocwaningweni izohlomulila abacwaningi bezikhungo zemfundo ephakeme iphinde futhi ihlomulise nezikhungo eziyi-ODL. Ukwesekwa okuhlinzekwa ngabasebenzi be-HRM kumele kubandakanye, phakathi kokunye, a) ukwakhiwa kwesitayela sobuholi senzebenziswano, ubambiswano nokubonisana b) kuqinisekisa ukuthi izimo-mpilo zenkambiso enhle nelungileyo ziyisisekelo seqhingasu lokuqashwa kwabasebenzi, kanye c) nokubuyekezwa kwezivumelwano zensebenzo kanye nokuhlolwa nokubuyekezwa komsebenzi wabasebenzi bezikhungo zemfundo ephakeme ukuze kubandakanywe inkambiso enhle nelungileyo. Lolu cwaningo luyingxenye yeqoqwana elincane lomsebenzi osuwenziwe kuze kube manje wocwaningo olugxile ekuxoxisaneni okunzulu futhi okunohlonze nababambiqhaza bocwaningo abakhethiweyo abayingcosana okuhloswe ngalo ukuphenya nokucwaninga i-WE, kusetshenziswa ithiyori i-JD-R njengohlaka lwethiyori yocwaningo. Ngaphezu kwalokho, lolu cwaningo luyivulandlela ekucubunguleni indima engadlalwa ngabasebenzi be-HRM ekwesekeni ukulandela nokusebenzisa kwabacwaningi bezikhungo zemfundo ephakeme inkambiso enhle nelungileyo uma benza ucwaningo. Lolu wucwaningo lokuqala olusebenzisa indlela-kuhlaziya i-IPA emkhakheni wamaSayensi Ezokuphatha ngenhloso yokuphenya nokuhlola i-WE kusetshenziswa ithiyori i-JD-R njengethiyori yokucubungula umsebenzi wocwaningo. Kwaba negalelo elikhulukazi impela ukusetshenziswa kwemigomo yokuhlela ka- Dickoff nabanye (1968), ekwakheni nokuthuthukisa uhlaka-kuhlaziya lokuqonda ngenhloso yokuchaza i-WE ngokuhambisana nethiyori i-JD-R / Human Resource Management / D. Phil. (Human Resource Management)