Academic literature on the topic 'Verbintenis'

Against the background of the body/mind connection the focus is firstly on the Biblical view of man as an unfragmented unity. Secondly the emphasis is on the historical roots of the so called biopsychosocial model that is replacing the traditional biophysical method. Furthermore, the focus is also placed on the possibility of physical problems as the result of unresolved emotions; the immune system as an important link within the body/mind connection; critical life changes; the role of genetics as well as important decisions of the will; social support and loneliness; and, the therapeutical value of writing or verbalization. In conclusion the emphasis is put on the pastoral implications of all the above mentioned factors and a plea is made for the inclusion of the pastoral/spiritual dimension in the biospychosocial model. This will lead to a fully multidisciplinary approach in the counseling of the traumatized and/or emotionally wounded person.

Die gis Saccharomyces cerevisiae word wêreldwyd as die belangrikste kommersiële mikro-organisme bestempel en geniet sogenaamde ABAV-status (Algemeen Beskou As Veilig) weens dié gis se eeue lange verbintenis met voedselproduksie (bv. brood, wyn, bier, proteienaanvulling en geurstowwe).

Konstruksi hukum dalam transaksi terapetik sudah terlembaga dalam ketentuan perundang-undangan nasional, namun persepsi pasien tentang aspek hukum perikatan upaya dalam transaksi terapeutik masih demikian beragam, tidak utuh, bahkan sebagian kabur. Penelitian ini bertujuan untuk melihat bagaimana persepsi pasien tentang aspek hukum perikatan upaya (inspanning verbintenis) dalam transaksi terapeutik antara dokter dengan pasien.Partisipan dalam penelitian ini adalah 15 orang pasien di RSUD Salatiga. Tehnik pengambilan sampel dengan menggunakan metode cluster random sampling dengan populasi : pasien yang sedang menjalani rawat inap berdasarkan perikatan atas kontrak di RSUD Kota Salatiga dalam jangka waktu satu bulan sejak pasien masuk dirawat inap di RSUD Kota Salatiga, Tehnik pengambilan data dengan studi lapangan lewat observasi dan wawancara yang mendalam (deep interview) secara terarah (directive interview), dengan analisa data secara kualitatif yang diuraikan secara deskriptif-naratif maupun menggunakan table maupun diagram secara statistik.Hasil yang didapatkan memperlihatkan bahwa 73,3 % responden memiliki persepsi tentang adanya hubungan hukum dalam transaksi terapetik. Persepsi responden tentang aspek hukum turunan dalam transaksi terapetik meliputi berlakunya hubungan kontraktual dalam transaksi terapeutik, sifat perikatan dalam transaksi terapeutik; serta hak dan kewajiban dokter dan pasien dalam hubungan kontraktual dalam transaksi terapeutik memiliki korelasi dengan latar belakang tingkat pendidikan responden.

Die onderwerp van hierdie voordrag is wydlopend en voortydig. Toe Professor Wigmore in 1914 met 'n vergelykbare onderwerp genader is, het hy wyslik die aanbod van die hand gewys:[1]The law is so obviously in a seething change that one might as well expect to analyze a chemical reaction while the test tube is over the flame.Oor deliktereg (law of torts) het hy bygevoeg:The old-time doctrines of liability are changing so fast that it is difficult to keep up with them . . . certainly many existing books may be sold for old paper.'n Mens kan met reg vra of die ius connubiorum van Brouwer en die Law of Husband and Wifevan Professor Hahlo nie nou "Seksuele Verhoudingsreg" geword het nie. Is onregmatigheid en skuld vereistes vir deliktuele aanspreeklikheid of hang dit maar daarvan af of die verweerder die staat is of versekering dra? Leer u nog steeds u studente dat 'n kontrak 'n tweesydige verbintenis is? Dit is mos 'n losse driesydige verhouding waartoe die regter 'n party is? Leer u hulle steeds dat dit op wilsooreenstemming gebaseer is in plaas van willekeur? Die verkorte LLB kan dan nog meer verkort word[1] Aangehaal deur Tony Martino Famous Trade Marks, cf Martino Trademark dilution.

