OPSOMMING Die doel van die navorsingstudie is om die voorkoms en hantering van werksres by maatskaplike werkers in die Paarl-omgewing te ondersoek ten einde aanbevelings aan die bestuur van welsynsorganisasies te maak met die oog op die bevordering van effektiewe stresbestuur by maatskaplike werkers. Elf welsynsorganisasies in die Paarl-omgewing is in die ondersoek betrek en twintig maatskaplike werkers het aan die ondersoek deelgeneem. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat maatskaplike werkers in die Paarl-omgewing wel werkstres ervaar en dat die meerderheid welsynsorganisasies in die Paarl-omgewing nie oor programme vir streshantering vir hul maatskaplike werkers beskik nie. Daar word onder meer aanbeveel dat beide die maatskaplike werker en die bestuur van die welsynsorganisasie mede-verantwoordelikheid moet neem vir die maatskaplike werker se effektiewe stresbestuur deur middel van individuele- en organisatoriese streshanteringstrategieë. SUMMARY The purpose of this research study is to investigate the occurrence and management of work stress by social workers in the Paarl-vicinity in order to make recommendations to the management of welfare organisations regarding the promotion of effective stress management of social workers. Eleven welfare organisations in the Paarl-vicinity were involved in the investigation while twenty social workers participated in the investigation. With reference to the empirical study, it was concluded that social workers in the Paarl-vicinity do experience work stress and that the majority of the welfare organisations in the Paarl-vicinity do not have programmes for stress management available for their social workers. Based on these conclusions it was recommended that both the social worker and the organisations must take co-responsibility for the social workers effective stress management by utilizing individual- and organisational stress management strategies. / Social work / M.Diac.

Abstract in English with Afrikaans and SeSotho translations / Employee engagement is a phenomenon that has gained increasingly more attention in organisational communication studies and also in the postmodern organisational context. In the postmodern organisational environment, employee engagement focuses more on building relationships with employees than on individual performance. However, the value of internal communication practices to enhance employee engagement within a postmodern organisation has still not fully been explored. The study thus investigated, in accordance with what the literature suggests, a single case to test which internal communication practices are perceived as strengthening employee engagement within a postmodern organisation. Consequently, the study adopted a mixed method research approach utilising three research methods, namely a survey, a focus group and semi-structured interviews, to establish which internal communication practices the management of the organisation must adopt to strengthen employee engagement. The worldview adopted for this study was both the positivist and interpretivist research paradigms. Findings indicate that because the organisation’s employees’ views are heard, responded to and even form part of the solution, employees become more engaged. In addition, having too many internal communication tools and implementing them without a strategy in place can lead to employees becoming less engaged. Overall, the findings indicate that having a supportive management style, meeting employees’ needs and providing enough opportunities for employees to participate in problem-solving are deemed important for employee engagement. Interestingly, the findings show no correlation between the importance of establishing a good organisational culture and enhancing employee engagement in the organisation. Although the findings cannot be generalised to the larger population, the insight gained could serve as a heuristic for similar organisations to strengthen their employee engagement. / Werknemerbetrokkenheid is ’n verskynsel wat al hoe meer aandag kry in organisatoriese kommunikasiestudies en ook in die postmoderne organisatoriese konteks. In laasgenoemde konteks word daar meer met werknemerbetrokkenheid gefokus op die bou van verhoudings met werknemers as op individuele prestasie. Die waarde van interne kommunikasiepraktyke om werknemerbetrokkenheid binne ’n postmoderne organisasie te bevorder, is nog steeds nie ten volle ondersoek nie. Daar is dus in die studie, in ooreenstemming met wat die literatuur suggereer, ’n enkele gevallestudie ondersoek om te bepaal watter interne kommunikasiepraktyke beskou word as praktyke wat werknemerbetrokkenheid binne ’n postmoderne organisasie bevorder. Gevolglik is daar in die studie ’n gemengdemetode-navorsingsbenadering aangeneem wat drie navorsingsmetodes insluit, naamlik ’n opname, fokusgroep en semi-gestruktureerde onderhoude, met die doel om vas te stel watter interne kommunikasiepraktyke die bestuur van die organisasie moet aanneem om werknemerbetrokkenheid te bevorder. Die wêreldbeskouing wat vir hierdie studie aangeneem is, is sowel die positivistiese as vertolkende navorsingsparadigmas. Bevindinge dui daarop dat omrede die werknemers van die organisasie se sienings aangehoor word, daarop gereageer word en dit selfs deel van die oplossing uitmaak, werknemers meer betrokke raak. Daarbenewens kan te veel interne kommunikasie-middels en die implementering daarvan sonder ’n strategie daartoe lei dat werknemers minder betrokke raak. Oor die algemeen dui die bevindinge daarop dat ’n ondersteunende bestuurstyl, voldoening aan werknemers se behoeftes en die verskaffing van genoegsame geleenthede vir werknemers om aan probleemoplossing deel te neem, as belangrik geag word vir werknemerbetrokkenheid. Interessant genoeg wys die bevindinge geen korrelasie tussen die belangrikheid daarvan om ’n goeie organisatoriese kultuur te vestig en om werknemerbetrokkenheid in die organisasie te bevorder nie. Hoewel die bevindinge nie veralgemeen kan word om die groter bevolking in te sluit nie, kan die insig wat verkry word as ’n leerproses gebruik word vir soorgelyke organisasies om hulle werknemerbetrokkenheid te bevorder. / Bonkakarolo ba basebetsi ke ntho e hapileng tlhokomelo e eketsehileng dithutong tsa puisano tsa mekgatlo hape le maemong a morao-rao a mekgatlo. Tikolohong