Orientation: Talent management is a strategic priority especially for profit-generating organisations in the private sector. Limited research has been conducted on the theoretical development of talent management. The need for talent management is also triggered by a need to align and integrate people management practices with those of the organisation in order to achieve strategic execution and operational excellence.Research purpose: The primary aim of the study was to develop a talent management framework for the private sector. The research proposed to conduct an in-depth exploration of talent management practices in key and leading organisations already in the mature stages of talent management implementation in South Africa.Motivation of the study: There is a need for the development of best practices in talent management – where talent management strategy is designed to deliver corporate and human resource management strategies. The formal talent management initiative would be linked to the human resources management function and will flow vertically from the corporate strategy-making process.Research approach, design and method: The modernist qualitative research approach was applied to the study. Data were collected through semi-structured interviews (18 persons were interviewed in total). Analytical induction method was instrumental in facilitating the overall data analysis, while constructivist grounded theory assisted with the operationalisation of the data analysis.Main findings: The study has mapped out key dimensions which are essential for the implementation of talent management. The dimensions of talent management are attraction, sourcing and recruitment, deployment and transitioning, growth and development, performance management, talent reviews, rewarding and recognising, engagement and retention. With each of the above-mentioned dimensions, the activities that are to be carried out to achieve the outcome of each dimension are specified.Practical and managerial implications: Role clarifications pertaining to talent management responsibilities and accountabilities are still unclear in most instances. Early identification of key role players and articulation of duties will lead to ownership and clear accountabilities for the successful implementation of talent management.Contribution/value add: The study brought to light critical factors for organisations in the private sector to consider for the successful implementation of an integrated, holistic and comprehensive talent management framework. The proposed framework guides talent management practices within companies in the private sector by highlighting activities to be carried out to achieve outcomes per talent management dimension.

The relationship between locus of control and ethical behaviour among employees in the financial sector Unethical behaviour is a rapidly escalating trend in the current

A cross-culturAl compArison of the stress experienced by high-level cAreer women ABSTRACTThis study examines differences in the experience of work-related stress and of exposure to workrelated stressors among South African career women of different ethnic groups. A sample of 732 women working in administrative, semi-professional, professional and managerial positions was involved. Analyses of covariance found significant differences in the level of stress reported by the different groups, with black women reporting the highest level of stress. Stressors pertaining to a lack of infrastructure and resources in the environment significantly contributed to the stress experienced by black women. All four groups reported discontent with their remuneration and fringe benefits.Keywords: South African career women, occupational stress, job-related stressors, conservation-ofresources theory, criterion group design The composition of the South African labour force is rapidly changing. During the past three decades, the participation of women in the formal labour market, for example, has increased significantly. Msimang (2001), in fact, emphasises the increasing numbers of women, specifically black women, who are moving into high-level careers due to the impact of the Employment Equity Act. Unfortunately, these women are not exempt from the stressful consequences of their increased involvement in the formal labour market. Erasmus (1998) found in a study of the stress experiences of high-level career women from different ethnic groups that more than half reported problems with high levels of work-related stress. Some researchers (Erwee, 1994;Møller, 1998) even suggest that the impact of the Employment Equity Act, which encourages the promotion of more women to managerial positions, may lead to increased levels of stress among women because of their lack of training and the negative impact of gender discrimination on the adjustment of women. What seems to play an important role in the difficulties experienced by many career women is the lack of investment in resources like training, decision-making authority and social support.The conservation-of-resources model of stress (Hobfoll, 1989; was used as the guiding model to conceptualise this study. Hobfoll (1989) strongly supports an ecological approach to stress that emphasises the importance of thinking of people as members of social systems and structures. According to Hobfoll's model, stress develops due to an imbalance between the perceived threat and the perceived ability to master the threat. This model seems to fit in well with a cross-cultural perspective of stress because of its strong focus on the objective reality of stressful situations. Hobfoll (1988, p.25) Resources serve as a means of helping individuals to realise their goals and to gain control over their environment. They

The development of an instrument for work stress. The aim of the investigation was to develop a valid and reliable job stress measuring instrument. As part of the technical analysis of the "Experience of Work and Life Circumstances Questionnaire" (WLQ), it is pointed out that reliability coefficients vary between 0,62 and 0,92, and that the questionnaire proves to have content as well as construct validity.<p> <strong>Opsomming</strong> <br>Die doelstelling van hierdie ondersoek was om 'n geldige en betroubare werkstresmeetinstrument te ontwikkel. As deel van die tegniese ontleding van die "Ervaring van Werk- en Lewensomstandighedevraelys" (WLV), is onder meer uitgewys dat die betroubaarheidskoeffisiente daarvan tussen 0,62 en 0,92 wissel en dat die vraelys oor inhouds en konstrukgeldigheid beskik