Abstract in English, Venda and Zulu / Workplace wellness, organisational commitment and retention play a phenomenal role in organisations. Insurance companies form part of the organisations affected by retention of employees. Employees need to be physically, spiritually, socially, emotionally, intellectually, occupationally and environmentally well to perform, commit and remain in the organisation for longer. The objective of the study was to (i) establish a relationship between workplace wellness, organisational commitment and retention among employees of an insurance organisation in Johannesburg, (ii) to establish whether a relationship exists between the variables and the demographics age, gender, race groups, marital status and education levels. A deductive quantitative research method with systematic sampling was utilized to gather and evaluate the data in a sample of 726 randomly selected participants. A 22.59% response rate was obtained. The findings indicate significant relationships between the respondents', workplace wellness, organisational commitment and retention, also between workplace wellness, retention and education level. This is an indication that workplace wellness and organisational commitment has an influence on retaining employees and that employees with a level of education attest to that. No significant relations found between variables workplace wellness, organisational commitment, retention and the biographical variables age, gender, marital status, employment levels. No significant relations were found between organisational commitment and education level. The findings of this research contribute to the existing body of knowledge by providing human resource managers and practitioners with insights on specific commitment and retention strategies that will make employees commit and remain longer in the organisation. An important understanding gained on retention strategies will assist human resource managers to design relevant interventions to have committed employees and retain them. / Impilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi kudlala indima enkulu ezinhlanganweni. Izinkampani zomshwalense ziyingxenye yezinhlangano ezithintekayo ekugcinweni kwabasebenzi. Abasebenzi kumele babe sesimweni esihle ngokomzimba, ngokomphefumulo, ngokwemizwa, ngokwengqondo, ngokomsebenzi kanye nangokwesimo semvelo abaphila kusona ukuze bakwazi ukwenza umsebenzi wabo kahle futhi bahlale isikhathi eside enhlanganweni. Injongo yalolu cwaningo kwabe (i) kuwukubheka nokuthola ubudlelwano phakathi kwempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi ezinhlanganweni zomshwalense eGoli, (ii) ukuthola ukuthi bukhona yini ubudlelwano phakathi kwezimo ezintathu ezishiwo ngenhla (impilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi) kanye nezici eziphathelene nabantu ezinjengeminyaka yobudala, ubulili, uhlanga/ibala lomuntu, isimo somshado kanye namazinga emfundo. Kwasetshenziswa i-deductive quantitative research method ehambisana ne-systematic sampling ukuqoqa nokuhlola idatha kubabambiqhaza bocwangino abangama-726 ababeqokwe ngaphandle kokulandela indlela ethile ehlelekile. Kwatholakala izinga lokuphendula (response rate) elingama-22.59%. Imiphumela yocwaningo ibonisa ukuba khona kobudlelwano obukhulu phakathi kwempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi; futhi bukhona ubudlelwano phakathi kwempilonhle emsebenzini nokugcinwa kwabasebenzi kanye nezinga lemfundo. Lokhu kuyinkomba yokuthi impilonhle emsebenzini kanye nokuzibophezela kwabasebenzi enhlanganweni kunawo umthelela ekugcinweni kwabasebenzi futhi abasebenzi abanezinga elithile lemfundo bawubufakazi balokho. Abukho ubudlelwano