Post-graduate studies in

Industrial and Organisational Psychology

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UNIVERSITY OF SOUTH AFRICA


DEPARTMENT OF INDUSTRIAL AND
ORGANISATIONAL PSYCHOLOGY


GENERAL INFORMATION


Consult Part 1 of the Calendar regarding the general rules for
admission to postgraduate studies, documents which must accompany
an application for admission, number of papers for which students must
register, reregistration, duration of study, applications for cancellation,
etc. and the Information Brochure for the closing dates for
registration and fees.

Concurrent registration for an undergraduate course/
module(s) for nondegree purposes

Students may only with the special permission of Senate register for
not more than one undergraduate course or the corresponding
number of modules on the same level for nondegree purposes (NDP)
concurrently with an Honours course, and provided that the NDP
course/module(s) has a bearing on their Honours studies, or they
submit a written justification which is acceptable to the University.
Please note that students must apply before the closing date for
registration for the undergraduate course/module(s) for
permission for concurrent registration.


Post-graduate studies in
Industrial and Organisational Psychology

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WHAT IS INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY?

Since the beginning of the previous century, a strong conviction has
developed that the human factor in industry deserves the same
attention as technical and financial resources. Apart from economic
and social considerations in industry and in society, the emergency of
two world wars has also underlined the need for scientific knowledge
with regard to problems of human behaviour, such as occur in the
selection, training and motivation of personnel. Practice has turned to
that branch of science traditionally concerned with the study of human
behaviour, namely Psychology, and in answer to the need, Industrial
and Organisational Psychology has emerged.

Industrial and Organisational Psychology is the scientific study of
human behaviour in the production, distribution and consumption of
the goods and services of society. As an applied science, it has the
further objective, apart from explaining behaviour, also to provide
practical guidelines towards predicting and controlling behaviour with a
view to efficiency and human psychological welfare.

The field of study may be divided into different areas. One of the best
known of these is Personnel Psychology, in which, inter alia,
attention is given to the procurement, selection, training, evaluation
and compensation of personnel.

In Managerial and Organisational Psychology the interactions
among individuals and various components of organisations are
analysed in behavioural terms, with reference to problems such as
motivation, human relations, organisational leadership and systems.

Ergonomics discovers information about human behaviour, abilities,
limitations and other characteristics. This information is then applied to
the specification, design, evaluation, operation and maintenance of
products, systems, tasks, jobs and environments for productive, safe,
comfortable and effective use by individuals, groups and organisations.
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Industrial and Organisational Psychology

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Whereas the above areas are mainly concerned with the theoretical
and methodological basis of human resource management and
organisational planning, Consumer Psychology is directed towards
the consumer of the goods and services of the work organisation, and
the concepts and methods for explaining and predicting consumer
behaviour.

Other areas are Career Psychology and Employee Wellness. The
former concerns human development through various career stages
from occupational choice to retirement. In the latter the interaction
between the work environment and the personal functioning of the
worker to enhance quality of work life, are studied.

Although Industrial and Organisational Psychology has its own theory
and methodology, it remains necessary for the industrial psychologist
to acquaint herself/himself with those basic concepts from General
Psychology with which she/he works. Thus, for example, the
psychology of learning is particularly relevant in planning training
programmes in industry, and personality lies at the root of all
behaviour.

Like all behavioural sciences, Industrial and Organisational Psychology
is also concerned with everyday life, and therefore it is imperative to
distinguish scientific knowledge from general or assumed knowledge. In
practice, also, it is often required to investigate experimentally those
problems that crop up from day to day. With a view to these needs, a
study is also made of Research methodology. Attention is given to
the professional apparatus of the industrial psychologist, such as
psychological tests and assessment procedures (Psychometrics).

Occupational assessments utilise instruments and procedures
developed and used by professionals in organisations for the purpose
of making inferences about people in the workplace and for predicting
future performance.

Industrial Psychologists and Psychometrists must ensure that
assessment tests and procedures are chosen, administered and
interpreted appropriately.
Psychometrists and counsellors within prescribed boundaries are
allowed to practice independently.
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Industrial and Organisational Psychology

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INDUSTRIAL AND ORGANISATIONAL PSYCHOLOGY AS A
PROFESSION

An important, and perhaps the best known application of Industrial and
Organisational Psychology, is in the field of human resource
management and related functions, for which Industrial and
Organisational Psychology to a large extent provides the scientific
basis. A large percentage of students is actually working in this field or
enters it eventually.

