The ability to generalise vigilance research to operational environments has been questioned, largely due to differences between laboratory research and real-world settings. The taxonomy of vigilance tasks proposed by Parasuraman and Davies (1977) represents an attempt to classify vigilance tasks so that tasks with similar information-processing demands can be compared and the ability to generalise results enhanced. Although the taxonomy originally included complexity, the term specifically referred to multiple sources of information. Complexity has been overlooked in much of the traditional vigilance literature, although it is included in more recent studies of jobs such as air traffic control. In this paper, the taxonomy is evaluated in relation to two vigilance intensive jobs - closed circuit television surveillance operators and air traffic controllers. In its present form, the existing taxonomy of experimental settings has limited applicability to these operational settings. Therefore, recommendations for expanding the taxonomy to include more aspects of complexity are made. It is argued that the revised taxonomy be used in conjunction with situation awareness, which makes provision for the cognitive processes involved in these jobs.

The aim of this cross-correlational study was to determine how similar black and white managers were with regards to job mobility and whether high salaries was the main reason for excessive job mobility. Thirty black and thirty white middle managers from large companies completed the questionnaires assessing job satisfaction, organisational commitment, work values and intent to leave. <p><strong>Opsomming</strong> <br>Die doelwit van hierdie kruiskorrelasiestudie was om vas te stel in watter mate daar n ooreenkoms tussen swart en wit bestuurders is ten opsigte van hulle benadering tot werkmobiliteit en of hoe salarisse die hoofrede is vir oormatige werkmobiliteit. Dertig swart en dertig wit middelbestuurders van groot maatskappye het die vraelyste voltooi wat die volgende geevalueer het: werkbevrediging, verbintenis tot die organisasie, werkwaardes en voomeme om die maatskappy te verlaat

Research on the work/family interface has largely focused on women. Relatively little is known about how men conceptualise their roles at work and at home, the work/family conflict they experience, and how this relates to their life satisfaction. Gender role orientations in society are changing, varying from traditional through to participating and role sharing. We examined the relationship between male managers' gender role orientation, work/family conflict and life satisfaction within the framework of Clark's work/family border theory. Gender role orientation was used to operationalise border theory's concept of centrality. Conflict between the work and family domains was examined in a bidirectional manner. A non-experimental, cross-sectional correlational research design was used. The sample consisted of 52 married or cohabiting male managers in dual career relationships and with at least one child dependant under 18 years of age living at home. Self-report questionnaires were used. Results indicate that there is (a) a relationship between men's gender role orientation and overall work/family conflict, (b) there is a relationship between gender role orientation and family to work conflict, but not between men's gender role orientation and work to family conflict, and (c) a negative relationship between work/family conflict and life satisfaction. The types of work/family conflict (time, behaviour and strain) were also examined. A significant relationship was found between strain-based conflict and life satisfaction. Results are interpreted in terms of the centrality of participants in their work and family domains, whereby participants with a more role-sharing gender role orientation enjoy greater centrality at home and therefore a greater sense of agency in dealing with role conflict between the domains.

This study explores spouses' experiences of their partners' absence due to frequent business travel. Semi-structured interviews were conducted with five male and five female participants, all of whom had at least one child living with and dependent on them. The findings indicate that respondents generally do not find their spouses' absence to be inherently stressful. However, negative outcomes were more common than positive ones. Various dynamics operate in the remaining spouses' appraisal of the situation. The main coping resources utilised included work flexibility and social support. Spouses used both problem and emotion-focused coping strategies to cope with their partners' absence. Women in the sample tended to make greater use of coping strategies as well as having more extensive and varied coping repertoires, particularly with respect to emotion-focused coping.

This study examines the work experiences of domestic workers in the context of socio-economic-political legislation promulgated to protect their social rights in the new South Africa. It gains insight into the power relations and embedded tensions between employers and domestic workers with the aim of identifying forms of oppression affecting domestic workers. In-depth interviews were conducted with nine female domestic workers employed in African households and analyzed using thematic content analysis. Results indicate that despite inclusion in labour legislation, domestic workers remain a vulnerable group. They experience oppression in the form of exploitation, marginalization, powerlessness, violence and some class-based cultural imperialism. Despite this, agency and resistance in the face of oppression was a key finding. Although some gains may have been obtained through inclusion in legislation, the asymmetrical power relationship with employers remains problematic.