obuphawulekayo obatholakala phakathi kwezimo ezinjengempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi kanye nezici eziphathelene nabantu ezinjengeminyaka yobudala, ubulili, isimo somshado kanye namazinga okuqashwa. Futhi abukho ubudlelwano obuphawulekayo obatholakala phakathi kokuzibophezela kwabasebenzi enhlanganweni kanye nezinga lemfundo. Imiphumela yalolu cwaningo ifaka isandla olwazini olukhona njengamanje ngokuhlinzeka abaphathi kanye nabasebenzi beminyango yezindaba zabasebenzi ngolwazi oluzobalekelela ukuthi bakwazi ukuqonda kahle amaqhingasu athile aphathelene nokuzibophezela kwabasebenzi kanye nokugcinwa kwabo emsebenzini okuyinto ezokwenza ukuthi abasebenzi bazibophezele futhi bahlale isikhathi eside enhlanganweni. Ukuqonda amaqhingasu okugcinwa kwabasebenzi kuzolekelela abaphathi beminyango yezindaba zabasebenzi ukuthi bakwazi ukwenza izinhlelo zokungenelela ezifanelekile ukuze babe nabasebenzi abazibophezele futhi babagcine emsebenzini. / Mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza zwi shela mulenzhe nga huhulu kha tshiimiswa. Khamphani dza ndindakhombo dzi vhumba tshipiḓa tsha zwiimiswa zwo khwameaho zwa u dzudza vhatholwa mushumoni. Vhatholwa vha tea u vha vhe na mutakalo muvhilini, muyani, matshilisano, mielekanyo, vhuṱali, mushumo na vhupo havhuḓi u kona u shuma, u ḓikumedzela, na u dzula kha tshiimiswa lwa tshifhinga tshilapfu. Ndivho ya ngudo ho vha u (i) thoma vhushaka vhukati ha mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza vhukati ha vhatholwa vha tshiimiswa tsha ndindakhombo ngei Johannesburg, (ii) u vhona arali hu na vhushaka vhukati ha zwishanduwaho na vhukale ha tshandukisatshivhumbeo, mbeu, zwigwada zwa mirafho, nyimele ya mbingano na vhuimo ha pfunzo. Kuitele kwa ṱhoḓisiso dzo no itwaho nga vhaṅwe kwa khwaḽithethivi na vhukhethatsumbonanguludzwa kwo shumiswa u kuvhanganya na u ela data kha tsumbonanguludzwa dza 726 dza vhadzheneli vho nangwaho nga nḓila ye zwa itea ngayo. Ho waniwa phimo ya u fhindula ya 22.59%. Mawanwa a sumbedzisa vhushaka ha ndeme vhukati ha vhafhinduli vha mutakalo mushumoni, u dzudza na u ḓikumedzela ha tshiimiswa; na vhukati ha mutakalo mushumoni, u dzudza na vhuimo ha pfunzo. Heyi ndi tsumbo ya uri mutakalo mushumoni na u ḓikumedzela ha tshiimiswa zwi na ṱhuṱhuwedzo kha u dzudza vhatholwa na uri vhatholwa na vha re na vhuimo ha pfunzo vho zwi khwaṱhisedza. A huna vhushaka ha ndeme he ha wanala vhukati ha zwishanduwaho zwa mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza, vhukale ha zwishanduwaho zwa nganeavhutshilo, mbeu, nyimele ya mbingano na vhuimo ha mushumo. Mawanwa a ṱhoḓisiso iyi o shela mulenzhe kha ndivho ya tshiimiswa i re hone nga u ṋetshedza ndivho vhalanguli vha zwiko zwa vhashumi na vhashumeli nga ha u ḓikumedzela ho tiwaho na zwiṱirathedzhi zwa u dzudza zwine zwa ḓo ita uri vhatholwa vha ḓikumedzele nga vhone vhaṋe kha, na u dzula tshifhinga tshilapfu kha tshiimiswa. U pfesesa zwi tshi elana na zwiṱirathedzhi zwa u dzudza zwi ḓo thusa vhalanguli vha zwiko zwa vhashumi u dzudzanya u dzhenelela ho teaho u vha na vhatholwa vho ḓikumedzelaho na u vha dzudza. / Business Management / M. Com. (Business Management)

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)