The Department believes, however, that Industrial and Organisational
Psychology in its own right also fills a wider professional role which is
also protected by law. These functions include the diagnosis of
personnel and other organisational problems with an industrial
psychological content, and remedial action with the aid of professional
techniques and advice. Some industrial psychologists fill this role as
professional internal or external consultants.

Persons not registered with the Health Professions Council of
South Africa, may not practice as industrial psychologists or make use
of industrial psychological techniques. Students who completed the
BCom with specialisation in Industrial and Organisational Psychology
with an Honours BCom, Honours BAdmin or Honours BA degree in
Industrial and Organisational Psychology, are eligible for registration
as psychometrists or counsellors after completion of specified practical
training of at least six months. The MCom, MAdmin and MA degrees in
Industrial and Organisational Psychology, followed by a twelve month
internship, lead to registration as an industrial psychologist. The
internship is a professional requirement but is not a requirement for
obtaining a degree.

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Students with a Bachelors degree, Honours degree or Masters degree
in Industrial and Organisational Psychology can register with the South
African Board for Personnel Practice (SABPP) as a Human Resource
Practitioner, Chartered Human Resource Practitioner or Master Human
Resource Practitioner.

The Department offers a Doctorate in Industrial and Organisational
Psychology and a Doctorate in Consulting Psychology.

THE DEPARTMENT OF INDUSTRIAL AND
ORGANISATIONAL PSYCHOLOGY

At the University of South Africa, as at most South African universities,
the Department of Industrial and Organisational Psychology functions
as a separate academic department in the College of Economic and
Management Sciences. Industrial and Organisational Psychology is
offered as a major subject for the BCom, BAdmin and BA degrees,
which lead to the Honours, Master's and Doctors degrees in Industrial
and Organisational Psychology.

Tuition is provided by means of written study material and assignments
based thereon. Discussion classes take place during the year in
Pretoria, Cape Town and Durban for undergraduate modules.
Students will be advised in this regard well in advance.

The most important component of any academic department is its
student body. More than 9 000 persons at the undergraduate and
postgraduate level are at present enrolled as students of Industrial and
Organisational Psychology. Some of them have no previous business
experience, while others occupy advanced positions in human
resources/management or other management functions. A large
number has moved from natural science and technical fields into
administrative and managerial positions. For some students it serves
as a preparation for a professional career, while others choose this
subject merely because they are interested in human interaction, which
constitutes a substantial part of their daily lives and work.
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The Department has set itself the objective to meet the needs of this
growing number of students, with the diversity of interests they
represent.

SYLLABI

The field of study is detailed in the following syllabi. To a large extent,
postgraduate studies are based on undergraduate preparation. For
the benefit of students who wish to plan their studies well in advance,
or those from elsewhere who wish to continue their studies with this
Department, the undergraduate syllabi are also briefly stated.
Postgraduate students would be expected to fill gaps in their academic
groundwork by means of independent study.

FIRST LEVEL MODULES

IOP101M: Psychological processes in work context

This module introduces students to the theoretical perspectives and
methodology. It studies various psychological processes such as:
biological basis of behaviour; development; learning; perception;
cognition; motivation; attitudes; attraction and affiliation; aggression
and conflict; and group behaviour.

IOP102N: Personality in work context

This module introduces students to the foundations of personality with
regard to the following: psychodynamic, behaviouristic, dimensional,
humanistic/phenomenological and cognitive perspectives;
psychological wellness; psychopathology; work adjustment; individual
differences; and assessment of personality.

IOP103P: Customer service in tourism

This module introduces students to: customer behaviour and
characteristics; interpersonal skills and communication; developing a
customer care culture and strategy; customer recovery strategies; and
customer satisfaction and loyalty.
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SECOND LEVEL MODULES

IOP201Q: Industrial psychological research

The purpose of this module is to enable students to gain a background
to scientific research with regard to the following: the displaying of
data; descriptive statistics: central tendency, variability, correlation,
regression; the normal distribution; and Inferential statistics: sampling
distributions and hypothesis testing, t-Tests, F-Test, chi-square and
the practical application of this information.