ya morao-rao ya mekgatlo, onkakarolo ba basebetsi bo shebana haholo le ho haha dikamano le basebetsi ho fapana le tshebetso ya motho ka mong. Leha ho le jwalo, boleng ba ditlwaelo tsa puisano tsa kahare ba ho ntlafatsa bonkakarolo ba basebetsi kahara mekgatlo ya morao-rao ha bo so ka bo hlahlojwa ka botlalo. Kahoo, phuputso e fupuditse ho latela seo dingodilweng di se supang, tlhahlobisiso e le nngwe ya ho lekola hore na ke mekgwa efe ya puisano ya kahare e nkuwang e matlafatsa bonkakarolo ba asebetsi kahara mokgatlo wa kamora nako ya morao-rao. Ka lebaka leo, phuputso e ile ya sebedisa mokgwa o tswakilweng wa dipatlisiso o sebedisang mekgwa e meraro ya dipatlisiso, e leng phuputso, sehlopha seo ho shebanweng le sona le dipuisano tse batlang di hlophisitswe hantle, ho sheba hore na ke mekgwa efe ya puisano ya kahare eo tsamaiso e lokelang ho e amohela ho matlafatsa bonkakarolo ba asebetsi. Maikutlo a lefatshe a amohetsweng phuputsong ena e ne e le a dipatlisiso a bontshang hore tlhokomelo le lebaka ke mekgwa ya kutlwisiso ya boitshwaro ba batho le a dipatlisiso tsa botoloki. Diphumano di bontsha hore hobane maikutlo a basebetsi ba mokgatlo a utluwa, a arabelwa ebile a etsa karolo ya tharollo, basebetsi ba kakgela ka setotswana le hofeta. Ntle le moo, ho ba le disebediswa tse ngata haholo tsa puisano tsa kahare le ho di kenya tshebetsong ntle le leano ho ka etsa hore basebetsi ba se ke ba sebetsa hantle. Ka kakaretso, diphumano di bontsha hore ho ba le mokgwa wa botsamaisi o tshehetsang, ho fihlela ditlhoko tsa basebetsi le ho fana ka menyetla e lekaneng ho basebetsi ya ho nka karolo tharollong ya mathata ho nkuwa ho le bohlokwa bakeng sa ho nka karolo ha basebetsi. Ho kgahlisang ke hore diphumano ha di bontshe kamano dipakeng tsa bohlokwa ba ho theha setso se hantle sa mokgatlo le ho matlafatsa bonkakarolo ba basebetsi mokgatlong. Leha diphumano e ke ke ya ba tse akaretsang ho batho ba bangata, temohisiso e fumanweng e ka sebetsa e le leano la mekgatlo e tshwanang ho matlafatsa bonkakarolo ba basebetsi ba yona. Mantswe a sehlooho: bonkakarolo ba basebetsi, puisano ya kahare, mekgwa ya puisano ya kahare, puisano ya mokgatlo, tshebediso e nang le sepheo ya puisano / Communication Science / M.A. (Communication Science)

Abstracts in English and Afrikaans / There is a growing recognition of the role internal communications play in the overall functioning of an organisation. Scholars link effective internal communications with business performance and in the context of a government institution it means that in order to improve service delivery they must pay attention to the effectiveness of their communication practices. To execute its mandate effectively the Government Communications and Information systems (GCIS) as an entity responsible for managing communications on behalf of government has to ensure that it leads by example in this regard. The purpose of this study is to explore and describe communication experiences of GCIS employees. To answer the research question a cross-sectional survey of n=40 randomly selected employees was conducted at the GCIS head office. The survey resulted in initial findings which were further explored by interviewing nine (n=9) purposefully selected individuals. Results indicate that employees are satisfied with communications in general. Evidence suggests that not all communication channels are considered reliable however, perceptions of trust or reliability regarding channels is influenced by an inherent culture at the GCIS that equates authority and rank with trust. Concerns were raised with official channels in particular which are perceived as slow, outdated and irrelevant, blamed in part on bureaucratic processes. Findings show that there is a strong positive relationship between communication satisfaction and job satisfaction in line with findings from other studies. This underscores the importance of effective internal communication practices in state institutions. If communication is effective, evidence suggests that it will lead to employee job satisfaction. It is therefore recommended that the GCIS conducts a strategic review of its internal communication systems and practises in order to evaluate their effectiveness in helping to achieve communication goals of the organisation. A follow up study be conducted at the GCIS to measure the implementation of recommendations made in this study. Furthermore, research is recommended within the government sector as this will provide a holistic view of communication experiences within state institutions in South Africa, in particular the influence of bureaucratic systems. / Daar word toenemend erkenning gegee aan die rol wat interne kommunikasie speel in die algemene funksionering van 'n organisasie. Geleerdes koppel effektiewe interne kommunikasie met ondernemingsprestasie, en in die konteks van 'n regeringsinstelling beteken dit dat hulle, ten einde dienslewering te verbeter, moet let op die effektiwiteit van hul kommunikasiepraktyke. Om sy mandaat effektief uit te voer, moet die Regeringskommunikasie- en Inligtingstelsels (GCIS) as 'n entiteit wat namens die regering verantwoordelik is vir die bestuur van kommunikasie verseker dat dit 'n voorbeeld hiervan is. Die doel van hierdie studie is om kommunikasieervarings van werknemers van GCIS te verken en te beskryf. Om die navorsingsvraag te beantwoord, is 'n deursnee-opname van (n=40) lukraak geselekteerde werknemers by die GCIS-hoofkantoor gedoen. Die opname het gelei tot aanvanklike bevindings wat verder ondersoek is deur nege (n =9) onderhoude met doelgerigte geselekteerde onderhoude. Die resultate dui daarop dat werknemers oor die algemeen tevrede is met kommunikasie. Bewyse dui daarop dat nie alle metodes as betroubaar beskou word nie, maar dat persepsies van vertroue of betroubaarheid ten opsigte van kanale beïnvloed word deur 'n inherente kultuur by die GCIS wat gesag en rang met vertroue vergelyk. Daar is ook kommer uitgespreek met amptelike kommunikasiekanale wat gesien word as stadig, verouderd en irrelevant, en deels die skuld op burokratiese prosesse. Bevindinge toon dat daar 'n sterk positiewe verwantskap bestaan tussen kommunikasiebevrediging en werkstevredenheid, in ooreenstemming met bevindings van ander navorsers. Dit onderstreep die belangrikheid van effektiewe interne kommunikasiepraktyke by staatsinstellings. As kommunikasie effektief is, dui die getuienis daarop dat dit tot werkstevredenheid van die werknemers sal lei. Daarom word aanbeveel dat die GCIS 'n strategiese oorsig van sy interne kommunikasiestelsels en -praktyke uitvoer om die doeltreffendheid daarvan te evalueer om die organisasie se kommunikasiedoelwitte te bereik. n Opvolgstudie word by die GCIS uitgevoer om die implementering van die aanbevelings wat in die studie gemaak is, te meet. Verder word navorsing binne die owerheidsektor aanbeveel, aangesien dit 'n holistiese siening bied van kommunikasie-ervarings binne staatsinstellings in Suid-Afrika, veral die invloed van burokratiese prosesse. / Communication Science / M.A. (Communications)