Text in English with abstracts in Zulu and SePedi / Business-oriented studies have revealed that medium-sized enterprises greatly contribute to economic growth and socio-economic development of developed and emerging economies like Uganda. At the same time, these enterprises are faced with copious challenges, and chief among them, is a general lack of prudent talent management model(s) and talented people to propel them forward in order to sustain competitiveness. The aim of the present research undertaking was to develop a model for talent management that could be applied by medium-sized enterprises in Uganda to attract and retain talented people with the view to sustain survival, growth, development and competitiveness. The study evolved on the thesis statement that the characteristics of an enterprise (i.e., main business, number of employees, years of existence, technological advancement, ownership arrangement, location and active website) and managerial characteristics (i.e., level of competition, performance rating of the enterprise, leadership style, owners participation, academic attainment of the General Manager/Chief Executive Officer and academic attainment of Assistant General Manager/Assistant Chief Executive Officer) influence the direction and dynamics of talent management (i.e., talent identification, leadership talent development, talent development for hard to fill positions, higher position talent development, cohort of talent, talent utilization and reward management) in the medium-sized enterprises in Uganda. A mixed research design was adopted. Primary data was obtained through a survey questionnaire and interviews of management experts were conducted, using the theoretical sampling technique. The interviews were meant to obtain the underlying in-depth factors pertaining to emerging issues from the quantitative data analysis. Based on the Business Register for the year 2006, the total population of the medium-sized enterprises in Uganda stood at 58,512 and the targeted sample of 600 medium sized enterprises was statistically arrived at. 570 medium-sized enterprises responded positively to the study. This gave a response rate of 95%, which was classified as excellent. The measuring instrument yielded an overall Cronbach Alpha value of 0.77 which implied that the instrument was reliable to conduct the study. A variable was generated to measure talent management. This was done by the application of STATA Version 13.0. Linear regression analysis was conducted for all the seven research questions for the study. The model fit was good because the probability value (0.000) was less than 0.05 and the conclusions were made at 95 per cent level of confidence. Using the adjusted model, it was established that main business, technological advancement, ownership structure and location of enterprises significantly influence talent management in the medium-sized enterprises in Uganda. In addition, it was revealed that performance rating, leadership style, owners participation and academic attainment of the assistant general managers significantly influence the dynamics and direction of talent management in the medium-sized enterprises in Uganda. These findings formed the developed talent management model for medium-sized enterprises. The fundamental theoretical contribution of this investigation was the development of a talent management model for medium-sized enterprises in Uganda, in the context of developing countries. The practical worth of the model is its application to strengthen talent management in the medium-sized enterprises with the view to sustain survival, growth, development and competitiveness. The recommendations of the study are that: the dependency of medium sized enterprises in Uganda on general management aspects without embracing fundamental ingredients of talent management is a risky business venture; and medium-sized enterprises in Uganda must revisit their talent identification, talent development initiatives, talent retention programs, talent utilization and reward management systems. This will permit them to be aligned with the volatile competitive