Perjanjian atau Verbintenis yaitu suatu hubungan hukum mengenai harta benda kekayaan antara dua orang atau lebih, satu pihak mendapatkan prestasi dan pihak lainnya diwajibkan untuk menunaikan prestasi. Dalam perjanjian antara debitor dan kreditor agar mendapatkan suatu kepastian maka harus dibuatkan suatu perjanjian baku. Perjanjian baku atau klausula baku adalah setiap aturan/ketentuan dan syarat-syarat yang telah dipersiapkan dan ditetapkan terlebih dahulu secara sepihak oleh pelaku usaha yang dituangkan dalam setiap dokumen dan atau perjanjian yang mengikat dan wajib dipenuhi oleh konsumen. Dalam perjanjian baku berlaku “take it or leave it contract” maksudnya disini apabila setuju maka perjanjian tersebut berjalan dan apabila tidak setuju maka tidak terjadi perjanjian artinya perjanjian tersebut tidak akan dilakukan, sehingga tidak ada aturan yang memperbolehkan pihak debitur ikut memberikan pendapat dalam membuat perjanjian baku. Dalam melakukan suatu perjanjian tidak menutup kemungkinan bahwa pihak debitur juga melakukan suatu tindakan wanprestasi yang dapat merugikan pihak kredit. Hasil dari penulisan ini dapat diketahui bahwa dalam permasalahan antara pihak kreditur dan debitur yang melakukan suatu perjanjian baku maka diperlukan adanya sarana perlindungan hukum preventif, maka disini pihak debitur harus diberikan kesempatan untuk mengajukan suatu keberatan apabila klausula yang terdapat dalam perjanjian baku tersebut merugikan pihak debitur. Perlindungan hukum terhadap pihak debitur juga tercantum dalam Pasal 18 Undang-Undang Nomor 8 Tahun 1999 tentang Perlindungan Konsumen dan Upaya penyelesaian kredit macet dapat ditempuh dengan dua jalan yaitu upaya litigasi melalui jalur pengadilan dan upaya non-litigasi melalui upaya preventif yaitu tindakan untuk mengantisipasi munculnya kredit macet, early warning, dan upaya negosiasi. Hambatan-hambatan yang terjadi dalam upaya menangani kredit macet karena debitur wanprestasi meliputi hambatan normatif adalah hambatan yang bertentangan dengan Undang-Undang yang berlaku, hambatan internal timbul dari permasalahan di dalam instansi yang bersangkutan, dan hambatan eksternal yaitu hambatan yang datang dari debitur.

The primary objective of this research was to investigate the relationship between job insecurity and the work-related outcomes of over-commitment and perceived performance of trainers and trainees (n = 700) at a South African gold mine?s training academy. A cross-sectional survey design was utilised to attain the outcomes of the research. The Qualitative and Quantitative Job insecurity scales of Hellgren, Sverke and Isaksson (1999), the Social support scales of Caplan, Cobb, French, Van Harrison and Pinneau (1975), the Over-commitment scale of Näswall, Baraldi, Richter, Hellgren and Sverke (2006) and a scale measuring Perceived performance (Hall & Hall, 1976) were administered. The results indicated significant relationships between job insecurity, over-commitment and perceived performance. The regression analysis confirmed that job insecurity (qualitative and quantitative), social support and their interaction predict over-commitment. Perceptions of performance were only predicted by social support. This study offers assistance to organisations that are going through adjustments and are striving for a healthy work organisation. In closing, recommendations for future research were made.
Thesis (M.A. (Industrial Psychology)--North-West University, Potchefstroom Campus, 2011.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made.
Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

D.Litt. et Phil. (Sociology)
The proportions which family problems have assumed in South Africa, led to an increased demand for research on variables related to the development of marital and family integration. The aim of this study is to conceptualise and operationalise the term commitment to marriage, and to investigate its relation to marital integration. Using a countrywide random sample of white married couples in a combined telephone postal survey, it was found that the term commitment to marriage is a multi-dimensional concept, referring to a long-term perspective, involvement in growth of the relationship, and conformity to underlying values. It was found that commitment to marriage makes a statistically significant contribution towards the explanation of marital integration.

