Deceptive Impression Management (DIM), defined as faking in order to be perceived positively, is frequently used by candidates in employment interviews. DIM is problematic because it is difficult for interviewers to accurately rate, leading to unsound interview evaluations. This invalidates employment interviews because the best candidate is not selected for the job (i.e., deceptive candidates are hired above preferable honest candidates). Deceptive candidates’ good interview performance is negatively related to desired organisational outcomes (i.e., once hired, deceptive candidates are more likely to underperform on the job, as well as engage in undesirable workplace behaviours such as lack of effort and/or theft). Drawing on the Realistic Accuracy Model (RAM), it is argued that interviewers do not detect and/or utilise relevant and available DIM cues because they have not been taught to do so. The present study uses a post-test only true experimental design to determine whether students can be trained to accurately rate targets’ DIM. A Frame of Reference Training (FORT) intervention was developed, implemented, and evaluated. FORT aimed to teach experimental group participants to detect and utilise relevant and available DIM cues and to make accurate overall DIM profile ratings. Results show that FORT had a positive effect on DIM cue detection, but no effect on either DIM cue utilisation accuracy or overall DIM profile rating accuracy. Findings are attributed to the moderators of the ‘good judge’, ‘good information’ as well as the design and implementation of the FORT intervention. Because FORT had a positive effect on DIM cue detection accuracy, it is concluded that raters’ behaviour observation ability can be learned and improved with training. To the knowledge of the researcher and research supervisor, this is the first study to: (1) determine the trainability of DIM using FORT; (2) support and disentangle RAM by measuring the effect of FORT on each stage of RAM independently; (3) indirectly examine new dispositional reasoning schemas pertaining to DIM. Keywords: deceptive impression management (DIM), Frame of Reference training (FOR), Realistic Accuracy Model (RAM), accuracy, employment interviews.

Bibliography : leaves 121-135. / The demographic composition of the workplace reflects the increased labour force participation of women, including those who are married or have children. Women are also taking less time out of the workforce for childbirth – indicating that increasing numbers of organisations contain women that are either pregnant or mothers of young children. This research study investigates the impact that organisational family-friendly policies and practices have on the organisational commitment of pregnant women and working mothers. The three-component model of organisational commitment developed by Allen and Meyer (1990) serves as the conceptual basis for this study. Participants consisted of 52 women within two national organisations – the central one being an investment company, with the preliminary focus group conducted at an accounting firm. The research was conducted in the Western Cape, and comprised of one preliminary and 6 full focus groups, as well as an exploratory survey. Transcriptions of focus group discussions were analysed by means of thematic analysis, and quantitative data by means of t-tests. Results confirm those of previous research studies regarding women's need for family-friendly policies and practices. The qualitative emphasis allowed previously unrecognised policies and practices to emerge, as well as the positive and negative consequences of family-friendly policies and the absence thereof. These new findings may be important factors to consider in future research.

The employment of graduates globally has emerged as a critical issue of practical and theoretical interest for policymakers, government, academics, and practitioners. Faced with high rates of unemployment, first-time graduates often find themselves in jobs that are underpaying and unsatisfying which might ultimately affect their overall life satisfaction. This research presents the role of socioeconomic status in the relationship between pay and both job and life satisfaction among South African graduates from diverse socioeconomic groups. The purpose of the study is to explore and understand the relationship that exists between these variables and examine the role socioeconomic status plays in this interaction. The aim was to consider socioeconomic status as a moderator in the relationship between pay, job satisfaction, and life satisfaction as previous research has shown that socioeconomic status plays a significant role in determining graduate employment outcomes and prospects. A cross-sectional, descriptive design was employed, with data collected from 202 individuals who had graduated from tertiary education in South Africa and who were in employment at the time of data collection. The data indicates a positive relationship between pay received and job satisfaction among South African graduates. Similarly, a positive correlation was found between pay and life satisfaction. Furthermore, the relationship between pay and life satisfaction was found to be moderated by job satisfaction. The results of the study also indicated a spillover effect between job and life satisfaction, suggesting that job satisfaction and life satisfaction are positively correlated. The socioeconomic status of graduates in South Africa was found to play a role in the relationship between pay and job satisfaction. Furthermore, it was found that the difference between pay, and life satisfaction did not differ according to the socioeconomic status of the graduate. Based on these results scholars are advised to conduct further research to gain a deeper understanding of the underlying reasons for the racial group differences pertaining to job satisfaction.