business environment. Medium-sized enterprises must continuously re-examine leadership talent development initiatives in order to enhance business leaders with the view to attain long term sustainability. / Izingcwaningo eziphathelene nebhizinisi sezikuvezile ukuthi amabhizinisi amaphakathi ngobukhulu anegalelo elikhulukazi ekukhulisweni komnotho kanye nokuthuthukiswa kwenhlalomnotho yamazwe aneminotho esithuthukile kanye nalawo aneminotho esafufusa njenge-Uganda. Kusenjalo, lawa mabhizinisi azithola ebhekene nezinkinga eziningi, futhi enkulu kunazo zonke, wukuntuleka kwemodeli noma amamodeli okuphathwa kwabasebenzi, ngokunjalo nokuntuleka kwabasebenzi abanekhono abazokwazi ukuqhubekisela phambili amabhizinisi lawo ukuze akwazi ukukhula futhi adlondlobale emsebenzini wawo webhizinisi lapho kunesimo sokuncintisana okukhulu phakathi kwamabhizinisi. Inhloso yalolu cwaningo lwamanje kwabe kuwukuthuthukisa imodeli yokuphathwa kwabasebenzi engasetshenziswa emabhizinisini amaphakathi ngobukhulu ase-Uganda, ngenhloso yokuheha nokugcina abantu abanamakhono ukuze kuqinisekiswe ukuthi amabhizinisi ayaqhubeka nokusebenza, ayakhula, ayathuthuka futhi ayakwazi ukuncintisana ngempumelelo emkhakheni wezebhizinisi. Lolu cwaningo kwathuthukiselwa phezu kwesitatimende sethisisi esithi izici-bunjalo zebhizinisi (okusho umsebenzi oyinhloko owenziwa yibhizinisi, inani labasebenzi, iminyaka esiphelile lasungulwa futhi likhona, ukuthuthuka noqhukubekela kwalo phambili kwezobuchwepheshe, isimo sobunikazi, indawo elisebenzela kuyona kanye newebhusayithi esebenzayo) kanye nezici-bunjalo eziphathelene nokuphathwa kwebhizinisi (okusho, izinga lokuncintisana, isilinganiso-kusebenza sebhizinisi, isitayela sobuholi, ukubamba iqhaza komnikazi, izinga lemfundo eliphakeme afinyelele kulona uMphathi-jikelele/uMphathi Omkhulu kanye nezinga lemfundo eliphakeme elifinyelele kulona iPhini loMphathi-jikelele/iPhini loMphathi Omkhulu) kunomthelela emgudwini kanye nezinqubo-kusebenza zokuphathwa kwabasebenzi (okusho, ukuhlonzwa kwabasebenzi abanekhono, ukuthuthukiswa kwabasebenzi abanekhono lobuholi, ukuthuthukiswa kwabasebenzi abanekhono lokugcwalisa izikhala okunzima kakhulu ukuzigcwalisa, ukuthuthukiswa kwabasebenzi abazongena ezikhundleni eziphakeme, iqembulabasebenzi abanekhono, ukusetshenziswa kwabasebenzi abanekhono kanye nokuphathwa kwemivuzo) emabhizinisini amaphakathi ngobukhulu kwelase-Uganda.ngobukhulu abamba iqhaza ngenkuthalo kulolu cwaningo. Lokhu kwahlinzeka ngezinga lokusabela elingama-95%, okuyizinga elithathwa njengelihle kakhulu. Ithuluzi lokukala lakhiqiza inani-bungakho eliphelele le-Cronbach Alpha elingu 0.77 okusho ukuthi leli thuluzi labe liyithuluzi elithembakele futhi elifanelekile ukwenza ucwaningo. Kwenziwa isikali esiguquguqukayo sokukala ukuphathwa kwabasebenzi abanekhono. Lokhu kwenziwa nokusebenzisa i-STATA Version 13.0. Kwenziwa uhlaziyo lwe-linear regression maqondana nayo yonke imibuzo yocwaningo eyisikhombisa. Ukufaneleka kwemodeli kwabe kukuhle kakhulu ngoba i-probability value (0.000) yabe ingaphansi kuka-0.05 futhi imibono yokuphothula yenziwa yafinyelele ezingeni lokuthembakala elingama-95%. Ngokusebenzisa imodeli ehlelwe kabusha, kwatholakala ukuthi umsebenzi oyinhloko owenziwa yibhizinisi, ukuthuthuka nokuqhubekela kwalo phambili kwezobuchwepheshe, isimo sobunikazi kanye nendawo asebenzela kuyona amabhizinisi kunomthethela omkhulu ekuphathweni kwabasebenzi emabhizinisini amaphakathi ngobukhulu ezweni lase-Uganda. Ngaphezu kwalokho, ucwaningo lwakuveza ukuthi isilinganiso-kusebenza, isitayela sobuholi, ukubamba iqhaza komnikazi kanye nezinga lemfundo eliphakeme elifinyelele kulona iphini lomphathi, kunomthelela