Includes bibliographical references (leaves 63-69). / This study tested the generalisability of a model of technology trust in human resource information systems (Lippert & Swiercz, 2005) to non-HRIS system implementations. The strength and direction of the relationship of four of the tenconstructs identified by Lippert and Swiercz were examined in a South African environment. The implementation of the PeopleSoft student administration system at the University of Cape Town was researched. Regression analysis showed that a very high percentage (57.6% ) of the dependent variable (technology trust) could beexplained by the variable technology usability. The construct, predisposition to trust, had an insignificant contribution, while organisational trust (10.7%) and organisational culture (19.1%) were the other two constructs that were researched. The relationship between technology trust and implementation success was significant with r = +0.75.

Inlcudes bibliographical references. / This research examines the relationship between the work expectations, and experiences, of graduate engineers during their early career period. The theories of organisational socialisation, reality shock and work adjustment define the context in which this research is located. Qualitative data were obtained through in-depth interviews with sixteen subjects with less than five years work experience, employed in a utility organisation in the Western Cape. Results indicate that subjects experience significant incongruence between their expectations of work and work experiences. Through a process of qualitative data analysis three major themes were identified where incongruence was experienced, namely, content of work, context of work and general career issues. The results are interpreted and discussed in light of existing research in the field of Organisational Psychology

Bibliography: p. 119-125.

Includes bibliographical references (leaves 58-62). / The purpose of this study was to apply Shnabel and Nadler's (2008) Needs-Based Model of Reconciliation (NBMR) to the South African context as it holds potential to specify conditions under which reconciliation initiatives in the workplace are likely to lead to success. This study was both a between-subjects and within-subjects quasi-experimental design. Online questionnaires were distributed to full-time workers and students, of which 811 participants responded.

Includes bibliographical references (leaves 83-96). / This research project investigated the levels, determinants and outcomes ofthe Quality of Work Life (QWL) of teachers from disadvantaged schools in the Cape Town area (N=117). Statistical analysis of the results indicated that the teachers experience a moderate QWL. Significant predictors of job satisfaction, and hence QWL included Support, Environmental Risk, and Future Prospects.

Includes abstract. / Includes bibliographical references (leaves 68-74). / The primary purpose of the study was to analyse the relationship between role stress and turnover intention among registered professional nurses in three public academic hospitals in the Western Cape. It further examined the dimensions of role stress to establish a hierarchy of these variables as experienced by the sample population. Role stress comprised of the following dimensions: role conflict, role ambiguity, role overload, resources inadequacy, skills inadequacy and constant change.

Includes bibliographical references (leaves 74-87). / Absenteeism in the nursing profession poses a serious threat to South African health care institutions (Samdi, 2000; McHugh, 2001). This research investigated the association between role stress, and the impact thereof on nurse absence frequency, voluntary and involuntary absence. Data was collected from 230 nurses (N = 230) in the Western Cape using a structured self-report survey. Statistical analysis of the results revealed that constant change and resource scarcity were weak yet significant predictors of nurse absence frequency. The remaining role stress constructs had no influence on the outcome variables. A major finding of the research was that the association between the role stress constructs and absenteeism amongst public sector nurses was weak. Two possible reasons for these findings were explored, the first being a measurement error associated with self-report data in absenteeism research. The second involved questions raised about the theoretical model on which the research question was based. Implications for theory and practice were discussed and recommendations for future research, provided

Includes abstract. / Includes bibliographical references. / The objective is to investigate the theoretical and practical differences between Talent Management and Strategic Human Resource Management and whether Talent Management in is in fact any different to Strategic Human Resource Management. Qualitative research was utilised to explore Talent Management and Strategic Human Resources Management practises in industry through the experiences and opinions of expert Executive Talent Managers. In-depth face to face interviews and a semi-structured interview was utilised to obtain specific information about the perspective, views and social contexts of the research participants. The data was subjected to qualitative content analysis in order to make valid inferences from texts to the contexts of their use.

Includes bibliographical references (leaves 41-43). / Students who do not yet experience the demands of balancing the dual roles or work and family anticipate the conflict that the multiple role combination may entail. Anticipated work-family conflict (AWFC) was studied amongst a sample of 962 students from the Commerce Faculty at the University of Cape 'lawn (UCT). Based on social-cognitive theory maternal employment, parental role-sharing and parental education levels were investigated as social antecedents to AWFC. Sell-efficacy to manage future work-family conflict, positive affect and negative affect were proposed as personal antecedents to AWFC. Outcome variables examined in relation to AWFC: were career-altering strategies and family-altering strategies. No significant relationship was found between social antecedents and AWFC. Self-efficacy to manage future work-family conflict and negative affect significantly predicted AWFC whilst positive affect did not predict AWFC significantly in the regression model. In addition, students who anticipate work-family conflict in their future reduce their career aspirations and the number of children they intend to have, whilst not the age at which they intend to start a family. Male students were found to have significantly higher AWFC than female students. Data was obtained through a self-report questionnaire. Implications of these findings are discussed.

This study utilised the theory of planned behaviour (TPB) to investigate the intentions of South African working fathers to use flexible workplace arrangements (FWAs). The study aimed to broaden the limited knowledge of the experiences of working fathers in a South African context. Usable responses to an electronic questionnaire were received from white collar male employees across a variety of industries (N = 371). Exploratory Factor Analyses and reliability analyses showed strong support for the use of TPB scales in future behavioural research. Hierarchical binary logistic regression analyses showed that attitudes, subjective norms and perceived behavioural control help to predict working fathers intentions to use FWAs. Attitudes was the strongest predictor and subjective norms was the weakest. It was also found that intentions do not significantly predict actual behaviour for most of the FWAs assessed, however actual behavioural control helps predict actual use of FWAs. Support was found for using perceived behavioural control as a proxy measure for actual behavioural control. Theoretical and management implications of the present findings are discussed.