IOP202R: Organisational psychology

This module introduces students to organisational psychology and
important aspects such as: the individual: foundations of individual
behaviour and the role of perceptions; values; attitudes and job
satisfaction; and basic motivational concepts. The group: foundations
of group behaviour; understanding work teams; communication;
leadership; power and politics; and conflict, negotiation and intergroup
behaviour. The organisation: foundations of organisational structure;
work design; organisational culture; organisational change; and stress
management.

IOP203S: Forensic industrial psychology

This module introduces students to the basic principles, processes and
fields in psychology and industrial and organisational psychology of
importance for the legal profession with regard to the following: the
history and development of law; and the different forms of law, with an
emphasis on civil procedural law, the hierarchy of courts, the
jurisdiction of the courts and court rules, procedures that are of
importance for concluding legal processes, and report writing in order
to enable the industrial and organisational psychology student to
practise in the forensic context.
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Industrial and Organisational Psychology

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IOP205U: Environmental psychology

The purpose of this module is to enable students to understand the
need for and the importance of theories and research methods in
environmental psychology and includes aspects such as:
environmental perception, cognition and attitudes; the effects of
environmental stressors and the relevance of territoriality, privacy and
personal space to environmental behaviour; and to apply this
understanding to practical situations.

IOP206V: Ergonomics

The purpose of this module is to enable students to gain insight into
what ergonomics is and why it is necessary by studying: modules and
approaches; and human-technology interaction. The application of
ergonomics: designing to fit body posture; the office work environment;
designing for special populations; and the practical application of the
modules by means of the ergonomics checklist.

IOP207W: Learning theories and principles

The purpose of this module is to enable students to gain insight into
what learning is by studying the following: the approaches in learning;
functionalistic (eg. Thorndike, Skinner), associative (eg. Pavlov),
cognitive (eg. Gestalt, Piaget, Bandura) and neurophysiological
theories; and implications for training and development.

IOP208X: Psychological adjustment in the work context

The purpose of this module is to enable students to gain insight into
the connection between work and psychological well-being by studying
aspects such as: psychological adjustment; determinants and causes
of work maladjustment; assessment of work adjustment; types of
psychological disorders, work dysfunctions and other work-related and
organisational adjustment problems; and organisational strategies and
methods to manage and promote organisational and employee well-
being.

IOP209Y: Workforce diversity

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Industrial and Organisational Psychology

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The purpose of this module is to introduce students to the diversity
mosaic by defining of concepts and examining diversity in the South
African workforce. The following aspects are studied: the influence of
national culture on organisations; the role of the individual in diversity;
prerequisites for the effective functioning of a diverse workforce; a
model for managing diversity; and gaining diversity through processes
such as recruitment, selection, induction, appraisals, development and
training models.

THIRD LEVEL MODULES

IOP301T: Industrial psychological testing and assessment

The purpose of this module is to introduce students to the origins and
functions of psychological testing by studying aspects such as:
technical and methodological principles: norms and the meaning of test
scores; reliability; validity; and item analysis. Ability testing: individual
tests; tests for special populations; and group testing. Personality
testing: self report personality inventories; measuring interests and
attitudes; and projective techniques. Applications of testing: major
contexts of current test use; ethical and social considerations in
testing; and the practical application of tests.

IOP302U: Personnel Psychology 3A

The purpose of this module is to introduce students to the foundations,
historical background and research methods in personnel psychology.
The following aspects are covered: criteria: standards for decision
making; job analysis; and job evaluation. Predictors: psychological
tests and inventories; interviews; assessment centre evaluations;
biographical information; and new and controversial selection methods.
Personnel decisions: a model of personnel decisions; recruitment;
selection; placement and classification; and training and development.
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Industrial and Organisational Psychology

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IOP303V: Career psychology

The purpose of this module is to enable students to gain insight into
aspects such as: the meaning of work; career concepts and career
management models; theories of career choice; life and career stages;
organisational choice; career management issues in a changing
environment; organisational career support; and career practices.