kwizinqubo-kusebenza kanye nasemgudwini wokuphathwa kwabasebenzi emabhizinisini amaphakathi ngobukhulu kwelase-Uganda. Le miphumela etholakele ocwaningweni yakha imodeli yokuphathwa kwabasebenzi ethuthukisiwe, eqondiswe emabhizinisini amaphakathi ngobukhulu. Igalelo eliyisisekelo, eliphathelene nethiyori, elenziwe yilolu cwaningo wukuthuthukiswa kwemodeli yabasebenzi eyenzelwe amabhizinisi amaphakathi ngobukhulu kwelase-Uganda, ngokwesimo esiqondene namazwe asathuthuka. Ukusebenziseka nokubaluleka okuphathekayo kwale modeli wukusetshenziswa kwayo ekuqiniseni ukuphathwa kwabasebenzi abanekhono emabhizinisini amaphakathi ngobukhulu ukuze kuqinisekiswe ukuthi amabhizinisi ayaqhubeka nokusebenza, ayakhula, ayathuthuka futhi ayakwazi ukuncintisana ngempumelelo emkhakheni wezebhizinisi. Izincomo zocwaningo wukuthi: ukuthembela kwamabhizinisi aphakathi ngobukhulu ase-Uganda ezinqubweni zokuphatha ezijwayelekile ngaphandle kokuqinisekisa ukubhekelelwa kwezinto ezisemqoka kakhulu futhi eziyisisekelo sokuphathwa kwabasebenzi abanekhono kuyinto eyingozi kakhulu ebhizinisini; futhi amabhizinisi amaphakathi ase-Uganda kumele abuyekeze noma abhekisise izindlela nezinqubo zazo eziphathelene nokuhlonza abasebenzi abanekhono, izinhlelo zazo zokuthuthukisa abasebenzi abanekhono, izinhlelo zokugcina abasebenzi abanekhono, izinhlelo zokusebenzisa abasebenzi abanekhono kanye nezinhlelo zokuphathwa kwemivuzo. Lokhu kuzokwenza ukuthi lawa mabhizinisi akwazi ukuhambisana nesimo sebhizinisi esinokuncintisana okunzima impela. Amabhizinisi amaphakathi ngobukhulu kumele aqhubeke nokuhlola nokubhekisisa kabusha izinhlelo zokuthuthukiswa kobuholi bebhizinisi ukuze kuthuthukiswe abaholi bebhizinisi ngenhloso yokuqinisekisa ukusimama kwesikhathi eside. / Dithuto tša go šetša kgwebo di utullotše gore dikgwebo ya bogolo bja magareng bo dira seabe se segolo go kgolo ya ikonomi le tlhabollo ya ikonomi le leago ya diikonomi tšeo ditšwelelago go swana le Uganda. Ka nako e tee, dikgwebo di lebane le mathata a magolo, bjo bogolo go fetiša ke hlokego ya kakaretšo motlolo wa taolo ya talente le batho ba go ba le talente ba kgoromeletša go re go kgone go kgotleletšwa phadišano. Nepo ya matsapa a diphatišišo tša bjalo e be e le go tlhabolla motlolo wa taolo ya talente yeo e bego e ka šomišwa ke dikgwebo tša magareng mo Uganda go gokagoketša le go rua batho ba go ba le talente ka maikemišetšo a go tšwetša pele go phomelela, kgolo, tlhabollo le go kgona go phadišana. Thuto ye e gatetše pele ka go setatamente sa thesise ya go re dimelo tša kgwebo (ke go re., kgwebo ya motheo, palo ya bašomi, mengwaga ya go ba gona, kgatelopele ya thekenolotši, peakanyo ya bong, lefelo le weposaete ya go šoma) le dimelo tša bolaodi (ke go re., maemo a phadišano, kelo ya mašomelo a kgwebo, mokgwa wa boetapele, botšeakarolo bja mong, phihlelelo ya dithuto tša Molaodikakaretšo/Molaodiphethiši le phihlelelo ya dithuto ya 14 Motlatšamolaodikakaretšo/Motlatšamolaodiphethiši) do huetša tsela le mathaithai a taolo ya talente (ke go re., tlhaolo ya talente, tlhabollo ya talente ya boetapele, tlhabollo ya talente ya diposo tšeo go lego boima go di tlatša, tlhabollo ya talente ya diposo tša godingwana, yuniti ya talente, tšhomišo ya talente le taolo ya difoka) ka go dikgwebo tša magareng kwa Uganda. Tlhamo ya hlakahlakano ya diphatišišo e kgethilwe. Datha ya motheo e hweditšwe ka letlakalapotšišo la dinyakišišo le ditsebi tša taolo ya dipoledišano tša mošomo di dirilwe, go šomiša mokgwa wa go dira sampole ya teori. Dipoledišano tša mošomo di be di diretšwe go hwetša dintlha tša motheo tša go tsenelela mabapi le ditaba tšeo di tšwelelago go tšwa go tekolo ya datha ya dipalopalo. Ge go lebeletšwe Retšisetara