In New Zealand, Māori currently experience the "poorest health status of any ethnic group" characterised by high rates of physical and mental illness, educational underachievement, unemployment, criminal incarceration, and low socioeconomic status (Durie, 1998; Ministry of Health, 1999, 2002a, p. 2). Despite attempts to reduce the disparities between Māori and other New Zealanders, Māori continue to have a lower life expectancy than non-Māori (Durie, 1998; Reid, 1999). Māori children show similar levels of disadvantage experiencing high rates of illness and preventable death (Ministry of Health, 1998). Māori children also achieve poorly in educational settings, with literacy levels and overall involvement in education found to be below that of non-Māori (Ministry of Education, 2003a). Research findings have identified that health and educational disparities may be explained in part, by a mismatch between current approaches to practice and service delivery, and the values, beliefs, and experiences of Māori (Phillips, McNaughton, & MacDonald, 2004). In line with such findings, a number of standardised psychometric tests developed outside of New Zealand, have also been found to produce culturally biased results when used with Māori (Ogden, 2003; Ogden & McFarlane-Nathan, 1997). The Peabody Picture Vocabulary Test (PPVT-III) is one such test which is currently used in New Zealand to measure receptive vocabulary skills (Stockman, 2000). This research investigated the suitability of the PPVT-III with 46 Māori children from three different age groups. Results revealed that the PPVT-III appeared to be suitable for use with Māori, although a number of suggestions were made as to ways in which the administration and interpretation of PPVT-III test scores could be adjusted when working with Māori. Additional research is required to establish whether changes to culturally biased items may improve the validity of the PPVT-III for use with Māori.

In New Zealand, Māori currently experience the "poorest health status of any ethnic group" characterised by high rates of physical and mental illness, educational underachievement, unemployment, criminal incarceration, and low socioeconomic status (Durie, 1998; Ministry of Health, 1999, 2002a, p. 2). Despite attempts to reduce the disparities between Māori and other New Zealanders, Māori continue to have a lower life expectancy than non-Māori (Durie, 1998; Reid, 1999). Māori children show similar levels of disadvantage experiencing high rates of illness and preventable death (Ministry of Health, 1998). Māori children also achieve poorly in educational settings, with literacy levels and overall involvement in education found to be below that of non-Māori (Ministry of Education, 2003a). Research findings have identified that health and educational disparities may be explained in part, by a mismatch between current approaches to practice and service delivery, and the values, beliefs, and experiences of Māori (Phillips, McNaughton, & MacDonald, 2004). In line with such findings, a number of standardised psychometric tests developed outside of New Zealand, have also been found to produce culturally biased results when used with Māori (Ogden, 2003; Ogden & McFarlane-Nathan, 1997). The Peabody Picture Vocabulary Test (PPVT-III) is one such test which is currently used in New Zealand to measure receptive vocabulary skills (Stockman, 2000). This research investigated the suitability of the PPVT-III with 46 Māori children from three different age groups. Results revealed that the PPVT-III appeared to be suitable for use with Māori, although a number of suggestions were made as to ways in which the administration and interpretation of PPVT-III test scores could be adjusted when working with Māori. Additional research is required to establish whether changes to culturally biased items may improve the validity of the PPVT-III for use with Māori.

Introduction: Competence has been a term subject to many interpretations over the years. This discrepancy in agreement is not due to the clash of minds but mostly the fruit of differences in expectations and legal requirements of local healthcare systems. As a result, the assessment of competence has been subject to dynamic changes with abundance of literature published to address its properties from different angles. This research project is designed to explore a number of unknowns: firstly, we aim to explore what it is meant by competence and compare it to how it is defined by the regulators. Once this is established, such expectations are to be compared to the expectations of the Educational Supervisors (ESs): the trainers who are in charge of training the newly qualified dentists. The next goal of this project is to shed light on how students perceive competence and explore the assessment methods that reflect such competencies best. Once known, these assessment methods will be explored in the national level to understand how they are implemented. The project also aims to explore if such assessment methods could be improved and finally, to examine if new assessment methods can be introduced to the field of medical and dental education with significant benefits and advantages. Methodology: A mixed-method approach was chosen, consisted of qualitative, quantitative and descriptive statistics. Results: Profile of a competent newly qualified dentist as described by the regulatory bodies, ESs and students was discussed. The most reflective assessment methods to illustrate students' competencies were identified and their use at national level explored. We looked at the bench marking of the OSCEs and where the line of competence is drawn, and finally, we developed a new mathematical model that can predict competence after observing a number of clinical encounters. Conclusion: Several conclusions and recommendations were drawn and discussed at their relevant chapter.