Text in English with abstracts in English, Afrikaans, Tswana and Tsonga / In a complex world, change is inevitable and wellness in the workplace remains a popular research phenomenon in facilitating employee and organisational productivity. Churches as organisations are not exempt from change dynamics in the world of work. Employees of the church, namely pastors and their well-being are similarly imperative, as they are also responsible for facilitating the well-being of others. Coaching has emerged as a valuable and useful psychological helping process aimed at enhancing employees’ well- being and facilitating their engagement, commitment and productive work behaviour. Mentoring and training are predominant interventions aimed at addressing aspects potentially relevant to pastor well-being in both the Dutch Reformed Church (DRC) and the United Reformed Church of South Africa (URCSA), albeit each with very distinct objectives in terms of calling, and professional and skills development. In light of the current underutilised mentoring programme of the DRC and the sole emphasis on skills training in the URCSA, this study emerged from the need to understand how an in-depth understanding of pastors’ experiences of well-being can contribute to construct a coaching model for professional pastoral caregivers. In order to develop a coaching model to care for and optimise the well-being of the pastors, my multidisciplinary background (stemming from Industrial and Organisational Psychology [IOP], Human Resource Management [HRM] and Theology) increased my curiosity about pastors’ experiences of well-being in a Christian faith-based South African church context. In qualitative research inquiries, investigators creatively use multiple qualitative methods from a pragmatic stance. Hence, in this thesis I used at first two qualitative research methods, namely interactive qualitative analysis (IQA) and narrative synthesis that contributed to a transparent and systematic way to collect analyse, and document the research report. As a third qualitative research method, I used an auto ethnographic reflection writing style to make trustworthy inferences about the research findings and to think about the implications thereof on the rest of the research community. A coaching model was constructed and is proposed as a possible model to care for and optimise the well-being of the pastor (individual employee) and by implication also of a church (non-profit Christian faith-based organisation). This thesis also contributes methodologically to emerging IQA research in a South African work context. Lastly, the thesis contributes to multidisciplinary studies as it integrated theoretical and empirical perspectives from three disciplines, namely IOP, HRM and Theology. / In 'n ingewikkelde wêreld is verandering onvermydelik en welstand in die werksplek bly 'n gewilde navorsingsverskynsel om werknemer- en organisatoriese produktiwiteit te fasiliteer. Kerke as organisasies is nie vrygestel van veranderingsdinamika in die wêreld van werk nie. Kerke se werknemers, naamlik pastore en hul welstand is op soortgelyke wyse noodsaaklik omdat hulle verantwoordelik is om ander se welstand te fasiliteer. Afrigting het as 'n waardevolle en nuttige psigologiese hulpproses ontluik wat daarop gemik is om werknemers se welstand te bevorder en om hul betrokkenheid, toewyding en produktiewe werksgedrag te fasiliteer. Mentorskap en afrigting is oorwegende intervensies wat daarop gemik is om aspekte aan te spreek wat moontlik relevant kan wees tot pastore se welstand in beide die Nederduits Gereformeerde Kerk (NGK) en die Verenigde Gereformeerde Kerk van Suid-Afrika (VGKSA), alhoewel elkeen baie duidelik onderskeibare doelstellings met betrekking tot roeping, en professionele en vaardigheidsontwikkeling het. In die lig van huidige onderbenutting van mentorskapprogramme van die NGK en die uitsluitlike klem op vaardigheidsopleiding in die VGKSA, het hierdie studie ontstaan uit die behoefte om te verstaan hoe 'n diepgaande begrip van pastore se ervaring van welstand tot 'n konstruktiewe afrigtingsmodel vir professionele pastorale versorgers kan bydra. Om 'n afrigtingsmodel te ontwikkel om pastore te versorg en hul welstand te optimeer, het my multidissiplinêre agtergrond (industriële en organisatoriese sielkunde, menslikehulpbronbestuur en teologie) my nuuskierigheid oor pastore se welstand in 'n Christelik-gebaseerde Suid-Afrikaanse kerkkonteks geprikkel. In kwalitatiewe navorsingsvrae, gebruik navorsers meervoudige kwalitatiewe metodes uit 'n pragmatiese standpunt kreatief. In hierdie tesis het ek dus aanvanklik twee kwalitatiewe navorsingsmetodes gebruik, naamlik interaktiewe kwalitatiewe ontleding (IKO) en narratiewe sintese wat bydra om data deursigtig en sistematies te versamel, te ontleed en die navorsingsverslag te dokumenteer. As 'n derde kwalitatiewe navorsingsmetode het ek 'n reflektiewe outo-etnografiese skryfstyl gebruik om betroubare afleidings oor die navorsingsbevindings te maak en om oor die implikasies daarvan op die navorsingsgemeenskap te dink. 