ya Kgwebo ya ngwaga wa 2006, palomoka ya setšhaba sa dikgwebo tša magareng kwa Uganda e be e eme go 58,512 le sampole yeo e nepilwego ya dikgwebo tša magareng tše 600 di fihlile go ya ka dipalopalo go dikgwebo tše 570 tša magareng tšeo di ikarabetšego ka tshwanelo go thuto ye. Se se file kelo ya dikarabo ya diperesente tše 95 tše di hlophilwego bjalo ka tša maemo a godimo. Sedirišwa sa go ela se fihleletše palomoka ya boleng bja Cronbach Alpha ya 0.77 yeo e laeditšwego go re sedirišwa se se tshepegile go diragatša thuto ye. Sefapantšhi se hlamilwe go ela taolo ya talente. Se se dirilwe ka tšhomišo ya STATA Version 13.0. Poelomorago ya kelo ya tatelano e dirilwe go dipotšišo ka moka tše šupa tša diphatišišo tša thuto. Mohuta wo wa motlolo o be o le botse ka gobane boleng bja kgonagalo e be e le (0.000) ka fase ga 0.05 le dithumo di dirilwe ka diperesente tše 95 tša maemo a boitshepo. Go šomišwa motlolo wo o beakantšwego, go hwetšagetše go re kgwebo ye kgolo, kgatelopele ya thekenolotši, sebopego sa bong le lefelo la dikgwebo di huetša kudu taolo ya talente ka go dikgwebo tša magareng tša Uganda. Go tlaleletša, go tšweleditše go re kelo ya mašomelo, mokgwa wa boetapele, botšeakarolo bja mong le phihlelelo ya dithuto tša batlatšabalaodikakaretšo di huetša kudu mathaithai le khuetšo le tsela ya taolo ya talente ka go kgwebo ya magareng mo Uganda. Dipoelo tše di hlamilwe motlolo wa taolo ya talente wa dikgwebo tša magareng. Seabe sa teori ya motheo sa dinyakišišo tše ke tlhabollo ya motlolo wa taolo ya talente wa dikgwebo tša magareng tša Uganda ka go lefapha la dinaga tšeo di hlabologago. Boleng bja nnete bja motlolo wo ke tšhomišo ya wona go matlafatša taolo ya talente ka go dikgwebo tša magareng ka tebelelo ya go tšwetšapele go phela, kgolo, tlhabollo le go kgona go phadišana. 15 Ditigelo tša thuto ke go re: go ithekga ga dikgwebo tša magareng kwa Uganda go merero ya kakaretšo ntle le go amogela ditswakwa tša motheo tša taolo ya talente ke kgwebo ye kotsi; le dikgwebo tša magareng tša Uganda di swanetše go boela go tlhaolo ya bona ya talente, matsapa a tlhabollo ya talente, mananeo a go swarelela talente, tšhomišo ya talente le tshepedišo ya taolo ya difoka. Se se tla ba dumelela go sepelelana le tikologo yeo e tekatekago ya kgwebo. Dikgwebo tša magareng di swanetše go tšwela pele go lekolaleswa matsapa a tlhabollo ya talente ya boetapele go re go kgontšhwe baetapele ba kgwebo ka maikemišetšo a go fihlelela kgatelopele ya go ya go ile. / Graduate School of Business Leadership / D.B.L.

Text in English, with abstracts and keywords in English, Afrikaans and isiZulu / The focus of this research is employees’ career development in the South African Police Services (SAPS). The general aim of the research is to develop a valid and reliable measure of career plateauing and to determine whether individuals’ experiences of career plateauing (as antecedent) positively or negatively predict their job satisfaction, motivation, and work engagement (as consequences). The research further aims to investigate whether individuals’ biographical variables (gender, age, race, marital status, rank, and tenure) significantly influence their subjective work experiences (career plateauing, job satisfaction, motivation, and work engagement). A quantitative cross-sectional survey was conducted on a nonprobability purposive sample of employees (N = 410) from different biographical groups at the SAPS. Descriptive, correlational, and inferential statistics were performed. Exploratory factor analysis and confirmatory factor analysis provided evidence of the internal consistency reliability and construct validity of the newly developed career plateauing