Masters of Science / Fifty percent of the world’s tuberculosis population is found in eight countries, one of which is South Africa. Of the eight countries, South Africa is said to be experiencing the highest burden of Tuberculosis, with an estimated incidence of three hundred and twenty-two thousand cases of active Tuberculosis. The Tuberculosis epidemic is driven by the following reasons, firstly poor living conditions which are a result of the wide gap between the rich and the poverty-stricken among some populations, and secondly late presentation to health facilities. Over the years, healthcare programs have made a meaningful impact in identifying patients presenting for Tuberculosis care, a global Tuberculosis report shows an estimated fifty-eight million lives were saved through Tuberculosis treatment and diagnosis, between the years 2000 and 2018. However, strategies to modify risk behaviour need to remain a main priority. In the South African context, it would be important to note the diversity of the individuals experience which is rooted in South African socio-political history and has resulted in high levels of social inequality and disparate socio-economic status groups, as a significant factor when considering the well-being of Tuberculosis infected South Africans. For policy makers to make data-driven decisions, with the aim of lessening the disease burden experienced by the populations they serve. They would require insights from an individual level, this way of measuring well-being requires the participants to rely on their own cognitive judgements and emotional reactions to characterize their well-being. Alatartseva and Barysheva in 2015 claim that subjective well-being is an internal evaluation of well-being, relating to one’s spiritual, personal characteristics and features. This approach is fitting since behavioural data is dynamic and relative as it tends to differ across populations and is often altered radically in short periods. Despite global advances in access to Tuberculosis treatment, Tuberculosis is the leading cause of death in adults with Human Immunodeficiency Virus and the main contributor to antimicrobial resistance. This gap can be bridged by an understanding of the behavioural aspects tied to Tuberculosis infection. There is a lack of adequate South African literature on Tuberculosis infection and health related well-being. The current study notes and compares, the diversity of life satisfaction experience between participants from different socio-demographic status groups across South Africa, bringing forth the most influential variables on well-being. This paper explored the possible factors of subjective well-being in the Tuberculosis infected South African population. Data from the National Income Dynamics Study 2017 was used, with a focus on the Tuberculosis diagnosed sub-population across all nine provinces in South Africa. The study sample consisted of forty-four individuals who were measured against the following variables: age; gender; population group; place of residence in 1994; labour market participation, education; health; emotional health and well-being and social cohesion. The study employed, Multiple Correspondence Analysis to identify significant variables associated with the well-being of Tuberculosis infected individuals. The results show that the participants of African lineage presented with the lowest level of subjective well-being, followed by the Coloured population which was more likely to have a smoking habit to further decrease their level of well-being. Gender was a significant contributor to well-being with female participants reporting an overall lower level of subjective well-being compared to their male counterpart. Furthermore, those co-infected with Tuberculosis and Human immunodeficiency Virus while poverty-stricken presented with the lowest possible level as they are likely to be depressed, have a weakened immune system and experiencing medication non-adherence.

No description available.

In South Africa, legislation dictates that employees must be developed resulting in the need to identify candidate's development capability. As such, it is essential to be able to measure the learning potential of candidates. In practice, cognitive ability has been linked to the complex process of job performance. This study aimed to determine whether learning potential can be used as a predictor of job performance. The Learning Potential Computerised Adaptive Test (LPCAT) was utilised to measure learning potential and job performance was measured through a promotion ratio (taking job knowledge and tenure into account). The moderator variables were investigated. A sample of 135 technical employees was drawn. The data was statistical manipulated reporting various significant relationships confirming the internal reliability of the LPCAT and indicating a strong significant relationship between learning potential and job performance. Variables such as learning potential, job grade and tenure are significant when predicting job performance. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

