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MA (Industrial and Organisational Psychology), North-West University, Potchefstroom Campus Long-distance truck drivers play a vital role in the economy. The trucking industry makes it possible for businesses to move products nationally and internationally. Long-distance truck driving is not only important, but also an extremely dangerous occupation. The drivers are exposed to various challenges such as accidents on the road, long working hours, time pressures, unusual sleep patterns and safety concerns. They also experience physical health issues such as diabetes, heart diseases, cholesterol and chronic conditions. These challenges have a negative influence on the overall well-being of long-distance truck drivers and their work performance. The objective of this study was to explore the experiences of long-distance truck divers by means of Employee Assistance Programmes (EAPs) in South Africa. A qualitative research design was utilised based on an interpretivism paradigm. A qualitative descriptive strategy was applied following a combination of convenience and purposive sampling so as to reach the objectives of this study. Long-distance truck drivers in South Africa (N=17) participated in this study, and data-collection was done via face-to-face interviews. The results of the study indicated that long-distance truck drivers are faced with a large amount of challenges or demands while on the job, which has a negative influence on their physical, emotional and psychological wellbeing. The existing EAPs provide primary health-care services to long-distance truck drivers such as general check-ups, functioning of the heart, HIV-testing, referrals, testing blood pressure and blood sugar, testing cholesterol, testing for Sexually Transmitted Diseases (STDs) and checking their weight. Some drivers had negative experiences, for instance that the EAPs are closed most of the time, some EAPs have long queues and they occasionally run out of stock. However, the majority of the drivers experienced the EAPs in a positive light because they indicated that when they go to the EAPs their concerns are addressed, the services are free, they do not have to wait long, the staff are friendly and professional, they receive expert advice, and there is enough parking space for the trucks. The results show that truck drivers experience demands that influence their work performance negatively. These demands include accidents due to lack of sleep, fatigue, inconsiderate fellow road users, long working hours, pressure from the supervisors, safety concerns, spending less time at home and working overtime. The results also reported contributions made by the EAPs such as sharing knowledge about health with the drivers, saving time, providing medication and assistance. According to the findings the participants reported being satisfied with the services provided, but that they would like the following additional services: a gym for exercising, and eye testing. The results indicate that the drivers expressed overall satisfaction with the services provided and further indicated that the participants made no recommendations. However, some did mention that the operating hours should be reconsidered. Although most of the participants in the study who utilises the EAPs are happy with the services provided; it is still evident that the main focus of the EAPs is providing primary health-care to long-distance truck drivers. The present study grants EAPs the opportunity of improving the current services that are offered and of creating a programme with a holistic approach to truck drivers’ needs. Recommendations were also made for future research and practice. Masters

MCom (Taxation), North-West University, Potchefstroom Campus Female pilots have since the start of their careers experienced challenges relating to their gender, especially females occupying masculine occupations such as being in aviation. It is important to understand the effect that these stereotypes and challenges have on female pilots and the effect thereof on their perceived work performance. Female pilots are also the minority group when it comes to the pilot occupation and they are underrepresented within the South African aviation industry. Several studies have indicated that this might be due to stereotypes that exist concerning the occupation being masculine and more suitable for men. This study therefore aimed to explore the existence of occupational gender stereotypes concerning female pilots within South African-based aviation companies. The experiences of female pilots and the effect stereotypes have on their perceived work performance was also explored where after recommendations were made for aviation organisations to help mitigate these effects. A qualitative research design was employed based on the social constructivism paradigm to reach the objectives of this study. A qualitative descriptive approach was followed using a combination of convenience and purposive sampling. Female pilot employees (N=15) from selected South African-based aviation companies were requested to complete an online qualitative survey on the QuestionPro platform. The results of this study indicated that female pilots within selected South African-based aviation companies do experience occupational gender stereotypes. Stereotypes mentioned by participants included that female pilots are less capable than male pilots, that they are not readily accepted as pilots, and they lack technical skills. These individuals also shared both positive and negative experiences of these stereotypes. Some of the negative experiences are for example that they are disrespected, they feel underestimated and that there is a higher expectation of them. There were also positive experiences in that female pilots believe that they are better pilots than males, they are more hard-working, and they are treated the same as male pilots. The study also focused on the effect occupational gender stereotypes have on the perceived work performance of female pilots. The results indicated that female pilots tend to work hard to prove themselves or they feel that the stereotypes make them better pilots. Some participants did however mention that their performance is not affected by these stereotypes. The participants were also asked to list strategies which they or other female pilots could apply to manage the experienced stereotypes. Suggestions such as always being prepared, becoming more resilient and building a good support network were listed. The participants also listed strategies aviation organisations could employ in order to manage stereotypes that exist in their companies. Suggestions from the participants included employing more female pilots, providing opportunities to report negative gender treatment and creating a supportive working environment. Recommendations were made for future research and practice. Masters