IOP304W: Labour conflict and negotiations

The purpose of this module is to enable students to gain insight into
the industrial psychological approach to labour relations by studying
aspects such as: the nature of labour relations; perspectives on labour
relations: an open system framework. Labour relations context:
environmental factors; international and South African developments;
and parties to the relationship. Conflict: recognition, manifestation and
identification; and dealing with conflict. Negotiations: the nature of
negotiation; the role of power; characteristics of the negotiator;
preparing for negotiations; and conducting negotiations. Approaches
to facilitate negotiation: interpersonal skills; persuasion and attitude
change; cross-cultural communication; and negotiation tactics. Third
party intervention: conciliation, mediation and arbitration; stages of
group development; process i nterventions; content interventions; and
implications for industrial and organisational psychology.

IOP305X: Organisational development

This module introduces students to the nature of organisational
development and change by studying aspects such as: helping the
organisation to cope with change by identifying real causes of
problems: diagnostic methods including action research and survey
feedback methods. The role of the Industrial Psychologist as
consultant or facilitator: establishing a positive relationship with the
client; contracting with the client; intervention methods or solutions to
address real needs; individual, group and systems approaches to
organisational development; the impact of OD on the organisation; and
evaluating change efforts.
IOP306Y: Individual differences and work performance

The purpose of this module is to enable students to gain insight into
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Industrial and Organisational Psychology

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individual differences by studying the following aspects: personality;
cultural and demographic dimensions; perspectives on individual
differences in the work context; individual differences in cognitive
behaviours; personality traits, personal orientations (interests and
values) and emotional (affective) states; individual differences in work
motivation and satisfaction; individual differences and work
relationships; individual differences and organisational culture/ climate;
individual differences and entrepreneurship; individual differences in
occupational choice and organisational withdrawal; and implications for
practice and assessment.

IOP3073: Human capacity development

The purpose of this module is to enable students to gain insight into
the following concepts: learning in a new era: young children and the
potential to participate. Basic education: a critical participation
opportunity; participation for livelihood; and enhancing participation
across the lifespan. Human capacity development in the world of work:
training and development; management development; and human
capacity development. The role of outcomes based education: the
emphasis on competence; and developing managerial competence.
The competent manager: competence models; making the most of
competences; and the competence controversy; and open learning for
managers in the learning organisation.

IOP3084: Personnel psychology 3B

The purpose of this module is to enable students to gain insight into
the following concepts: performance development: the organisational
context. Individual performance: results, behaviour and competencies;
determinants; performance appraisal and supporting of performance;
rewarding performance; and implementing performance management.
Fairness in personnel decisions: test bias; culture-fair tests; legal
framework; models; human resource planning; compensation; career
management; and the changing nature of work.
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IOP3095: Work group dynamics and diversity

This module introduces students to individual, group and
organisational dynamics by studying aspects such as: interpersonal:
intra personal behaviour and the evaluation and development of
interpersonal styles; interpersonal styles in relationships; and
developing the interpersonal effectiveness of employees. Group
relations: unconscious behaviour and dynamics in groups; and
underlying anxieties in relationships between leaders and followers and
between subgroups. Diversity: the role of employees in diversity and
relationship building; the management of diversity paradigms, initiatives
and models for managing diversity on individual, group and
organisational level.

IOP310U: Performance development

This module introduces students to performance development by
defining the concepts and studying aspects such as: the organisational
context: vision; mission; and performance. Individual performance:
outputs and results; behaviour and competencies; determinants;
reviewing and supporting performance; rewarding performance; and
developing and implementing performance management.

IOP311V: Investor psychology

Financial investment decisions are made in situations of high
complexity and high uncertainty that preclude reliance on fixed rules
and compel the decision-maker to rely on intuition. This module
enables students to gain insight into the application of psychology in
the financial decisions and judgments that investors make.

Students are required to study established key psychological decision
making and judgment principles, concepts, models and theories that
affect investment decisions taken by individual investors, analysts,
strategists, brokers, portfolio managers, options traders, currency
traders, futures traders and commentators.