In South Africa, legislation dictates that employees must be developed resulting in the need to identify candidate's development capability. As such, it is essential to be able to measure the learning potential of candidates. In practice, cognitive ability has been linked to the complex process of job performance. This study aimed to determine whether learning potential can be used as a predictor of job performance. The Learning Potential Computerised Adaptive Test (LPCAT) was utilised to measure learning potential and job performance was measured through a promotion ratio (taking job knowledge and tenure into account). The moderator variables were investigated. A sample of 135 technical employees was drawn. The data was statistical manipulated reporting various significant relationships confirming the internal reliability of the LPCAT and indicating a strong significant relationship between learning potential and job performance. Variables such as learning potential, job grade and tenure are significant when predicting job performance. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-03-15T14:35:17Z No. of bitstreams: 1 Ana Carolina de Aguiar Rodrigues (tese).pdf: 7045279 bytes, checksum: e8a05978f34f04a4419e4c6154a9b2dc (MD5) / Approved for entry into archive by Ana Portela (anapoli@ufba.br) on 2016-03-28T18:08:37Z (GMT) No. of bitstreams: 1 Ana Carolina de Aguiar Rodrigues (tese).pdf: 7045279 bytes, checksum: e8a05978f34f04a4419e4c6154a9b2dc (MD5) / Made available in DSpace on 2016-03-28T18:08:37Z (GMT). No. of bitstreams: 1 Ana Carolina de Aguiar Rodrigues (tese).pdf: 7045279 bytes, checksum: e8a05978f34f04a4419e4c6154a9b2dc (MD5) / CAPES / No estágio atual da agenda de pesquisa sobre vínculos com a organização, esforços têm sido empreendidos para revisar conceitos que, ao longo do tempo, acumularam questões teóricas e empíricas que ameaçam a validade dos resultados encontrados. Dentro dessa tendência mais ampla, estudos têm sido voltados para a revisão do modelo tridimensional do comprometimento proposto por J. Meyer e N. Allen, guiados pelo argumento de que esse modelo reúne mais de um tipo de vínculo. Um dos principais pontos de análise tem sido a pertinência da dimensão de continuação, que apresenta base teórica e comportamento semelhante ao entrincheiramento organizacional. A presente pesquisa buscou percorrer um caminho metodológico que possibilitasse alcançar maiores compreensão, precisão e delimitação desses construtos. Após a revisão e refinamento das medidas do entrincheiramento organizacional e do comprometimento de continuação, foram comparados seus modelos explicativos. Os resultados apontaram para o mesmo padrão de relação quando confrontados os modelos do entrincheiramento e da base de continuação, evidenciando validade convergente. Confirmada a hipótese de que a base de continuação é sobreposta ao entrincheiramento, e de que ambos se distinguem do comprometimento afetivo, foram identificados e discriminados quatro grupos com diferentes níveis de entrincheiramento e comprometimento organizacional: sentinela de oportunidades (níveis medianos dos vínculos), transeunte organizacional (níveis baixos dos vínculos), cidadão livre (alto comprometimento e baixo entrincheiramento) e prisioneiro colaborativo (alto comprometimento e alto entrincheiramento). Desses grupos, foram extraídos casos representativos para uma investigação qualitativa da dinâmica dos vínculos com a organização, com base em narrativas profissionais. Após as análises detalhadas de cada caso, foi elaborado um modelo teórico que reúne variáveis pessoais e organizacionais, além das trajetórias percorridas, que contribuem para a formação das diferentes configurações de vínculo. Conclui-se que o entrincheiramento e o comprometimento são vínculos distintos, que podem ser combinados em diferentes padrões, construídos com base em características pessoais e em experiências vivenciadas na organização. Esses padrões demonstraram a capacidade de ampliar o poder explicativo dos vínculos em comparação ao seu tratamento isolado. Ao término deste estudo, verifica-se o alcance de maior delimitação teórica e empírica do comprometimento e do entrincheiramento. As estratégias metodológicas aqui empregadas poderão ser retomadas e incrementadas em estudos futuros, contribuindo para maiores avanços teóricos e aplicações práticas dos vínculos com a organização. On the current agenda of research on organizational attachments, efforts have been made in order to review concepts which have accumulated theoretical and empirical issues, therefore, threatening the validity of the results of several of these studies. Following a broader perspective, other studies have revised the three-dimensional model of commitment proposed by J. Meyer e N. Allen. These other studies have been guided by the argument that this model included more than one type of bond. One of the key issues is the pertinence of the continuance commitment, which is characterized by similar behavior and theoretical basis, if compared to organizational entrenchment. This research intended to follow a methodological pathway which would enable the researcher reach a better understanding, precision and delimitation of these constructs. After reviewing and refining the measures of organizational entrenchment and continuation commitment, their explanatory models were compared. Results indicated the same pattern of relationship between the models of entrenchment and continuance dimension, evincing a convergent validity. Therefore, not only the hypothesis that the continuance dimension overlaps entrenchment was confirmed, but also that both are distinct from affective commitment. Four groups in different levels of entrenchment and organizational commitment were identified and discriminated: sentinel of opportunities (average levels of attachment), organizational passerby (low levels of attachment), free citizen (high level of commitment and low entrenchment) and collaborative prisoner (high level of commitment and high entrenchment). Representative cases were taken from these groups for a qualitative investigation of the dynamics of bonds in the organization, based on the narratives of the professionals. After a detailed analysis of each case, a theoretical model including personal and organizational variables, and also trajectories lived - which have contributed to the formation of different settings of bonds - was elaborated. It was concluded that entrenchment and commitment are distinct bonds, which can be combined in different patterns, built based on personal characteristics and experiences lived in the organization. These patterns demonstrate the ability of this study to increase the explanatory power of bonds, when compared to their isolated treatment. At the end of this study, the significance of a major theoretical and empirical delimitation of commitment and entrenchment was verified. The methodological strategies used here may be incorporated and improved in future studies, contributing to greater theoretical advances and practical applications of attachments in the organization.