South Africa had the lowest exclusive breastfeeding rates in the world in 2012 at 8%. This increased to 32% in 2016 but the progress is still slow. Return to work is one of the main reasons working women stop breastfeeding. A descriptive qualitative research design was used to guide this study, which explored support for workplace breastfeeding. This study focused on a vulnerable group of low-income women working in clothing factories in Cape Town, a female dominated industry in South Africa. The research aimed to develop an improved understanding of breastfeeding support at work for these women. Given South Africa's legacy of colonialism and apartheid, these women are mainly black and poor. High poverty rates in this context often mean that they return to work soon after childbirth because of economic necessity, placing further constraints on breastfeeding. The study's findings confirm that despite legislated maternity protection and breastfeeding breaks, the enforcement of these laws is very low. In investigating the ways low-skilled, low paid women in clothing factories navigate this situation, four key themes emerged: 1) their workplaces are designed for men and machines; 2) they receive limited workplace breastfeeding support; 3) there is a lack of communication and transparency about breastfeeding at work and 4) their social and economic context plays a role in their ability to breastfeed at work. With these findings, low-cost recommendations for improving workplace support for breastfeeding are presented.

This study examined role centrality and gender role ideology as antecedents of workfamily conflict amongst white-collar working fathers in South Africa (N = 369). Crosssectional, self-report survey data was collected. Exploratory factor analysis supported the bidirectional nature of work-family conflict. Interestingly, work and family role centrality did not explain a significant variance in work-family conflict, however hierarchical multiple regression analysis confirmed that when family centrality interacted with gender role ideology a significant variance of both family-to-work conflict and work-to-family conflict was explained. Moreover supporting a cross-domain relationship between family centrality and work-to-family conflict when interacting with gender role ideology. In the absence of variables interacting with gender role ideology, no significant relationship was found between role centrality and work-family conflict. Theoretical contributions and managerial implications are discussed.

It is of theoretical and practical interest to establish the relationship between experienced workplace incivility and stress and experienced workplace incivility and turnover intentions as well as the potential role of Psychological Capital (PsyCap) in influencing these relationships. The objective of the study was to explore the negative effects resulting from the experience of workplace incivility and whether employees’ levels of PsyCap reinforce or attenuate the negative effects associated with experiences of uncivil workplace behaviour. A cross-sectional study with a descriptive design was conducted. Data was gathered by means of a survey that was constructed for the purpose of the study. The survey contained the Uncivil Workplace Behaviour Questionnaire (UWBQ), the Perceived Stress Scale (PSS), a shortened Turnover Intention Scale (TIS-6) and the Psychological Capital Questionnaire (PCQ- 24). Convenience sampling was employed to collect data from 271 employees from local organisations, the majority of which were qualified professionals in the Western Cape and Gauteng regions. After removing 83 participants due to incomplete data and a low response rate, descriptive statistics, the non-parametric Spearman’s rho and two separate Moderated Multiple Regression (MMR) analyses were used to analyse the responses of the reduced samples (n = 188 and n = 185). The first MMR revealed extreme cases which prompted their exclusion which, after a secondary MMR, significantly changed the hypothesised relationships. The results showed that employees reported having experienced workplace incivility and that these experiences were related to both higher levels of stress and turnover intentions. PsyCap was found to influence only the experienced workplace incivility-turnover intention relationship with extreme cases. Participants with higher levels of PsyCap reported higher levels of turnover intention as a result of frequent exposure to workplace incivility suggesting that employers should consider appropriate prevention strategies to reduce its occurrence. Additionally, this study shows the importance of understanding a possibly overlooked antecedent (experienced workplace incivility) of stress and turnover intentions in South African organisations.

Bibliography: pages 88-97. / Due to significant shifts in the political, economic and demographic environment the imperatives for change within South African organisations are becoming increasingly more urgent. One strategy that organisations are adopting in the face of increased pressures is to create and maintain diverse workforces. This trend is matched on a global basis and the need to manage diversity has become commonplace. While increased workforce diversity presents a challenge to traditional organisational management it also holds the promise of providing innovative strategies for a changing work environment. Whereas there is an abundance of literature on managing diversity there is a paucity of work on the psychological, experiential aspects of working in a diverse workforce. The principal objective of this research was to develop a conceptual framework for understanding the experience of working in a diversifying workforce. The researched followed a case study approach focusing on the committee section of the South African Parliament. Data were collected from twenty committee clerks through open-ended, in-depth interviews. The data was analysed using qualitative data analysis techniques. Five major themes emerged from the interviews comprising: Confronting a Changing Workplace, Meeting and Engaging with the 'Other', Stimulating Growth and Development, Learnings and Coping Mechanisms. Each theme is made up of a series of sub-themes. The study presents these results in a diagrammatic from and provides an extended discussion of the themes and sub-themes. Analysis of the results demonstrates that working in a diversifying workforce has an enormous impact on the participant's experience of work and the quality of their working lives.