'n Afrigtingsmodel is saamgestel en is voorgestel as 'n moontlike model om na pastore (individuele werknemers) om te sien en hul welstand te optimeer en dus ook die van 'n kerk (niewinsgewende organisasie wat op die Christelike geloof gebaseer is). Hierdie tesis dra ook metodologies tot ontluikende IKO-navorsing in 'n Suid-Afrikaanse werkskonteks by. Die tesis dra laastens tot multidissiplinêre studies by omdat dit teoretiese en empiriese perspektiewe van die drie vakgebiede, naamlik industriële en organisatoriese sielkunde, menslikehulpbronbestuur en teologie, integreer. / Mo lefatsheng le le marara, diphetogo di nna di le gona mme itekanelo ya mo tirong e sala go nna ntlha e e tlwaelegileng ya dipatlisiso go gokaganya tlhagiso ya badiri le ya setheo. Dikereke jaaka ditheo ga di a gololesega mo dintlheng tsa diphetogo mo tirong. Badiri ba kereke, e leng baruti, le itekanelo ya bona, ba botlhokwa fela jalo ka ntlha ya fa le bona ba rwele maikarabelo a go ela tlhoko itekanelo ya ba bangwe. Katiso e tlhageletse jaaka tsamaiso ya thuso e e boleng le e e mosola ya saekholoji e maikaelelo a yona e leng go tokafatsa itekanelo ya badiri le go gokaganya seabe sa bona, maitlamo le maitsholo a a mosola mo tirong. Tataiso le katiso ke ditsibogo tse di dirisiwang gantsi tse maikaelelo a tsona e leng go samagana le dintlha tse di maleba mo itekanelong ya baruti mo Kerekeng ya Dutch Reformed (DRC) le ya United Reformed Church of South Africa (URCSA), le fa tsotlhe di na le maitlhomo a a farologaneng go ya ka pitso, tlhabololo ya boporofešenale le bokgoni. Ka ntlha ya lenaneo le ga jaana le sa dirisiweng mo go lekaneng la tataiso la DRC le kgatelelo ya katiso ya bokgoni fela kwa URCSA, thutopatlisiso eno e bakilwe ke tlhokego ya go tlhaloganya ka moo go tlhaloganya go ya kwa botennye ga maitemogelo a baruti a itekanelo go ka tshwaelang ka gona go aga sekao sa katiso sa baruti ba batlhokomedi ba porofešenale. Go aga sekao sa katiso sa go tlhokomela le go oketsa itekanelo ya baruti, lemorago la me la maphatamantsi (go tswa mo Saekholojing ya Madirelo le Ditheo [IOP], Botsamaisi jwa Badiri [HRM] le Thuto ya Bodumedi (Thioloji)) le okeditse phisegelo ya me ya go itse ka maitemogelo a baruti a itekanelo go ya ka bokao jwa kereke ya Aforikaborwa e e theilweng mo tumelong ya Sekeresete. Mo dipotsisong tsa dipatlisiso tse di lebelelang mabaka, babatlisisi ba dirisa mekgwa e mentsi ya patlisiso e e lebelelang mabaka go tswa mo kemong ya dintlha. Ka jalo mo thesising eno ke dirisitse mekgwa ya ntlha e mebedi ya dipatlisiso tse di lebelelang mabaka, e leng tshekatsheko e e lebelelang mabaka ka tshusumetso (IQA) le motswako wa kanelo o o tshwaetseng mo tseleng e e seng bofitlha le e e rulaganeng go kokoanya, sekaseka le go kwala pegelo ya patlisiso. Jaaka mofuta wa boraro wa dipatlisiso tse di lebelelang mabaka, ke dirisitse setaele sa go kwala sa itshekatsheko ya othoetenokerafi go fitlhelela ditshwetso tse di ikanyegang ka ga diphitlhelelo tsa dipatlisiso le go akanya ka bokao jwa tsona mo setšhabeng sotlhe sa dipatlisiso. Go agilwe sekao sa katiso mme se tshitshinngwa jaaka sekao se se ka dirisiwang go tlhokomela le go tokafatsa itekanelo ya moruti (modiri a le mongwe) mme ka go rialo gape le ya kereke (setheo se se sa direng letseno se e theilweng mo tumelong ya Sekeresete). Thesisi eno gape e tshwaela mo ntlheng ya mekgwa mo dipatlisisong tse di tlhagelelang tsa IQA go lebeletswe Aforikaborwa. Kwa bokhutlong, thesisi eno e tshwaela mo dithutopatlisisong tsa maphatamantsi ka ntlha ya fa e kopantse megopolo ya tiori le ya maitemogelo go tswa mo maphateng a le mararo e leng, IOP, HRM le Thioloji. / Eka misava ya nsohensohe, ku cinca i nchumu lowu nga sivelekekiku na swona ku hlayiseka entirhweni swa ha ri nchumu lowu nga duma swinene eka ku endliwa ka rhiseche eka ku pfuneta mutirhi na nhlangano leswo swi tirha hi xiyenge xa vuyelo bya le henhla. Tikereke tani hi minhlangano a yi le handle eka timhaka ta ku cinca emintirhweni. Vatirhi va kereke, ku nga vafundzhisi na vuhlayiseki bya vona na swona i swa nkoka tani hi leswi va nga na vutihlamuleri eka ku tiyisa leswo van'wana va hlayisekile no va na rihanyu lerinene. Ku dzabela swi vonaka tani hi nchumu wa nkoka no pfuneta eka ku pfuneta hi swa ngqondo leswi swi nga na xikongomelo xa ku yisa emahlweni vuhlayiseki bya vatirhi no endla leswo va va eka xiyimo xa ku tirhisana, ku tiyimisela no va na mahanyelo ya ku gingirika emintirhweni na ku tirha hi vuyelo. Ku mentharixa na vuleteri i minchumu leyi endliwaka hi xikongomelo xa ku langutana na rihanyu lerinene ra vafundzhisi va tikereke ta Dutch Reformed Church (DRC) na United Reformed Church of South Africa (URCSA), hambi leswi yin'wana ya tona yi nga na swikongomelo swo hambana hi ku landza xivito, na ku hluvukisiwa ka vuprofexinali na vuswikoti. Hi ku vona leswo nongonoko wa ku mentharixa a wu tirhisiwi swinene eka DRC kasi eka va URCSA ku tshikileriwa ngopfu vuleteri bya vuswikoti, dyondzo leyi yi sukela eka xilaveko xa ku twisisa swinene hi vuenti swipiriyoni swa vafundzhisi swa vuhlayiseki bya vona ku pfuneta ku endla modlele wa vudzaberi eka vahlayisi va vafundzhisi hi swa vuprofexinali. Leswo ku endliwa modlele wa vudzaberi bya ku hlayisa no yisa ehenhla xiyimo lexinene xa vafundzhisi, tidyondzo ta mina (leti sukelaka eka Industrial Organisational Psychology (IOP), Human Resource Management [HRM] na tidyondzo ta ntivo-vukwembu ku nga Theology) swi yise ehenhla ku navela ku tiva ka mina hi swipiriyoni swa vafundzhisi hi vuhlayiseki bya vona eka vugandzeri bya vona lebyi byi nga le ka Vukresre eka tikereke ta vona eAfrika Dzonga. Eka swivutiso swa qualitative research na ntirhiso wa ndzavisiso hi vuswikoti leswi swi tirhisiwaka ku endla qualitative methods eka xiyimo lexi khomekaka. Hikokwalaha eka thesis leyi ndzi tirhise eka mafambiselo mambirhi ya qualitative research methods, ku nga interactive qualitative analysis (IQA) na narrative synthesis leyi yi nga pfuneta ku kuma maendlelo lama ya nga rivaleni ku hlengeleta nxopanxopo na ku endla dokumente ya xiviko xa rhiseche. Maendlelo ya vunharhu ya qualitative research method, lama ndzi nga ma tirhisa i ya authethnographic reflection writing style ku endla tiinferense ta ku tshembeka hi vuyelo bya rhiseche na ku ehleketa hi ti-implications ta swona eka hinkwavo lava va endlaka rhiseche. Modlele wa vudzaberi wu endliwile na swona hi wona lowu wu gangisiwaka tani hi modlele lowu kotekaku wa vuhlayisi na ku yisa ehenhla nhlayiseko wa mufundzhisi (ku nga mutirhi wun'we) kasi hi vuyelo na swona eka kereke (ku nga nhlangano wa vupfumeri bya Vukreste lowu nga tirheleku vuyelo bya mali). Thesis leyi yi tlhela yi pfuneta hi metodoloji ku humesa IQA research eka xiyimo xa Afrika Dzonga. Xo hetelela, thesis leyi yi tlhela yi pfuneta tidyondzo ta multidisciplinary tani hi laha ti nga hlanganisiwa eka thiyori na le ka empirical perspectives ku suka eka tidisiplini tinharhu leti ku nga, IOP, HRM na Theology. / Industrial and Organisational Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))