experiences scale (CPES). Structural equation modelling confirmed the predictive validity of the CPES and showed that job content plateau and hierarchical/structural plateau predicted lower levels of job satisfaction. The psychological plateau predicted lower work engagement levels. Maintenance plateau predicted higher job satisfaction and engagement levels. Tests for significant mean differences indicated that individuals from the various biographical groups differed significantly regarding their career plateauing experiences, job satisfaction, motivation, and work engagement. The research extended career development theory by demonstrating the relevance of the new construct of psychological plateau in relation to traditional forms of career plateauing and work engagement in flat organisational structural contexts. Although still in need of further refinement, the newly developed CPES shows empirically promise to provide useful information for measuring and alleviating negative experiences of career plateauing in the SAPS. The findings further provide valuable insights into the unique career plateauing experiences, job satisfaction, motivation, and work engagement of employees of different age, gender, race, marital status, rank, and tenure groups. The study makes an original contribution to career development theory and research and adds value to career development practice in the contemporary organisational setting. / Hierdie studie handel oor die loopbaanontwikkeling van werknemers in die Suid-Afrikaanse Polisiediens (SAPD). Die doel van die navorsing is om ʼn geldige en betroubare aanduiding dat ʼn loopbaanplato bereik is, te ontwikkel, en om vas te stel of individue se belewing dat hulle loopbaan ʼn plato bereik het (as die antesedent), hulle werksbevrediging, motivering en werksbetrokkenheid (as die gevolge) positief of negatief voorspel. Afgesien hiervan word ondersoek of werknemers se biografiese veranderlikes (geslag, ouderdom, ras, huwelikstatus, rang en dienstyd) ʼn beduidende uitwerking op hulle subjektiewe werksbelewing (loopbaanplato, werksbevrediging, motivering en werksbetrokkenheid) het. ʼn Kwantitatiewe dwarssnitopname van ʼn doelgerigte onwaarskynlikheidsteekproef onder werknemers (N=410) uit verskillende biografiese groepe in die SAPD is gedoen. Deskriptiewe, korrelatiewe en inferensiële statistiek is uitgevoer. ʼn Verkennende en bevestigende faktoranalise het bewys dat die nuut ontwikkelde loopbaanplatobelewingskaal (LPBS) as konstruk geldig, intern konsekwent en betroubaar is. Strukturele vergelykingsmodellering het die voorspellingsgeldigheid van die LPBS bevestig en getoon dat die posinhoud- en hiërargiese/strukturele plato laer vlakke van werksbevrediging voorspel. Die sielkundige plato het laer vlakke van werksbetrokkenheid voorspel, terwyl die handhawingsplato groter werksbevredigings- en -betrokkenheidsvlakke voorspel het. Toetse vir beduidende gemiddeldeverskille het aangedui dat werknemers uit verskillende biografiese groepe beduidende verskille getoon het met betrekking tot hul loopbaanplatobelewing, werksbevrediging, motivering en werksbetrokkenheid. Die navorsing het die loopbaanontwikkelingsteorie verryk deur die relevansie van die nuwe konstruk van ʼn sielkundige plato vir die tradisionele vorme van loopbaanplato’s en werksbetrokkenheid in plat maatskappystrukture te demonstreer. Ofskoon die nuwe LPBS verfyn moet word, beloof dit veel wat betref inligting waarmee die negatiewe belewing van loopbaanplato’s in die SAPD gemeet en verander kan word. Voorts bied die bevindings waardevolle insigte in die unieke loopbaanplatobelewings, werksbevrediging, -motivering en -betrokkenheid van werknemers