MCom (Industrial and Oranisational Psychology), North-West University, Potchefstroom Campus Psychometric assessment is a sub-discipline in Industrial Psychology, and it plays an integral role in decision-making processes on an individual, group and organisational level. Due to technological advances, the assessment arena has evolved, and over the years many developments have come into being. Not only has the fourth Industrial revolution accelerated the speed at which these advancements are applied in the field of Industrial Psychology; the COVID-19 pandemic and world-wide lockdown has also affected the manner in which assessments are administered. This means that Industrial Psychology professionals need to be agile and keep the pace to ensure that high-quality standards in assessments are still achieved in this digital age. Psychometric assessments can be administered in different assessment modes (i.e. paper-and-pencil assessments, computerised assessments and gamified assessments). Multiple considerations and factors are associated with each assessment mode, especially when applied in the context of South Africa, which is known for its rich diversity. The objective of this study was to explore and describe the perceptions of Industrial Psychology professionals with regard to the use of the different modes of psychometric assessments in the digital age. A qualitative research design was employed in this study based on an interpretivist paradigm. A combination of purposive and snowball sampling techniques was used for data-collection purposes. Data were gathered from Industrial Psychology professionals working either in private practice or in an organisation (N=21). The data were collected by using written qualitative surveys via the QuestionPro platform. The researcher employed a thematic analysis for analysing the data. The results indicated that all participants prefer using different psychometric assessment modes for various reasons and purposes such as recruitment and selection, development, career guidance, medico-legal assessments etc. Most participants indicated that they prefer to use computerised assessments. Only the minority of the participants mentioned that they use gamified assessments; it is new to the market, and Industrial Psychology professionals require more knowledge of this assessment mode. The results of this study also highlighted the potential benefits and challenges associated with paper-and-pencil, computerised and gamified assessments as perceived by Industrial Psychology professionals working in their own practices or in organisations. Recommendations were also made for future research and practice. Some of the recommendations made by Industrial Psychology professionals are made to psychometric assessment test publishers and higher education institutions. Masters

MCom (Industrial and Organisational Psychology), North-West University, Potchefstroom Campus In the business environment of the twenty first century, knowledge can be a key differentiator for organisations. Furthermore, organisations who have employees with industry- and organisation specific skills are able to gain a competitive advantage in their markets. By retaining knowledge and skills within the organisation can ensure that organisations develop and grow their knowledge and skills pool by means of accumulation. With the baby boomer cohort starting to enter into retirement, organisations are face with the risk of losing valuable knowledge and skills if not transferred and retained properly. Considering the important role knowledge transfer and skill retention can play in the current business environment it is important to identify how organisations perceive knowledge transfer and skill retention and to determine whether they are aware of the impact it can have on the organisation if the valuable knowledge and skills are lost. The objective of this research was to gain insight into the perceptions South African mining organisations have concerning knowledge transfer and skill retention of baby boomers. The research further aimed to identify strategies to assist organisations in their knowledge transfer and skill retention efforts. This research study made use of a qualitative research design based on the social constructivism paradigm. The researcher followed a qualitative descriptive approach making use of both purposive sampling and convenience sampling. Data was gathered from managers in South African mining organisations (N=16). The data was gathered by means of qualitative surveys, using the QuestionPro platform and analysed by implementing the steps of thematic analysis. The results indicated that all participants regard knowledge transfer and skill retention of baby boomers as important, however further results indicate that not all organisations have adequate knowledge transfer and skill retention strategies in place. This research study highlights the negative effects of poor knowledge transfer and skill retention strategies as perceived by mining managers. This study also discusses the recommended strategies for effective knowledge transfer and skill retention of baby boomers as identified by participants. Recommendations were made for future research and practice. Masters

MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2020 As the decades passed, the workforce changed tremendously in becoming more diverse amongst employees. Employee diversity became more challenging in organisations as the different cultures and backgrounds of employees were not understood. Understanding employees’ culture, perceptions, and opinions are a crucial aspect of diverse management in order to reach organisational goals. These different cultures and backgrounds includes features such as language and behavioural differences. If these are not taken into consideration it leads to unclear communication, misunderstanding, and conflict amongst employees in the organisation. This creates pressure in the organisation to manage personnel, decision-making, and problem solving effectively. In order to understand cultural differences amongst employees in the organisation, management needs to explore the context of social desirability and impression management of different cultures to inform organisational decision-making. Although several research studies have been conducted on social desirability, however limited research has been conducted on social desirability in South Africa, specifically in the Afrikaans Coloured culture. Previous studies on social desirability and impression management focussed on the White Afrikaans group and the Zulu culture. This lack of research necessitates this study. The purpose of the study was to explore social desirability and impression management within the Afrikaans Coloured culture in a formal and informal setting, using the emic perspective. A qualitative research approach has been followed, conducting semi-structured interviews with 11 participants. The population sample consisted of Afrikaans Coloured employees in organisations holding more than 50 employees in the Western Cape and the Northern Cape. Data was captured and analysed. The results of the study indicated that the most common social desirable features in the Afrikaans Coloured culture include: the presence of others; the display of respect; the display of supportive behaviour and language use.. This imply that in order for management to successfully apply diversity management intiatives the above-mentioned social desirable features need to be taken into account in organisational decision making. The results of the impression management (IM) tactics that were applied during Afrikaans Coloured employees’ interaction in their formal and informal settings, confirmed the following fundamental characteristics and behaviour all Afrikaans Coloured culture should display when impressing others, namely IM tactics such as displaying respect; providing different support to people one encouters, and being hardworking. Several researchers and the participants of this study perceived the behaviour and ways of living originates from their culture. Recommendations were formulated with regard to future research and practice. Masters