Text in English / Abstracts in English, isiXhosa and Afrikaaans / This study’s primary objective was to create a framework for developing authenticity, by exploring women’s experiences of authenticity and how these relate to their wellbeing in a male-dominated work environment. Twelve purposively chosen women participated in the study, comprising six police officers and six traffic officers from the Western Cape province in South Africa. Data were gathered through narrative interviews by using open-ended questions, and analysed by applying thematic analysis. The research findings revealed that challenges or stressors in their law enforcement environment serve as potential agents for moving the self away from best-self in the authenticity dynamic, resulting in the need for coping and therefore for developing authenticity. The framework for developing authenticity was constructed as an ongoing and unfolding process comprising the following: experiencing challenges or stressors; turning within; recognising possible ways of being; managing perceptions, thoughts, emotions and behaviour; making conscious choices and taking responsible actions; as well as evaluating responses and consequences against best-self standards. During this process various best-self characteristics and associated skills are developed and employed, but also serve as best-self standards against which to evaluate growth and transformation. Secondary objectives aimed to advance the concept of authenticity in the study of well-being as a discipline of psychology. It also aimed to make a methodological contribution by applying hermeneutic phenomenological and transpersonal approaches in a novel way. / Eyona njongo yesisifundo ibikukuphuhlisa umgaqo nkqubo wokwenene, oqwalasela izinto abantu basetyhini abadlule kuzo kwaye nokuba zingqamane njani nentlalontle yabo kwindawo zokusebenza eziphethwe ngamadoda. Ishumi elinesibini labasetyhini elikhethwe ngenjongo, liye lathatha inxaxheba kwesi sifundo, eliquka amapolisa amathandathu kunye namagos’ezendlel'amathandathu, avela kwiphondo Lentshona Koloni eMzantsi Afrika. Kusetyenziswe udliwano ndlebe apho abantu bebe balisa amabali abo, bebuzwa imibuzo efuna impendulo ezingqalileyo ukuqokelela ezinkcukacha kwaye zahlalutywa ngokusebenzisa uhlalutyo oluthile. Uphando lufumanise ukuba imiceli mingeni okanye uxinizelelo lwengqondo kwiimeko zokugunyaziswa komthetho zisebenza njenge arhente zokubasusa ekubeni babalasele kwinguqu yokwenene, nto leyo ebangela kubekho imfuneko yokuba banyamezele kwaye kubekho uhlumo lokwenene. Umgaqo nkqubo wophuhliso lokwenene wakhiwe njenge nkqubo eqhubekayo equka ezizinto zilandelayo: ukudibana nemiceli mingeni okanye uxinezelelo nezinokwenzeka ngayo izinto; ukulawula iingcamango, iingcinga, imvakalelo kunye nendlela yokuziphatha, ukuthatha izigqibo ezi zizo kunye nokuthatha uxanduva lwezenzo zakho; kwaye uphonononge indlela abaphendula ngayo kwakunyegokwase ngqondweni; ukonganyelwa ngaphakathi; ukubona indlela ezinokwenzeka ngayo izinto; ukulawula iingcamango, iingcinga, imvakalelo kunye nendlela yokuziphatha, ukuthatha izigqibo ezi zizo kunye nokuthatha uxanduva lwezenzo zakho; kwaye uphonononge indlela abaphendula ngayo kwakunye neziphumo ezinxamnye nomgangatho wokuba ubalasele. Ngexesha lalenkqubo iimpawu zakho ezihamba phambili nezohlukeneyo, kunye nezakhono ezinxulumene nazo ziyaphuhliswa kwaye uqashwe, kodwa zikwa ncedisa njenge milinganiselo yokuvavanya ukukhula kunye notshintsho. Iinjongo zesibini zijolise ekuqhubekekiseni lemfundiso yokwenene kwisifundo sentlalo-ntle njenge ngqeqesho yasengqondweni. Kwakhona, kwenzelwe ukwenza igalelo leendlela zokwenza izinto ngokusebenzisa iindlela zophando ngokusebenza kwengqondo yomntu (hermeneutic), kunye nophando lwamava kunye neenkolelo zomntu, ngeedlela ezintsha. / Die primêre doel van hierdie studie was om 'n raamwerk vir die ontwikkeling van egtheid te skep, deur vroue se ervarings van egtheid te ondersoek en hoe dit verband hou met hul welstand in 'n manlik-gedomineerde werksomgewing. Twaalf doelgerig gekose vrouens het deelgeneem aan die studie, wie bestaan het uit ses polisiebeamptes en ses verkeersbeamptes uit die Wes-Kaapse provinsie in Suid- Afrika. Data was versamel deur middel van narratiewe onderhoude deur oop vrae te gebruik, en ontleed deur tematiese analise toe te pas. Die navorsingsbevindings het aan die lig gebring dat uitdagings of stressors in hul wetstoepassingsomgewing as potensiële agente dien om die self weg te beweeg van die beste-self in die egtheid dinamika, wat die behoefte aan coping tot gevolg het en dus vir die ontwikkeling van egtheid. Die raamwerk vir die ontwikkeling van egtheid is saamgestel as 'n deurlopende en ontvouende proses wat die volgende insluit: ervaring van uitdagings of stressors; keer na binne; erkenning van moontlike maniere om te wees; hantering van persepsies, gedagtes, emosies en gedrag; maak bewustelike keuses en neem verantwoordelike aksies; sowel as die evaluering van reaksies en gevolge teen die beste-self standaarde. Gedurende hierdie proses word verskeie beste-self eienskappe en verwante vaardighede ontwikkel en aangewend, maar dien ook as die beste-self standaarde om groei en transformasie te evalueer. Sekondêre doelwitte het ten doel om die konsep van egtheid in die studie van welstand as dissipline van sielkunde te bevorder. Dit is ook daarop gemik om 'n metodologiese bydrae te lewer deur hermeneutiese fenomenologiese en transpersoonlike benaderings op 'n nuwe manier toe te pas. / Psychology / Ph. D. (Psychology)