In recent years, South African organisations have continued to underestimate the far-reaching negative impacts of mental health at work. This can largely be attributed to a lack of understanding and awareness owing to the under-researched nature of mental health conditions (MHCs) in the workplace, within the occupational health psychology (OHP) literature. It has thus become important to understand this phenomenon and raise the awareness needed to combat the negative consequences of MHCs in the workplace. Owing to this need and spurred on by the researcher's experience living with a MHC and her colleague taking his life while battling a MHC in 2016, the researcher sought to investigate the disclosure of MHCs within South African workplaces by affected employees. Specifically, she examined the relationship between when (disclosure timing) disclosure is likely to occur, the people (disclosure targets) to whom disclosure was made, perceived support offered to the people living with MHCs and the disclosers' perceived experiences owing to disclosing a MHC. The target population for the study were employees who have lived with a MHCs within South African workplaces. A sample of (N=109) was used. Data was analysed using the Software Package for Social Sciences (SPSS) and tests such as exploratory factor analysis, descriptive statistics, crosstabulations and the Mann-Whitney U test were used. From the study it was revealed that disclosure of a MHC is more likely to occur after obtaining employment, as opposed to during the selection process. Apart from that it was also discovered that perceived support in respect of employee disclosure of a MHC is significantly lower within the organisation than that from external domains, such as family. In addition, it was found that perceived positive experiences owing to the disclosure of a MHC to an immediate line manager are not significantly different than to the Human Resource Department. Lastly, perceived negative experiences from the disclosure of MHCs to colleagues are not significantly different than disclosure to immediate

Includes bibliographical references (leaves 73-79). / A quasi-experimental evaluation was undertaken to measure the extent to which a I-day diversity awareness training programme resulted in changes in trainees' attitudes, knowledge and skills. A pre, post and post-post test design was employed. Changes in attitudes, knowledge and skills were measured using the Quick Discrimination Index (Ponterotto, et aI., 1995) as well as a Diversity Questionnaire developed by the researcher. Results show that immediately after the training intervention, increased levels of knowledge and skill were measured. However, three months after the training, no significant changes in trainees' attitudes and levels of knowledge and skill were found, leading to the conclusion that the training had no lasting effect. Amongst other things these results offered support for the proposition that factors in the work environment critically contribute to the sustainability of anticipated outcomes of diversity training programmes.

Includes abstract. / Includes bibliographical references (leaves 67-72). / The training and supervision of home visitors for the Parent Centre's Parent-Infant Home Visitation Programme (PIHVP) was evaluated. The evaluation aimed to determine whether training and supervision prepared the home visitors to deliver the PIHVP as intended. The supervision questionnaire measured home visitors' views on the extent to which group and individual supervision fulfil their educative, supportive and administrative functions, and the extent to which they felt supervision prepared them for visits. The training questionnaire asked them to rate the extent of their home visiting skills and knowledge a) before training and b) immediately after training. Interviews were also conducted with 27 past programme recipients, during which they were asked a) in which areas their home visitor assisted them, b) which assistance they found most useful and c) if there were any other areas in which they would like to have been assisted.

Includes abstract. / Includes bibliographical references (leaves 59-66). / The aim of this study is to identify and examine the antecedents of work-family enrichment. Data gathered from 221 participants employed at a South African FMCG enterprise showed that two personality characteristics, positive affectivity and self-efficacy helped predict both directions of work-family enrichment while work commitment and work engagement were shown to be significant for an individual experiencing work to family enrichment. Social support from various sources was examined (i.e. family, supervisors and perceived organizational support). Family support and perceived organizational support helped predict greater family to work enrichment and work to family enrichment respectively, yet contrary to expectations, supervisory support was not shown to increase work to family enrichment. Importantly, this study confirmed the multidimensionality of the work-family enrichment scale.

Includes bibliographical references (leaves 43-51). / The issue of commitment has received extensive research through the years yet inconsistencies still prevail. This research investigated the relationships between organizational commitment, trade union commitment, job satisfaction and trade union participation. A survey based on the work of Meyer and Allen (1997) was used to collect data. The sample consisted of 90 participants who were members of the same trade union. The main findings indicate that trade union commitment is positively correlated to union participation and it explains 34 % of variance in participation. No significant difference based on gender was found in the sample which is inconsistent with available literature. Organizational and union commitment exhibit a significant positive relationship as do job satisfaction and union commitment as well as job satisfaction and union participation. Organizational commitment and union participation exhibited a non-significant result. Dual commitment was also apparent in the sample. Further research is advisable to ascertain fully on these relationships within the South African context.

Word processed copy. / Includes bibliographical references (leaves 47-52). / The aim of this research is to investigate the relationship between union commitment and union participation. The research was conducted in the electrical engineering industry in the Western Cape. The respondents (N = 131) were all employees of electrical engineering companies in the Western Cape. From a sample of 65.5 per cent, 41.9 per cent of the respondents were female and 58, 01 per cent was male. Results indicated that union commitment is the main predictor of union participation and perceived union instrumentality is a significant predictor of union commitment. Affective organizational commitment and affective union commitment correlated moderately with each other. Results also indicated that there are no significant differences between union participation levels of male and female union members.

Includes abstract. Includes bibliographical refences.