Attention is also given to the emotional weaknesses of the efficient
market hypothesis, prospect theory, heuristics and framing.
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THE HONOURS DEGREE IN INDUSTRIAL AND
ORGANISATIONAL PSYCHOLOGY

1. ADMISSION

(a) To be admitted to the studies for the Honours BCom degree
in Industrial and Organisational Psychology, students must -

(i) hold a BCom degree and have passed Industrial and
Organisational Psychology III; or

(ii) be in possession of another degree and have passed
at least the following BCom courses: Industrial and
Organisational Psychology I, II and III, Economics I,
Business Management I and Accounting I or
Accounting IA; or

(iii) have obtained the Certificate in the Theory of
Accounting at a recognised university and have
qualified for, or be in possession of, the CA(SA) and
have passed Economics I, Business Management I and
the final course in the subject in which they wish to
proceed.

(b) To be admitted to the studies for the Honours BAdmin degree
in Industrial and Organisational Psychology, students must -

(i) hold a BAdmin degree and have passed Industrial and
Organisational Psychology III; or

(ii) be in possession of another degree and have passed
at least the following six BAdmin courses: Industrial and
Organisational Psychology I, II and III, Economics I, a
course on second-year level* in one of the subjects
from Group C of the BAdmin degree, viz. Development
Administration or Public Administration.

(c) To be admitted to the studies for the Honours BA degree in
Industrial and Organisational Psychology, all students must

* A course on second-year level as indicated by the figure 200 in
the code for the course concerned.
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hold a BA degree and have passed Industrial and
Organisational Psychology III.

Students who completed their Bachelors degree longer than ten
years ago will, as a rule, not be admi tted to the studies for the
Honours BCom or the Honours BAdmin or the Honours BA degree.
Some core modules on undergraduate level need to be completed
first.

2. CURRICULUM

The curriculum comprises five papers. After completion of the
Honours degree and practical training of six months in
psychological assessment or one of the approved practice areas
for counsellors, students may apply to the Health Professions
Council of South Africa for registration as psychometrists or
counsellors. Students can also apply to the South African Board
for Personnel Practice for registration as chartered human
resource practitioners.

The following four papers are compulsory:

REMEI0/ P: Research Methodology

Overview of the research process and the context within which
research is done. Philosophy of science and research planning.
The basic premise and different approaches in qualitative
research with some practical applications. Quantitative research
and experimental research approaches: relevant statistical
procedures; how to choose the correct procedure to analyse
quantitative data; and practical applications of research.
Publication of research: students are guided to write their own mini
research project in the form of a typical journal article.
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MOPSY0/ D: Managerial and Organisational psychology

Organisational behaviour, culture and managerial practice. Self-
efficacious behaviour and its relationship with personality,
motivation and work performance. Models of group behaviour and
work teams. Organisational processes: leadership theories and
applications. Organisational design, change and innovation
management.

PIPSY0/ W: Personnel and career psychology

Principles and theories of recruitment, selection and placement,
Performance management. Employee training and development.
Compensation from an open-systems perspective. Organisational
career development support practices. Theories and principles of
career counselling and guidance in the workplace.

BEDEVLJ: Industrial psychological assessment

Historical development of psychological assessment. Nature of
psychological testing and procedures. Psychological approaches
and assumptions in psychological assessment. Psychometric
theory in psychological assessment. Measurement concepts and
types of psychological assessment techniques. Psychological
assessment in the work context. Professional, legal and social
questions in psychological evaluation.

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Choice papers

The fifth paper must be selected from one of the following:

BEGES0/ A: Employee and organisational wellness

This paper entails the study of employee and organisational
wellness. The following themes are studied: Approaches,
definitions and criteria to explain and assess psychological
adjustment and maladjustment. Measurement and assessment of
employee and organisational wellness (diagnosis). Etiological
factors in wellness, psychopathology and work dysfunctions.
Classification of wellness, psychological disorders and specific
work-related problems (work dysfunctions and career adjustment
difficulties) are studied. Treatment and management of adjustment
and maladjustment, as well as burning issues in employee and
organisational wellness are addressed.