ongeag hul ouderdomsgroep, geslag, ras, huwelikstatus, rang en dienstyd. Hierdie studie lewer ʼn bydrae tot die loopbaanontwikkelingsteorie en -navorsing, en voeg waarde toe tot die loopbaanontwikkelingspraktyk in eietydse organisasies. / Lolu cwaningo lugxile ekuthuthukiseni ubizo lomsebenzi wabasebenzi boPhiko lwezaMaphoyisa eNingizimu Afrika (SAPS). Inhloso enkulu yocwaningo wukuthuthukisa uhlelo lokulinganisa uhlelo olufanele noluthembekayo lobizo lomsebenzi kanye nokuqondisisa ukuthi ngabe isimo somuntu ahlangabezana naso, isimo sesiqongolo sobizo lomsebenzi (as antecedent), njengesilinganiso esikwazi ukubikezela kahle noma kabi izinga lokwaneliswa umsebenzi, izinto ezikhuthaza isisebenzi kanye nokuzibandakanya kwesisebenzi emsebenzini. (njengomphumela). Ngaphezu kwalokho ucwaningo luhlose ukuphenya ukuthi ngabe izimpawu zempilo yomuntu (ubulili, iminyaka yomuntu, inhlobo yohlanga lomuntu, isimo somshado, isikhundla kanye nelungelo lobunikazi) zithinta kakhulu izimpilo zabo zomsebenzi (isiqongolo sobizo lomsebenzi, izinga lokwaneliseka ngokomsebenzi, okukhuthaza isisebenzi Kanye nokubandakanyeka kwesisebenzi emsebenzini. Uhlelo locwaningo lwezigaba olugxile kumanani lwenziwa kusampuli yabasebenzi ngohlelo olungenamathuba okwenzeka olungenanhloso (N = 410), ucwaningo olwenziwe kumaqembu ahlukene ngezimpilo zabasebenzi abasophikweni lwesiphoyisa (SAPS). Kuye kwenziwa uhlelo lwamanani ngendlela yokuchaza, yokuqhathanisa okufanayo kanye nokufunisela. Uhlelo lohlaziyo oluphenyayo kanye nohlelo lohlaziyo oluqinisekisayo lunikeze ubufakazi obuthembekayo bangaphakathi obungaguquki kanti bakha isiqinisekiso z sesilinganiso esisanda kwakhiwa, phecelezi i-Career Experiences Plateauing Scale (CEPS). Imodeli ebizwa phecelezi Structural equation modelling iye yaqinisekisa uhlelo olufanele olubikezelayo lwe-CPES futhi iye yakhombisa ukuthi isigaba sokugcina solwazi lobizo lomsebenzi kanye nohlaka/nesakhiwo sesiqongo sobizo lomsebenzi lubikezele amazing aphansi okwaneliseka ngomsebenzi. Isiqongo sezomqondo siye sabikezela izinga eliphansi lokuzibandakanya kwabasebenzi emsebenzini wabo, kanti isiqongo sobizo lomsebenzi siye sabikezela izinga eliphezulu lokwaneliseka ngokomsebenzi Kanye nangamazinga okubandakanyeka kwabasebenzi emsebenzini wabo. Izinhlelo zokuhlola eziqonde ukuveza umehluko phakathi, phecelezi kwe-mean zibikezele ukuthi abantu abavela kumaqembu ahlukene empilo akhombise ukwehluka mayelana nemisebenzi yesiqongo sobizo lomsebenzi, ukwaneliseka ngokomsebenzi Kanye namazinga okubandakanyeka kwabasebenzi emsebenzini wabo. Ucwaningo luye lwanweba ithiyori yezokuthuthukiswa kobizo lomsebenzi ngokukhombisa izimpawu ezifanayo zesakhiwo esisha zesigaba esiyisiqongo somqondo mayelana nezindlela ezejwayelekile zesiqongo sobizo lomsebenzi kanye nokubandakanyeka kwabasebenzi emsebenzini wabo kwizizinda ezingaguquki zesakhiwo senhlangano. Yize zisadinga ukuhluzwa kabanzi, izinhlelo ezithuthukiswe kabusha ze-CPES zikhombisa isithembiso esiphathekayo sokunikeza ulwazi olusebenzayo lokulinga Kanye nokunciphisa/nokugwema izenzo ezibi zesiqongo sobizo lomsebenzi ophikweni lwe-SAPS. Ulwazi olutholakele luqhubeka nokuveza umnyombo mezenzo zesiqongo sobizo lomsebenzi, ukwaneliseka ngokomsebenzi, izinto ezikhuthaza abasebenzi Kanye nokubandakanyeka kwabasebenzi emsebenzini, okungabasebenzi beminyaka eyehlukene, bobulili, bobuhlanga, besimo somshado, besikhundla kanye namaqembu anobunikazi bempahla eyigugu. Ucwaningo lwenza igalelo langempela kwithiyori ethuthukisa ubizo lomsebenzi Kanye nocwaningo futhi lwengeza ubugugu kwingqubo ethuthukisa ubizo lomsebenzi kwisizinda samanje senhlangano. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)