Research purpose: The present study developed and tested the construct validity and reliability of the learning programme management and evaluation (LPME) scale.Motivation for the study: The LPME scale was developed to measure and enhance the effectiveness of the management and evaluation of occupational learning programmes in the South African skills development context. Currently no such instrument exists in the South African skills development context; hence there is a need for it.Research design, approach and method: This study followed a quantitative, non-experimental, cross-sectional design using primary data. The LPME scale was administered to a sample of 652 skills development practitioners and learners or apprentices drawn from six organisations representing at least five economic sectors in South Africa. Data were analysed using SPSS and Rasch modelling to test the validity and reliability of the new scale.Main findings: The findings show that the LPME scale is a valid and reliable 11-dimensional measure comprising 81 items.Practical/managerial implications: In view of the seriousness of the skills shortage challenge facing South Africa, this study provides a solid base upon which skills development practitioners can effectively manage and evaluate occupational learning programmes. Furthermore, the newly developed LPME scale provides a basis for further human resource development research in the quest for a solution to the skills shortage challenge.Contribution/value-add: This study contributes by developing a new scale and testing its validity and reliability. As a valid and reliable measure, the LPME scale can be applied with confidence in various South African workplaces.

The study examined the relationship between employees' psychological career meta-capacities and their job retention-related dispositions. Participants were a convenience sample (n=355) of managerial and staff levels in the human resource management field. They completed the Psychological Career Resources Inventory (PCRI), Career Adaptability Inventory (CAI), Personal Views Survey II (PVS), Job Embeddedness Scale (JES) and the Organizational Commitment Survey (OCS). Data were analyzed using canonical correlations to predict the relationship between the psychological career meta-competencies and the job retention-related dispositions. Structural Equation Modelling was used to validate the overall relationship between the two canonical construct variates. The results show that the psychological career meta-capacities predict the job retention-related factor job embeddedness. Psychological Career Meta-CapacitiesPsychological career meta-capacities act as personal resources in managing the person-environment fit harmonics. For instance, psychological career resources (people's career preferences and values, career enablers, career drivers and career harmonizers) enable individuals to adapt to changing career circumstances and to shape and select environments in order to attain success within a particular socio-cultural context (Coetzee, 2008).People's career preferences and values comprise their unique views about the paths their careers should follow and guide their career decisions. Together with people's sense of career purpose, career directedness and career venturing attitudes. For instance, career enablers (practical or creative skills, and personal and interpersonal management skills that help people to succeed in their careers), career harmonizers (people's self-esteem, behavioral adaptability, emotional literacy and social connectivity) are psychological attributes important to job retention (Coetzee, 2008). Savickas's (1997Savickas's ( , 2005 proposed the notion of career adaptability to refer to a set of five specific attitudes, beliefs, and competencies (concern, control, curiosity, confidence and commitment), which shape the actual problem-solving strategies and coping behavior that individuals use to synthesize their vocational self-concepts with work roles.

To identify and describe predictors of daily hearing technology (HT) use in children. DesignRetrospective review of clinical records. Multiple regression analyses were performed to identify predictors. Study sampleThe sample included 505 children (<11 years of age) using hearing aids (HAs), cochlear implants (CIs), and bone conduction hearing devices (BCHDs). ResultsAverage HT use was 9.4 h a day. Bivariate analyses yielded 31 potential predictors from the 42 variables included. The general linear model (p < 0.01, R 2 = 0.605) identified 10 interacting factors that significantly associated with increased HT use. Intrinsic predictors of increased HT use included older chronological age, more severe degrees of hearing loss and older ages at diagnosis and initial HA fitting. Extrinsic predictors included the child's ability to independently use HT, at least one CI as part of the HT fitting, coordinated onsite audiological management, self-procured batteries, auditory-oral communication mode and regular caregiver intervention attendance. ConclusionsAverage HT use was high, approximating hearing hours of peers with normal hearing. CI recipients demonstrated higher HT use compared to children using other HT. The newly identified factors can predict and increase HT use in children while contributing to evidence-based intervention services that promote optimal auditory-based outcomes.

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Objective: To describe the effect of tinnitus distress on the hearing-related quality of life (QoL) outcomes over time in adult cochlear implant (CI) recipients. Design:A retrospective, longitudinal study of adult CI recipients was conducted. Hearingrelated QoL and tinnitus distress were assessed using the Abbreviated Profile of Hearing Aid Benefit (APHAB) and the Tinnitus Reaction Questionnaire (TRQ) preoperatively and at 6months, 12-months and >24-month postoperatively. The association between tinnitus distress and hearing-related QoL outcomes over time was investigated. Furthermore, 13 potential predictive factors were identified from the retrospective dataset. Multiple regression analyses were performed to identify variables that influence hearing-related QoL outcomes over time. Study sample:The study sample included 210 adult ( 18 years) CI recipients implanted between 2001 and 2017.Results: Lower tinnitus distress and younger age at implantation were significant predictors of better hearing-related QoL in adult CI recipients. A significant reduction in tinnitus distress up to two years post-implantation was found, as well as greater tinnitus distress correlating with poorer hearing-related QoL outcomes. Conclusion:Tinnitus distress negatively affects the hearing-related QoL outcomes of adult CI recipients. Tinnitus distress and age at implantation were found to be significant predictors of hearing-related QoL when controlling for other predictive factors.