Part of the qualitative phase of Abrahams and Mauer's (1999b) study was replicated at the University of Cape Town with both native English-speaking and non-native English-speaking students. Participants were required to provide synonyms for 135 words contained within the 16PF (SA92) in order to ascertain the extent of problems with the language in the test. When following Abrahams and Mauer's original methodology strictly, results seemed to indicate that both groups struggled with the language contained in the 16PF (SA92). However, less rigid marking, taking into account everyday usage of the words, showed that both groups did understand the words, although they were prevented from displaying this by the original restrictive method. It is suggested that more research be conducted with instruments such as the 16PF in order to obtain a fuller understanding of the extent to which language can affect scores obtained.

In a workplace characterised by market-driven turnover, organisations attempting to retain those employees considered core to their purpose and continued success (referred to as ‘talent’) face a huge challenge in determining the factors instrumental in minimising turnover amongst this group. This research aimed to identify the variables important to this group of valued employees, with a specific focus on the South African context. In addition, it was aimed to discover the relative importance of intrinsic and extrinsic variables to South African talent, particularly when these are considered as factors in their decisions to leave the organisation. It was found that South African talent placed great importance on intrinsic variables, although market opportunities were also considered highly significant in employees’ decisions to leave. The variable of ‘Concern with employment equity and affirmative action’ was revealed as a specifically South African variable, but it was not ranked as one of the participants’ top five most important variables influencing retention.

This study explored the experiences of work-family conflict amongst a group of twenty single working mothers with pre-school age children. Dubin’s (1992) theory of Central Life Interests was utilised to fully understand how the differential importance of the roles played by the women informed the level and nature of the conflict experienced. A two-phase research design was employed in which questionnaire responses from the first phase formed the basis for the second phase of in-depth qualitative interviews. Results indicated that participants viewed motherhood as their Central Life Interest and that this priority could lead them to experience greater conflict between work and family demands. Although work was rated second in importance when compared to family, it was still seen as being of great significance, not only for instrumental reasons, but also for the intellectual stimulation that it provided and opportunities to exercise independence and responsibility. Opsomming Die werk-en-familie konflik-ervarings van twintig werkende enkel-moeders met voorskoolse kinders is ondersoek in hierdie projek. Dubin (1992) se teorie van sentrale lewensbelangstellings is gebruik om te bepaal hoe die belangrikheid van die twee rolle die vlak en aard van die konflik bepaal het. Die navorsing is in twee fases gedoen: ‘n vraelys in die eerste fase, opgevolg deur in-diepte kwalitatiewe onderhoude. Resultate het gewys dat die deelnemers moederskap as hul sentrale lewensbelangstelling beskou het, en dat hierdie prioriteit kon lei tot groter konflik tussen die eise van werk en familie. Alhoewel werk as ondergeskik aan familie beoordeel is, was dit nogtans van groot belang. Aan die een kant was dit vir instrumentele redes, maar dit het ook intellektuele stimulasie verskaf en geleenthede gegee om onafhanklik en verantwoordelik op te tree.

Dubin's theory of Central Life Interests (CLIs) was used to investigate whether work is a CLI for legal professionals in South Africa. The research also served as a comparative exploration between the public and private sectors based on their work centrality and work orientation. 59 employees from three public sector organisations and 27 employees from various private sector law firms completed questionnaires. Contrary to Dubin's theory, results indicated that two-thirds of respondents did not have work as a CLI. Also, contrary to previous work on private and public sector employees, some interesting similarities emerged between the two sectors. OPSOMMINGDubin (1992) se teorie van Sentrale Lewensbelangstellings was gebruik om te ondersoek of werk 'n sentrale lewensbelangstelling is vir individue in die Suid-Afrikaanse regsprofessie. Die navorsing was ook 'n vergelykende ondersoek tussen die publieke en privaat sektore met betrekking tot hul werk sentraliteit en werk orientasie. 59 werknemers van drie publieke organisasies en 27 werknemers van verskeie privaat firmas het vraelyse beantwoord. Teenstellig met Dubin se teorie het resultate gewys dat vir twee-derdes van die deelnemers werk nie 'n sentrale lewensbelangstelling was nie. Daar was ook interessante resultate wat te voorskyn gekom het, wat teenstrydig was met vorige navorsing op werknemers in die privaat en publieke sektore.

Criticisms have been raised that psychological tests do not actually measure the variables that they claim to measure. As a result, the concept of construct validity is called Into question. This article explores the rationale for measurement criticisms levelled at the field as well as the implications for psychology if pseudo-measurement is perpetuated. The article argues that either a re-conceptualisation of construct validity or the development of a new form of validity evidence may be necessary, if the psychological profession is to meet the future in an ethical and scientific manner.