Text in English, abstracts and keywords in English, Afrikaans and Zulu / Secondary educational institutions need to constantly scan their environment for crises that could hamper their operations and hinder the achievement of their organisational objectives. These institutions should also engage their strategic stakeholders in a mixed motive communication to collaboratively discuss the crises and find amicable solutions; thereby avoiding crises like the proliferating student strikes in secondary educational institutions in Kenya. This study explored the need for a customised Proactive Crisis Communication Process (PCCP) framework for secondary educational institutions in Kenya to avoid student strikes. A two-phased approach was adopted to collect the data. The first phase involved 12 one-on-one semi-structured interviews with the principals of the secondary educational institutions in Mirangine Sub-County, while the second phase involved five focus group discussions with the students of Ruiru Secondary School. The results indicated that student strikes in secondary educational institutions in Kenya were proliferating and that despite this, these institutions lack proactive measures to avoid strikes. Hence, this study posited a PCCP framework that proposed various proactive measures to avoid student strikes in secondary educational institutions in Kenya. / Sekondêre opvoedkundige instellings moet konstant hul omgewing ondersoek vir krisisse wat hul bedrywighede kan belemmer en die bereiking van hul organisatoriese doelwitte kan verhinder. Hierdie instellings moet ook hul strategiese belanghebbers by gemengdemotief- kommunikasie betrek om gesamentlik die krisisse te bespreek en minlike oplossings te vind; en sodoende krisisse soos die toenemende studentestakings in sekondêre opvoedkundige instellings in Kenia te vermy. In hierdie studie is die nodigheid vir ʼn doelgemaakte ProaktieweKrisiskommunikasieproses (PCCP)-raamwerkvir sekondêre opvoedkundige instellings in Kenia ondersoek om studentestakings te voorkom. ʼn Tweefase-benadering is gevolg om die data in te samel. Die eerste fase het 12 halfgestruktureerde onderhoude behels wat een-tot-een met die hoofde van die sekondêre opvoedkundige instellingsin Mirangine Sub-Countygevoer is, terwyl die tweede fase bestaan het uit vyf fokusgroepbesprekings met die studente van RuiruSecondarySchool. Die resultate het getoon dat studentestakings in sekondêre opvoedkundige instellingsin Kenia vinnig toeneem en dat hierdie instellings, ten spyte daarvan, nie oor proaktiewe maatstawwe beskik om stakings af te weer nie.Gevolglik het hierdie studie ʼn PCCP-raamwerk aangeneem wat verskeie proaktiewe maatstawwe voorstel om stakings deur studente in sekondêre opvoedkundige instellings in Kenia te verhoed. / Izikhungo zemfundoyomkhakhawamasekhondari kumele zihlale ziqaphele ukuthi akukho yini endaweniezikuyookungasusaudweshubesekuphazamisaukusebenzakwazokuvimbe impumeleloyazoezinhloswenizayo.Lezizikhungokumelezibuyezisebenzisane nabathintekayo balawule amasu okusebenza ukuba kubenokuxhumana okunhlobonhlobo kuxoxwe ngokubambisana ngodweshu olungavela nokuthi lungasonjululwa kanjani ngendlela egculisayo; ngaleyo ndlela-ke ingagwemeka imibhikisho yabafundi elokhu isabalala ezikhungwenj zamasekhondari eKenya. Lolu cwaningoluhlola isidingo sohlaka lwekhethelo lokusheshe kusukunyelweudweshu lungakenzeki,i-Proactive Crisis Communication Process (PCCP) olungasebenza ezikhungweni zemfundo yamasekhondari eKenya ukuze kugwenywe imibhikisho yabafujni. Kwemukelwaindlela ezigaba zimbili yokuqoqainingwane. Isigaba sokuqala ngokuxoxisana okuyi-12 komuntu ebhekene nomuntu okuthi akuhleleke nje, okwenziwa nothishanhloko bezukhungo zemfundi yamasekhondaribaseMiringane Sub-County, kanti isigaba sesibili sabandakanya izingxoxo eziyisihlanu zamaqembu agxike kokuthile nje, zenziwa nabafundi besikole iRuri Secondary School. Imiphumela yaveza ukuthi imibhikisho ezikhungweni zemfundo yamasekhondari eKenya yabe yanda nokuthi nangaphandle kwalokhu izikhungo lezi zazingenazo izinyathelo ezingazithatha ngaphambi kwesikhathi ukuvimba ukwenziwa kwemibhikisho. Yikho-ke lolu cwaningo luphakamisa uhlaka lwe-PCCP oluncoma izinyathelo ezahlukene okumele zisheshe zithathwe ukugwema imibhikisho yabafundi ezikhungweni zamasekhondari eKenya. / Communication / M.A. (Communication)

Bibliography: pages 273-351 / The context of this research is the occupational wellbeing of employees in the healthcare industry in South Africa. The purpose of this study was to identify occupational wellbeing types that cluster as a result of variables (burnout, work engagement, workaholism and job satisfaction) which can be plotted on the circumplex model of wellbeing, and determining the extent of type differences in as far as it pertains to psychosocial antecedent variables (age, job demands, job resources and work-related sense of coherence), as well as positive and negative outcome variables (comprising organisational commitment and turnover intention). A quantitative survey was conducted on a convenience sample of healthcare workers (N = 461). The population consisted of predominately black African females, aged between 31 and 45 from the nursing profession. Cluster analysis using k-means found statistically significant support for three occupational wellbeing types, namely, Exhausted, Engaged and Burned-Out. Results from MANOVA revealed a difference between all occupational wellbeing types and the psychosocial antecedent variables of job demands, job resources and work-related sense of coherence. The occupational wellbeing types did not however differ, based on the age of the participants. Multinomial logistic regression analysis revealed that age was additionally not a significant predictor of the occupational wellbeing types, whilst Work-SoC predicted the engaged type, and job demands and job resources predicted the engaged and exhausted types in comparison to the burned-out type. Hierarchical moderated regression analysis concluded that each of the occupational wellbeing types played a significant role by moderating the relationship between the psychosocial antecedent variables of job resources and work-related sense of coherence, and the positive and negative outcomes of organisational commitment and turnover intention. Theoretically the study highlighted the importance of addressing the occupational wellbeing concerns and challenges faced by healthcare employees in South Africa face. The empirical value of the study was the identification of the occupational wellbeing types and a potential nomological net. The knowledge derived from the relationship between the variables may be valuable in informing a holistic affective wellbeing model which could direct practices within the healthcare industry in South Africa. / Die konteks van hierdie navorsing is die beroepswelstand van werknemers in die gesondheidsorgbedryf in Suid-Afrika. Die doel van hierdie studie was om tipes beroepsmatige welstand te identifiseer wat saamgevoeg word as gevolg van veranderlikes, naamlik uitbranding, werkbetrokkenheid, werksverslawing en werkstevredenheid wat op die sirkumpleksmodel van welstand geteken kan word, en om die omvang van tipe verskille in so ver aangesien dit betrekking het op psigososiale antesedente veranderlikes, naamlik ouderdom, werksvereistes, werksbronne en werkverwante samehang, sowel as positiewe en negatiewe uitkomsveranderlikes (wat organisatoriese toewyding en omsetintensiteit bevat). 