Includes abstract. / Includes bibliographical references. / Orientation. The shortage of artisan skills remain a serious challenge in South Africa and is forcing employers to investigate which total reward factors contribute to the attraction and retention of this critical skills segment, as undifferentiated retention strategies are no longer appropriate. Research purpose. The aim of this study was to further develop the understanding of the total reward factors and the ideal combination and relative quantum of total rewards that attract and retain artisans, including artisans from various race groups and age cohorts (cohort 29 and less; cohort 30-39; cohort 40-49; and cohort 50+). Motivation for the study. The shortage of scarce skills, like those experienced in South Africa should not only be seen as comprising occupations from the higher skills bands, but should also include occupations from the intermediate skills bands, that includes artisans. Limited research is available on the total reward factors and the ideal combination and relative quantum of total rewards that attract and retain artisans. Knowing this will allow organisations to develop reward models that better attract and retain artisans. Research Design. The study followed both a quantitative and qualitative research approach while adopting a descriptive research design. Using this mixed method, primary data was collected from individuals by means of two focus groups discussions, i.e (1) a group of HR and Remuneration Managers (n=4) and (2) a group of artisans (n=7). These results were used to develop the two questionnaires that were distributed to artisans (n=143). Data from Questionnaire 1 were analysed using descriptive statistics and factor analyses. Conjoint analysis was employed to identify an ideal total rewards composition based on responses from Questionnaire 2.

Includes bibliographical references (leaves 74-78). / This dissertation focuses on a process evaluation of the City of Cape Town (CoCT) Business Support Voucher Programme (BSVP) which assessed whether this programme was implemented as intended. The BSVP aims to provide access to quality business support services and products to entrepreneurs in order to empower them to develop and grow their businesses. The target beneficiaries of the BSVP are the over 35 year old age group (including women, youth and the disabled) who are potential or start-up entrepreneurs or who own/run existing small businesses. A service utilisation flow chart was used to review the services provided by the allocating agents and the business development service providers. Data providers included the project sponsors, the implementation agent, the allocating agents and a convenience sample of beneficiaries and service providers. Additional materials used included check lists during site visits and a review of records. The findings suggested that whilst the programme was largely implemented as planned, there could be improvements to the definition of the programme targets, the consistency of the implementation across the programme and putting monitoring and reporting systems in place. The dissertation includes selected recommendations for implementation improvement, sustainability and future outcomes and impacts.

Includes bibliographical references. / Competition for scarce human capital have emphasised the need for organisations to develop effective attraction strategies that entice knowledge workers (employees with scarce skills). Consequently, it is important for organisations to understand which elements of the Total Reward Model are perceived as attractive rewards or inducements for knowledge workers to ensure that their attraction strategies are aligned with the rewards that are valued and preferred by knowledge workers. The aim of the present study was to investigate a set of chosen financial reward elements (remuneration, employee benefits and variable pay) to determine whether knowledge workers would perceive them as attractive inducements when considering a job position. Financial rewards such as remuneration have traditionally been a defining feature of an employment relationship. In order to attract knowledge workers and maintain a competitive advantage, it is necessary for organisations to understand whether knowledge workers are attracted to different types and levels of financial rewards. This is applicable in South Africa where the shortage of talent is a largely due to the exodus of scarce skills (human capital) as there are often more lucrative opportunities overseas. Therefore attractive financial rewards or inducements are needed to attract talent in South Africa.

Bibliography: leaves 108-115. / Information technology (IT) professionals are highly skilled and mobile. They are also not generally considered to be committed to the organisations in which they work. This research study explores the commitment of professionals to their organisation and the relationship thereof to specific antecedents and work outcomes. The three-component model of organisational commitment developed by Allen and Meyer (1990) served as the conceptual basis for this investigation. Participants consisted of forty-four IT professionals across five IT organisations in the Western Cape. Data was gathered by means of semi-structured focus groups, and five individual interviews with HR managers of these groups. Transcriptions of focus group discussions as well as individual interviews were analysed by means of thematic analysis. Results confirm those of previous research studies in the field of organisational psychology, and also indicate that other possible antecedents and consequences previously not explored may be important factors to consider in future empirical analyses.

Includes bibliographical references (leaves 56-58). / This report presents the findings of the outcome-based evaluation of the Beautiful Gate programme for vulnerable children. The evaluation seeks to ascertain the extent to which the programme is producing the intended results and whether those results include unintended side effects. The Beautiful Gate programme is a social programme aimed at providing care to vulnerable children, their families and the community. The objectives of the programme are to meet the medical, physical, emotional and social needs of vulnerable children, particularly those that are affected by HIV/AIDS in the communities of the Nyanga Health District in Cape Town, South Africa. The programme provides an interim safe environment for children, whilst actively working towards their reintegration into society. The evaluation utilised a descriptive design. Multiple data collection methods were used, which included a questionnaire-based survey and review of programme records. A paper based questionnaire was administered to the programme staff, which consisted of caregivers, administration staff and pre-school teachers. Results from this evaluation study revealed that children who participate III this programme exhibit improved quality of life. Research findings have shown that the children's welfare, personal development and social conditions significantly improved through access to a safe environment, proper nutrition, medical services, education, as well as psychosocial support.

This study explored the factors that most determine black graduates' career choice and aimed to better understand how these factors impact the career choice/decision to specifically pursue a career in academia in South Africa, bearing in mind that factors that attract and retain are not the same. Based on a total sample of 204 students from a South African university, the research findings indicate that there is a significant relationship between the influence of a role model and black graduates' intention to apply for an academic job. Implications for theory and practice are also discussed.