CONPSY9: Consumer psychology

Psychological concepts that influence consumption related
behaviour. Consumers as decision makers: search;
comprehension; inference making; and memory-based and
stimulus-based decision-making. The psychology of advertising:
memory models; involvement-driven processing; conditioning
models; attitudes towards advertisement; repetition; and message
factors. Commitment-led marketing: theory of conversion; and the
conversion model.

ERGONSJ: Ergonomics

Ergonomics theory and measurement. Application of
anthropometric data. Occupational health and safety. Promotion
of productivity and efficiency. Ergonomic factors relating to product
design and facilities. Effect of environmental factors on ergonomics
of work.

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Industrial and Organisational Psychology

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EMPLOYU: Employment relations

Behavioural dynamics and the employment relationship.
Interaction between the employment relations role players at
macro level. Transformation towards co-determination, workplace
democratisation and labour-management co-operation.
Negotiation behaviour for handling conflict, change and dispute
resolution.

3. PROFESSIONAL REGISTRATION

Students who intend becoming psychometrists or registered
counsellors with the Professional Board for Psychology should
apply in the department for selection for professional training.
Applications for selection can be submitted to the Department of
Industrial and Organisational Psychology during the year.

The practical training should be completed over a minimum period
of six months (and not longer than 12 months) in one of the
following practice fields:

Psychometrics
Counsellor in one of the following areas:
Human resources
Career counselling
Employee wellness

The practical training can be completed during the final year of the
honours degree but preferably after completion of the degree. The
execution of the supervised six month practical training in a work
context will be planned per individual application.

After completing the Honours in Industrial and Organisational
Psychology, the practical training in work context and the Board
examination, students may register with the Professional Board for
Psychology as psychometrists and counsellors (independent
practice).
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THE MASTERS DEGREE IN INDUSTRIAL AND
ORGANISATIONAL PSYCHOLOGY

OPTION 1 COURSE WORK PROGRAMME

Admission

The criteria for admission to this course work degree are, firstly, an
Honours degree in Industrial and Organisational Psychology with an
average of at least 60%. Secondly, students need to undergo a
thorough psychometric selection battery. Thereafter, practical
considerations, such as experience, current work and the possibility of
doing an internship will also be considered. And lastly, an interview to
establish a candidates suitability is also required.

Only a limited number of candidates are admitted annually. Application
forms are obtainable from the Department of Industrial and
Organisational Psychology (contact the Departmental Secretary at
(012) 429 8538 or DeptIOP@unisa.ac.za) as from July of the year
preceding the start of the programme, to be submitted to the
Department before 15 September. Candidates are invited to attend the
selection procedure in Pretoria during October. Hereafter successful
candidates register with the Registrar (Academic).

Contents

The degree consists of a theoretical year and a dissertation year,
which must be passed separately wi th at least 50% in each.

1. Theoretical part (first year) - 50% of the degree

Building on the theory covered in the honours degree, this degree
places the emphasis on applied knowledge, the solving of
problems and the development of professional skills.

The following fields in Industrial and Organisational Psychology are
covered:

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Personnel Psychology
Organisational Psychology
Career Psychology
Psychological Assessment
Research
Personal and Professional Growth

Attendance of five one-week workshops in Pretoria is compulsory.
Assignments are submitted during the year and an examination is
written in November. A pass mark of 50% is required.

Once students have completed the theoretical year, they may start
working on their dissertations.

2. Dissertation (second year) - 50% of the degree

In the second year, students are required to conduct research
under the guidance of a supervisor. A dissertation of limited scope
must be submitted for examination. A pass mark of 50% is
required. Students are also required to submit a publishable
article.

3. Internship

To be registered as a Psychologist in the category Industrial (with
the Board for Psychology - part of the Health Professions Council
of South Africa) after completion of the degree, the candidate
registers as student psychologist during the first year and as intern
psychologist during the second year.

The candidate plans the internship programme together with
his/her internal (organisational) Industrial Psychologist during the
first year and submits this programme to the department. Upon
acceptance, the department accepts the role of external
collaborating university. Students will also have to pass the
national board examination. The dissertation must be finished
before registration as industrial psychologist takes place.