'N Kwantitatiewe opname is gedoen oor 'n gerieflikheidsteekproef van gesondheidswerkers (N = 461). Die bevolking het bestaan uit hoofsaaklik swart vroulike vroue, tussen 31 en 45 jaar oud, uit die verpleegberoep. Cluster-analise met behulp van k-middele het statisties beduidende ondersteuning gevind vir drie tipes beroepswelstand, naamlik uitgeputting, betrokkenheid en uitgebranding. Resultate van MANOVA het 'n verskil aan die lig gebring tussen alle tipes beroepswelstand en die psigososiale antesedente veranderlikes van werksvereistes, werkbronne en werkverwante samehang. Die tipes beroepswelstand verskil egter nie op grond van die ouderdom van die deelnemers nie. Multinomiale logistieke regressie-analise het aan die lig gebring dat ouderdom ook nie 'n beduidende voorspeller was van die tipes beroepswelstand nie, terwyl Work-SoC die betrokke tipe voorspelling en werksvereistes voorspel het, en dat werkbronne die betrokke en uitgeputte tipes voorspel in vergelyking met die uitgebrande tipe. Hiërargiese gemodereerde regressie-analise het tot die gevolgtrekking gekom dat elkeen van die tipes beroepswelstand 'n belangrike rol gespeel het deur die verhouding tussen die psigososiale voorgaande veranderlikes van werkbronne en werkverwante sin vir samehang te modereer, en die positiewe en negatiewe uitkomste van organisatoriese toewyding en omsetintensiteit. Teoreties het die studie die belangrikheid daarvan beklemtoon om die kommer en uitdagings wat gesondheidswerkers in Suid-Afrika in die gesig staar, aan te spreek. Die empiriese waarde van die studie was die identifisering van die tipes beroepswelstand en 'n potensiële nomologiese netwerk. Die kennis wat verkry word uit die verband tussen die veranderlikes, kan waardevol wees om 'n holistiese affektiewe welstandsmodel in te lig wat praktyke binne die gesondheidsbedryf in Suid-Afrika kan rig. / Umongo walolu cwaningo wukuphila kahle kwabasebenzi abasembonini yezokunakekelwa kwempilo eNingizimu Afrika. Inhloso yalolu cwaningo kwakuwukuhlonza izinhlobo zenhlalakahle yomsebenzi ezihlangana ngenxa yokuguquguqukayo (ukutubeka, ukuzibandakanya emsebenzini, ukusebenza ngokweqile nokweneliseka emsebenzini) okungabekwa kumodeli yenhlalakahle ye-circumplex, nokunquma ubukhulu bezinhlobonhlobo zohlobo kuze kube manje njengoba kumayelana nokuhlukahluka kokuphikisana kwengqondo (iminyaka, izidingo zomsebenzi, izinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi), kanye nokuhlukahluka kwemiphumela emihle nemibi (ehlanganisa ukuzibophezela kwenhlangano kanye nenhloso yenzuzo). Ucwaningo oluningi lwenziwe kusampula elula yabasebenzi bezokunakekelwa kwezempilo (N = 461). Isibalo besinabantu besifazane ikakhulukazi abamnyama base-Afrika, abaneminyaka ephakathi kuka-31 no-45 abavela emsebenzini wobunesi. Ukuhlaziywa kweqoqo ngokusebenzisa izindlela ezingama-k kutholwe ukwesekwa okubalulekile kwezibalo zezinhlobo ezintathu zomsebenzi, okungukuthi, Ukhathele, Ukuhlanganyela kanye Nokushiswa. Imiphumela evela kwa-MANOVA iveze umehluko phakathi kwazo zonke izinhlobo zenhlalakahle yomsebenzi kanye nokuhlukahluka kokuphikiswa kwengqondo kwezidingo zomsebenzi, izinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi. Izinhlobo zezenhlalakahle zomsebenzi azizange zehluke, ngokuya ngeminyaka yabahlanganyeli. Ukuhlaziywa kokuhlelwa kabusha kwezinto kwamazwe amaningi kuveze ukuthi iminyaka yobudala ibingeyona imbonakaliso ebalulekile yezinhlobo zenhlalakahle yomsebenzi, ngenkathi i-Work-SoC ibikezela uhlobo lokuzibandakanya, nezimfuno zomsebenzi, nezinsizakusebenza zibikezela izinhlobo ezibandakanyekile nezikhathele uma kuqhathaniswa nohlobo olushile. Ukuhlaziywa kokuhlehliswa kwe-hierarchical kuphethe ukuthi uhlobo ngalunye lwezinhlalakahle zomsebenzi lubambe iqhaza elibalulekile ngokuhlolisisa ubudlelwano phakathi kokuhlukahluka kokuphikiswa kwengqondo kwengqondo kwezinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi, kanye nemiphumela emihle nemibi yokuzibophezela kwenhlangano kanye nenhloso yenzuzo. Ngokwezifundo lolu cwaningo luqhakambisa ukubaluleka kokubhekana nezinkinga nezinselele ezibhekene nabasebenzi bezempilo eNingizimu Afrika ababhekene nazo. Inani lezobuciko lolo cwaningo kwakuwukuhlonzwa kwezinhlobo zenhlalakahle yomsebenzi kanye nenetha elingaba namandla lokuqanjwa. Ulwazi olususelwe ebudlelwaneni obuphakathi kokuguquguqukayo lungaba lusizo ekwaziseni imodeli yenhlalakahle ephelele engaqondisa izindlela ezenziwa embonini yezokunakekelwa kwempilo eNingizimu Afrika. / Industrial and Organisational Psychology / D. Phil. (Psychology)

Text in English with abstracts in English, Afrikaans and Zulu / The study was conducted within the interpretive research paradigm. Anchored in organisational justice theory, the study explored the incapacity management practices at an open distance learning (ODL) institution in South Africa. A qualitative research methodology, which applied a case study design, was used in this study. A purposeful sample of 16 (N=16) participants was chosen based on their experiences, knowledge and understanding on the topic of incapacity management. Semi-structured interviews were used as the primary data collection method, and documents were used as a secondary data collection source for triangulation purposes. The data analysis and reporting of the participants’ lived experiences drew on the thematic analysis technique. At theoretical level, the study provided insight into the notions of incapacity management in the workplace; the regulatory obligations in managing incapacity; and lastly, reasonable practices to accommodate incapacity. The literature review confirmed that an effective incapacity management framework should have four main dimensions, namely a supportive institutional culture; a policy and procedure providing for incapacity management practices; provisions for reasonable accommodation; and a multidisciplinary approach. From the empirical phase it emerged that although the