During the apartheid years in South Africa, career guidance amongst disadvantaged learners was largely absent and, for many, career choices were limited and governed by politics. Despite South Africa having celebrated 20 years of democracy, this situation has improved only slightly. Therefore, the aims of the study were to determine the factors that influenced students' career choice and to ascertain the possible barriers that impacted their decision. An adapted version of Myburgh's Career Choices Questionnaire (2005) was administered to 721 undergraduate students. The results showed that parents and loans or bursaries were the largest sources of financial support and that anticipated benefits influenced the students' career choice, with the potential for personal growth and development, for future high earnings and for promotion to the top of the organization the most important among these. Furthermore, participants rated visits from lecturers and brochures as the most prominent sources of influence.

The researchers investigated a simplified process model, a so-called salutogenic approach, of coping with stress in the workplace. Two constructs of salutogenic functioning, namely sense of coherence and locus of control (three dimensions: internal, external locus and autonomy), as well as the stress levels of 240 employees from a parastatal organisation were measured. As expected, individuals with a stronger sense of coherence and a stronger internal locus of control experienced lower levels of stress and vice versa. Nevertheless, in a regression analysis only the sense of coherence and external locus of control variables contributed significantly to variance in the criterion variable stress

In the field study we examined the assumptions proposed by Social Identity Theory (SIT) that dominant and non-dominant groups differ systematically regarding the functional interaction between beliefs about the intergroup situation and identity management strategies. Participants were university students from three racial groups:, as non-dominant groups, and whites (N = 100) as dominant group in postapartheid South Africa. A multiple group path analysis to test SIT revealed systematic differences between dominant and non-dominant groups regarding the impact of perceived legitimacy on ingroup identification, perceived legitimacy on social competition and on individual mobility. Furthermore, the results showed that ingroup identification differentiates between individual and collective strategies irrespective of the groups' status positions. The results also highlight the different effects (or lack of effects) of the socio-structural variables in the SIT model, which is argued to be determined by the concrete socio-historical context of the respective intergroup relations.

Our purpose in this study was to determine whether results of the subscales of the Occupational Personality Profile (OPP) are comparable among various race and language groups. The sample consisted of 234 individuals, who had applied for management positions in various government institutions. The sample was divided into African and white individuals from different language backgrounds. Analyses revealed acceptable reliability coefficients on most of the subscales of the OPP. Significant differences among means were however found on a number of the subscales. The practical implications of these findings for employment testing and adverse impact are discussed.

The validity of Mednick's Remote Associates Test (the RAT) is critically evaluated. First, Mednick's theoretical conceptualization of creativity and his explanation of the derivation of the RAT are briefly reviewed. Thereafter, the theoretical, predictive, convergent and discriminant validity of the RAT are critically examined in the light of both theory and empirical findings.