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THE MASTERS DEGREE IN INDUSTRIAL AND
ORGANISATIONAL PSYCHOLOGY

OPTION 2 RESEARCH DEGREE

Admission

The criteria for admission to this research degree are firstly an
Honours degree in Industrial and Organisational Psychology with an
average of at least 60%. Secondly, a research proposal is written by
the candidate according to the requirements set by the Department
and handed in for acceptance. These requirements and guidelines are
obtainable from the Department of Industrial and Organisational
Psychology (contact the Departmental Secretary at (012) 429 8538 or
DeptIOP@unisa.ac.za). Hereafter the successful candidate registers
with the Registrar (Academic) and a supervisor is appointed.

Contents

The degree consists of a full dissertation and a publishable article. The
research is carried out under supervision of a designated staff member
and handed in for examination. No course work, practical work or
internship form part of this degree, nor does it lead to registration as
Industrial Psychologist.

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THE DOCTORS IN INDUSTRIAL AND
ORGANISATIONAL PSYCHOLOGY

Admission

The criteria for admission to this research orientated degree are firstly
a Masters degree in Industrial and Organisational Psychology with an
average of at least 60%. Secondly, a research proposal is written by
the candidate according to the requirements set by the Department,
and handed in for acceptance. These requirements and guidelines are
obtainable from the Department of Industrial and Organisational
Psychology (contact the Departmental Secretary at (012) 429 8538 or
DeptIOP@unisa.ac.za). Hereafter the successful candidate registers
with the Registrar (Academic) and starts working on the research
project.

Contents

The degree consists of a thesis and a publishable article. The
research is carried out under supervision of a promoter and handed in
for examination.

THE DOCTORS IN CONSULTING PSYCHOLOGY

Admission

Only registered Psychologists with at least 3 years practical consulting
experience may apply for the Doctorate in Consulting Psychology.

Only a limited number of candidates are admitted annually. An
application form and further detail on the different outcomes can be
obtained from the Department of Industrial and Organisational
Psychology (contact the Departmental Secretary at (012) 429 8538 or
DeptIOP@unisa.ac.za). The closing date for applications is
30 September.
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Contents

The programme is divided into two parts. The first part (first year)
consists of seven compulsory workshops and students are required to
develop a research proposal. The second part consists of a research
thesis. This is a research doctorate and students will only be
evaluated on the final research thesis they submit.

First year of study

Workshops, which are presented in the first year, cover 14 themes.
Within each of these, one or more outcomes have been identified as
the focus of the workshop. The workshops provide opportunities for in-
depth learning about selected aspects of the specific themes through
experiential learning and prepare students for conducting research in
the different areas of Consulting Psychology.

Second year of study

A research thesis - which is planned during the first year of study - is
completed and handed in for examination. The research may however
take more than one calendar year to complete.







PROF A M G SCHREUDER
HEAD: DEPARTMENT OF INDUSTRIAL
AND ORGANISATIONAL PSYCHOLOGY
Post-graduate studies in
Industrial and Organisational Psychology

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TEACHING STAFF


PROFESSOR: *A M G Schreuder DAdmin (Unisa)
F van N Cilliers DPhil (PU vir CHO)
M de Beer DLitt et Phil (Unisa), HED
N Martins DPhil (UP)
AM Viviers DCom (Unisa)

ASSOCIATE
PROFESSOR: M Coetzee MA(Linguistic) (Stellenbosch)
DLitt et Phil (Unisa)
J P R Joubert DCom (Unisa)

SENIOR
LECTURER: S H Baloyi MSc (Medunsa)
H A Barnard MA (RAU)
Z C Bergh MA (Unisa)
S C Coetzee DLitt et Phil (PU vir CHO)
D J Geldenhuys BD (UP), DAdmin (Unisa)
M B Leary MCom (Unisa)
O M Manetje MA (Unisa)
M S May MA (UCT), DTE (Unisa)
K P Moalusi MAdmin (Unin)
R M Oosthuizen DLitt et Phil (Unisa)
L M Ungerer MA (Stellenbosch)
H von der Ohe MCom (UP)
S E Vosloo DCom (Unisa)


LECTURER: N N Bekwa MCom (Unisa)
E J Botha MA (PU vir CHO)
V Naidoo BAdmin (Hons) (UDW)
M G Ngokha BA (Hons) (Unisa)

* Head of Department