literature presupposes a healthy institutional culture to ensure well-managed incapacity in the workplace, the current institutional culture at the institution under study was negative. This study also found several challenges relating to incapacity management in the ODL institution, namely a lack of knowledge and understanding of incapacity management due to the absence of a policy and procedure; a lack of understanding of the incapacity condition; and a lack of reciprocal communication among the key role players. The findings also demonstrated that reasonable accommodation practices could be improved and that the management of incapacity in the workplace requires a multidisciplinary approach. The study proposes an incapacity management framework for the ODL institution that encompasses the identified prerequisites and challenges. The study also added insights to the human resource management body of knowledge, especially knowledge of the management of incapacity due to ill health in the workplace, with specific reference to the ODL institution. / Hierdie studie is binne die interpretiewe navorsingsparadigma uitgevoer. Geanker in organisatoriese geregtigheidsteorie, ondersoek hierdie studie die onbekwaamheidsbestuurpraktyke by 'n opeafstandsonderriginstelling in Suid-Afrika. 'n Kwalitatiewe navorsingsmetodologie wat 'n gevallestudie-ontwerp toegepas het, is in hierdie studie gebruik. 'n Doelgerigte steekproef van 16 (N=16) is gekies op grond van hulle ervarings, kennis en begrip van die onderwerp van onbekwaamheid bestuur. Semi-gestruktureerde onderhoude is gebruik as die primêre data-insamelingsmetode, en dokumente is gebruik as ’n sekondêre data-insamelingsbron vir trianguleringsdoeleindes. Tematiese ontledingstegniek is aangewend in die data-ontleding en -verslagdoening van die deelnemers se geleefde ervarings. Op teoretiese vlak, het die studie insig gebied in die opvattings van onbekwaamheidsbestuur in die werkplek; die regulatiewe verpligtings in onbekwaamheidsbestuur; en laastens, redelike praktyke om die onbekwaamheid te akkommodeer. Die literatuuroorsig het bevestig dat 'n effektiewe onbekwaamheidsbestuurraamwerk vier hoofdimensies moet hê, naamlik 'n ondersteunende kultuur in die instelling; ’n beleid en prosedure wat voorsiening maak vir onbekwaamheidsbestuurspraktyke; redelike akkommodasie; en 'n multi-dissiplinêre benadering. Uit die empiriese fase het dit geblyk dat alhoewel die literatuur 'n gesonde institusionele kultuur vooronderstel wat onbekwaamheid in die werkplek effektief bestuur, die bestaande institusionele kultuur by die instelling wat bestudeer is, negatief was. Hierdie studie het bevind dat daar verskeie uitdagings is wat verband hou met onbekwaamheidsbestuur in die opeafstandsonderriginstelling, naamlik 'n gebrek aan kennis en begrip van onbekwaamheidsbestuur as gevolg van die gebrek aan 'n beleid en prosedure; 'n gebrek aan begrip van die onbekwaamheidstoestand; en 'n gebrek aan wedersydse kommunikasie tussen die sleutelrolspelers. Die bevindings het ook getoon dat redelike akkommodasie praktyke verbeter kan word en dat die bestuur van onbekwaamheid in die werkplek 'n multi-dissiplinêre benadering vereis. Die studie stel 'n onbekwaamheidsbestuurraamwerk vir die opeafstandsonderriginstelling voor wat die geïdentifiseerde voorvereistes en uitdagings insluit. Die studie het ook insig gebied in die menslikehulpbronbestuur-kennisgeheel, veral kennis oor die bestuur van onbekwaamheid in die werkplek te wyte aan swak gesondheid, met spesifieke verwysings na die opeafstandsonderriginstelling. / Ucwaningo lwaqhutshwa ngokocwaningo womgomo wokuhumusha. Yakhelwe phezulu kwethiyoriyezobulungiswa, ucwaningo lwagxila ekunqundweni kwezindlela zokuphatha ezaziwa ngokuthi ukufunda okuvulelekile ngezobuchwepheshe okuthiwa yi-ODel esikhungweni saseNingizimu Afrika. Ucwaningo oluyindlela yokuklama oluphathelene nesimo, okuyinto esetshenziselwa ukufunda ngocwaningo lwesiqephu esithile, luye lwasetshenziswa. Kuye kwenziwa isampule olubalulekile lapho kuye kwakhethwa abantu ababebambe iqhaza abayishumi nesithupha (N=16) olwabe lwakhelwe phezulu kwesipiliyoni, ulwazi kanye nokuqonda ngodaba lokunqundwa kokuphatha. Izinhlolokhono ezihleliwe ezingaphelele ziye zasetshenziswa ngendlela yukuqoqa izibalo zangempela, kwabuye kwasetshenziswa imiqulu yemithombo yokuqoqwa kwedatha yesibili ukuqinisekisa okuhlosiwe. Ukuhlaziywa kwemininingwane kanye nokubika ebantwini abambe iqhaza ngezinto abahlangabezana nazo ezimpilweni zabo ix kwadala ukulethwa kokuhlaziya kwamasu okuhlaziya ezingqikithi ezithile. Ezingeni lesayensi, ucwaningo lusinikeza ukuqonda imibono yokunqundwa kokuphatha emsebenzini; izibopho zokulawula ukunqunda kokuphathwa; okokugcina,izindlela ezamukelekile zokubhekana nokunqundwa kokuphathwa. Ukubuyekezwa kwemibhalo kuqinisekise ukuthi uhlaka olusebenzayo lokunqundwa kokuphatha kumele kube nezinhlangothi ezine, okunguyisiko lokusekela izikhungoinqubomgomo nenqubo yokuhlinzeka izindlela zokunqunda ukuphatha; ukuhlinzeka izindlela ezamukelekile; kanye nenqubo ezihlukene yezifundo. Kusukela esigabeni somqondo wesasayensi kuye kwavela ukuthi nakuba imibhalo igcizelela isiko elihle neliphilasayo lemfundo ukuqinisekisa ukunqundwa kokuphatha kahle emsebenzini, isiko olukhona manje ezikhungweni alulungile. Ucwaningo luye lwathola ukuthi ziningi izingqinamba ezihambisa nokunqundwa kokuphatha ukufunda okuvulelekile ngezobuchwepheshe kuyizikhungo okuthiwa yi-ODL, okungabi khona kolwazi kanye nokuqonda mayelana nokunqundwa ukuphatha okudalwa ukungabikhona kwengqubomgomo nezingqubo ezithile; ukungaqondi izimiso zokunqunda; kanye nokuntuleka kokuxhumana ngokuvumelana phakathi kwabantu abadlala indima ebalulekile. Okuye kwatholakala kuye kwakhombisa ukuthi izindlela ezamukelekile zingathuthukiswa nokuthi ukunqundwa kokuphatha emsebenzini kudinga inqubo ehlukene yezifundo. Ucwaningo luhlongaza ingqubomgomo yokunqundwa kokuphatha kwezikhungo zemfundo evulelekile okuthiwa yi-ODL ezohlanganisa izinto ezidingekayo nezinselelo ezikhona. Ucwaningo lubuye lwafaka ukuqonda kokuba khona kwabantu abazoba umgogodla wolwazi abazoqashwa, kakhulukazi kulwazi lokunqunda ukuphatha okuzodalwa ukungabi esimweni esihle ngempilo emsebenzini, kakhulukazi uma kubhekiswa ekufundeni okuvulelekile ezikhungweni ezaziwa ngokuthi yi-ODL. / Human Resource Management / D. Com. (Business management)