Text in Afrikaans
Bestuursmodelle word vandag oor die algemeen as diagnostiese instrumente in organisasies benut. Die struktuur van hierdie bestuursmodelle word selde ondersoek om te bepaal of dit met die empiriese realiteit verband hou. Hierdie studie het ten doel om so 'n model, die bestuursbevoegdheidmodel wat deur Hall( 1988) ontwikkel was, te evalueer. Hall se model gee antwoorde op vrae oor die algemene bestuursklimaat van die organisasie. Die installing waar die navorsing gedoen was, is 'n Suid-Afrikaanse militere installing. Die Ramona-program is gebruik om te bepaal of daar wei passing is tussen die empiriese realiteit en bestuursprestasie in die betrokke organisasie waar die studie uitgevoer is. Daar is gevind dat daar gebrekkige passing tussen die empiriese realiteit en bestuursprestasie bestaan. Die waarde van die studie le daarin dat die betrokke organisasie in staat gestel word om alternatiewe modelle te oorweeg wat bes moontlik meer effektief sou kon wees.
Management models are used today as diagnostic instruments in organisations. The structure of these management models is seldom investigated for its validity and reliability. The aim of this study is to evaluate the Competence Process model developed by Jay Hall(1988). This model provides answers on the general management climate of the organisation. The research was performed at a South African military institution. The Ramona-programme was utilised in order to determine the match between the empirical reality and management performance in the particular organisation where this study was performed. The finding was that there is insufficient match between the empirical reality and management performance. The value of this study is that the specific organisation can now consider alternative models of management performance that are more effective.
Psychology
M.A. (Industrial Psychology)

