The research focused on constructing a psychosocial profile for the career development practices of professional women. The relationship dynamics between the individuals’ psychosocial attributes (emotional intelligence, career adaptability, psychosocial career preoccupations, self-efficacy, perceived organisational and social support) were investigated and whether the constructs significantly related to individuals’ experiences of career satisfaction when controlling for age, race, marital status, number of children, job level, total monthly income and education level. A cross-sectional quantitative survey was conducted on a purposive sample of professional women (N = 606) from various South African organisations. Inferential statistics (multiple regressions, canonical correlation analysis, structural equation modelling, hierarchical moderated regression and tests for significant differences) revealed core elements of the empirically manifested psychosocial profile. Participants’ career preoccupations and perceptions of organisational support were significant predictors of career satisfaction, along with age, race and job level. Managing own emotions, career control and self-efficacy were highlighted as important psychological resources in strengthening career satisfaction. Perceived organisational support and social support functioned as significant mechanisms in buffering the negative effect of high career preoccupations on levels of career satisfaction, and strengthening the link between emotional intelligence, career adaptability, and self-efficacy and career satisfaction. Significant mean differences were observed for age, race and job level groups regarding career preoccupations, perceived organisational support and career satisfaction. In addition, significant mean differences were observed for marital status, total monthly income and education level groups regarding career preoccupations, perceived organisational support and career satisfaction. On a theoretical level, the study advanced career theory for the career development of professional women by identifying the relationships found between the hypothesised psychosocial profile elements and career satisfaction. On the empirical level the study contributed towards constructing a psychosocial profile that informs the career development and satisfaction of professional women. On apractical level, the study proposes guidelines for enhancing the career satisfaction and success of professional women. / Psychology / PhD. (Psychology)

Text in Afrikaans / Summary in Afrikaans and English / Die Nasionale Biblioteek van Suid-Afrika ervaar 'n behoefte aan 'n metode van menslikehulpbronontwikkeling waarvolgens die vaardighede van werknemers ontwikkel kan word sodat die organisasie kan aanpas by plaaslike en globale veranderinge. Gestruktureerde mentorskap is vervolgens geidentifiseer as 'n geskikte metode om in die bestaande behoefte te voorsien, aangesien mentorskap se loopbaan- en psigo-sosiale funksies die ontwikkeling van die professionele en persoonlike vaardighede van die werknemer moontlik maak. Daarby is mentorskap nie net voordelig vir die betrokkenes nie, maar dit hou ook besliste voordele in vir die organisasie en die sektor waarbinne die organisasie werksaam is. Die suksesvolle toepassing van gestruktureerde mentorskap is egter daaraan onderhewig dat die kontekstuele omgewing waarbinne dit toegepas gaan word, geskik moet wees, en werknemers moet bereid wees om betrokke te raak by so 'n program. 'n Konseptuele raamwerk vir die bestudering van mentorskap soos opgestel deur David Marshall Hunt en Carol Michael is derhalwe aangepas om die verskynsel "mentorskap" deur middel van 'n verkennende literatuuroorsig te bestudeer. Die bevindinge van die literatuuroorsig word ondersteun deur 'n empiriese ondersoek van die geskiktheid van die Nasionale Biblioteek van Suid-Afrika as kontekstuele omgewing vir die toepassing van mentorskap en die bereidwilligheid van die werknemers van hierdie biblioteekorganisasie om betrokke te raak by die mentorskapproses. Die data wat ingesamel is, word ontleed en die gevolgtrekkings wat gemaak word oor bogenoemde twee vereistes vir die suksesvolle toepassing van mentorskap word uiteengesit. Die studie word afgesluit deur aanbevelings wat gemaak word oor aspekte van die toepassing van mentorskap wat verdere navorsing regverdig, maar wat nie binne die bestek van hierdie studie na behore aangespreek kon word nie. / Structured mentoring was identified as a method to develop the professional and personal skills of the employees of the National Library of South Africa in order to adjust to local and global changes. A conceptual framework for the study of mentoring, as developed by Hunt and Michael, was therefore critically adapted in order to investigate fully the phenomenon of "mentoring" by means of an exploratory literature review. The findings of the literature review are supported by an empirical survey to test the suitability of the National Library of South Africa as contextual environment for the application of mentoring, as well as the willingness of its employees to participate in mentoring. This culminated in an analysis and interpretation of the findings and formulation of conclusions regarding the two abovementioned requirements for the successful application of mentoring. The study ends with recommendations for further investigation into aspects of mentoring which could not be covered in this study. / Information Science / M. Inf.

The family roles and responsibilities are still allocated along the gender lines. Women assume primary child care and household roles despite working fulltime. They suffer from work-family conflict as they battle with these competing demands. A phenomenological approach was adopted for this study. The existing literature was used in defining work-family conflict, looking at different work-family theories; development of gendered defined roles, motherhood and demands brought on by women working fulltime. The semi-structured interview was used for data collection. The themes which emerged showed that women experience strong emotions associated with raising children whilst working. There is compromise on quality time dedicated in each role. Women assume sole custodian over their children’s upbringing. Women enter into a second shift after work. Having a career and children, is made easier through adoption of strong coping strategies and mechanisms. The conclusions and recommendations were made for future a research and organisational practices. / Industrial and Organisational Psychology / Thesis (M.A. (Industrial and Organisational Psycology))

The family roles and responsibilities are still allocated along the gender lines. Women assume primary child care and household roles despite working fulltime. They suffer from work-family conflict as they battle with these competing demands. A phenomenological approach was adopted for this study. The existing literature was used in defining work-family conflict, looking at different work-family theories; development of gendered defined roles, motherhood and demands brought on by women working fulltime. The semi-structured interview was used for data collection. The themes which emerged showed that women experience strong emotions associated with raising children whilst working. There is compromise on quality time dedicated in each role. Women assume sole custodian over their children’s upbringing. Women enter into a second shift after work. Having a career and children, is made easier through adoption of strong coping strategies and mechanisms. The conclusions and recommendations were made for future a research and organisational practices. / Industrial and Organisational Psychology / Thesis (M.A. (Industrial and Organisational Psycology))