This study explored academic researchers’ engagement in research ethics at an OpenDistance Learning (ODL) institution in South Africa (SA), with the intention of discovering the way in which human resource management (HRM) practitioners, employed at the same institution, can support academic researchers’ engagement in research ethics. The study’s purpose was to develop a conceptual framework for HRM practitioners to support academic researchers’ engagement in research ethics, at an ODL institution in SA.For this qualitative study, an Interpretative Phenomenological Analysis (IPA) approach was followed. Data were collected from 13 purposively selected academic researchers, employed at an ODL institution, by means of semi-structured individual interviews, naive sketches and fieldnotes. The IPA approach offers an analysis method that was accordingly employed. Thereafter, the findings were interpreted with the Job-Demands Resource (JD-R) theory.These interpretations were used to construct the conceptual framework according to the organising principles of Dickhoff, James and Wiedenbach (1968) Academic researchers have some resources to support engagement in research ethics, but also face several job demands, which has a negative influence on their ability to engage in research ethics. HRM practitioners have a critical role to fulfil to support academic researchers’ engagement in research ethics, by facilitating a work environment where job resources are readily available. In addition, the ODL institution must be well-balanced, successful, and endorse a culture of ethics within its organisational culture, for academic researchers to engage in research ethics. HRM practitioners have an essential role to endorse a culture of ethics within the ODL institution. The findings will benefit both academic researchers and the ODL institution. The support that HRM practitioners provide, should include, inter alia, a) enabling an engaging leadership style, b) ensuring that ethical values are embedded in the recruitment strategy, and c) revising the performance agreements and performance appraisals of academic employees to include research ethics. This study forms part of a limited pool of qualitative studies to investigate WE, using the JD-R theory as a theoretical framework. This study is furthermore a forerunner in exploring the role that HRM practitioners can play in supporting academic researchers’ engagement in research ethics. It is the first study to use the IPA approach in the field of Management Sciences to investigate WE with the JD-R theory as a theory of engagement. By using the organising principles of Dickoff et al. (1968), for conceptual framework development to explain WE according to the JD-R theory, a seminal contribution was made.
Hierdie studie ondersoek akademiese navorsers se verbintenis tot navorsingsetiek by ’n oopafstandleerinstelling (ODL institution) in Suid-Afrika met die voorneme om ’n manier te vind waarop nslikehulpbronbestuurspraktisyns (MHB-praktisyns) wat by dieselfde instelling werksaam is, akademiese navorsers se verbintenis tot navorsingsetiek kan ondersteun. Die studie se oogmerk was om ’n konseptuele raamwerk vir MHB-praktisyns te ontwikkel om akademiese navorsers se verbintenis tot navorsingsetiek by ’n pafstandleerinstelling te ondersteun. Vir hierdie kwalitatiewe studie is ’n Interpreterende Fenomenologiese Ontledingsbenadering (Interpretative Phenomenological Analysis [IPA] approach) gevolg. Data is by 13 doelbewusgeselekteerde akademiese navorsers, werksaam by ’n oopafstandleerinstelling, ingesamel deur middel van migestruktureerde- individuele onderhoude, naïewe sketse en veldnotas. Die Interpreterende Fenomenologiese Ontledingsbenadering bied ’n ntledingsmetode wat dienooreenkomstig gebruik is. Hierna is die bevindings met die werk- vereistes-hulpbronneteorie (job-demands resource [JD-R] theory) geïnterpreteer. Hierdie interpretasies is gebruik om die konseptuele raamwerk te ontwikkel volgens die organiseringsbeginsels van Dickhoff, James en Wiedenbach (1968). Akademiese navorsers beskik oor ’n paar hulpbronne wat ’n verbintenis tot navorsingsetiek ondersteun, maar word ook met verskeie werkseise gekonfronteer wat ’n negatiewe invloed op hulle vermoë om hul tot navorsingsetiek te verbind, kan hê. MHB-praktisyns speel ’n kritiese rol om akademiese navorsers te ondersteun ten opsigte van hul verbintenis tot navorsingsetiek deur ’n werksomgewing te fasiliteer waar werkshulpbronne geredelik beskikbaar is. Verder moet die oopafstandleerinstelling ‘n gebalanseerde etiese organisasiekultuur onderskryf om akademiese navorsers te help om hulle te verbind tot etiese navorsing. MHB-praktisyns speel ’n noodsaaklike rol om ’n etiese kultuur binne die ODL- instelling te ondersteun. Akademiese navorsers, sowel as die oopafstandleerinstelling, sal baat vind by die bevindinge. Die ondersteuning wat MHB-praktisyns bied, behoort onder meer die volgende in te sluit: a) om ’n werksbegeesterde leierskapstyl moontlik te maak; b) om te verseker dat etiese waardes by die werwingstrategie ingesluit is; en c) om die prestasie-ooreenkomste en prestasiebeoordelings van akademiese personeel te hersien om navorsingsetiek in te sluit.
Lolu cwaningo lwacubungula ukulandela nokusebenzisa kwabacwaningi inkambiso yocwaningo enhle nelungileyo esikhungweni seMfundo-buqama Evulelekile (ODL), phecelezi, i-Open Distance Learning institution eNingizimu Afrika (SA), ngenhloso yokuthola indlela engasetshenziswa ngabasebenzi abangongoti bezokuphathwa kwabasebenzi (HRM), abaqashwe esikhungweni leso, ukweseka ukulandela nokusebenzisa kwabacwaningi bezikhungo zemfundo ephakeme inkambiso yocwaningo enhle nelungileyo uma benza ucwaningo. Inhloso yalolu cwaningo kwabe kuwukwakha okuthuthukisa uhlaka-kuhlaziya lokuqonda olwenzelwe abasebenzi be-HRM ekusekeleni abacwaningi bezikhungo zemfundo ephakeme ukuze bakwazi ukulandela nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo esikhungweni esiyi-ODL eNingizimu Afrika. Kulolu cwaningo olwabe luwucwaningo olugxile ekuxoxisaneni okunzulu futhi okunohlonze nababambiqhaza bocwaningo bakhethiweyo abayingcosana (qualitative research) kwalandelwa indlela-kuhlaziya egxile kwisimo-kuqonda sombambiqhaza ocwaningo, phecelezi i-Interpretative Phenomenological Analysis (IPA). Imininingo yocwaningo yaqoqwa kubacwaningi bezikhungo zemfundo ephakeme abayi-13 abakhethwe ngenhloso, kusetshenziswa indlela-kuxoxisana engagcini nje kuphela ohlwini lwemibuzo ehlelekile, kepha elandelisa nangeminye imibuzo evulekile, phecelezi ama-semi-structured individual interviews, nemidwebo elula kanye namanothi athathwe endaweni okwenzelwa kuyona ucwaningo. Indlela-kuhlaziya i-IPA ihlinzeka ngendlela yokuhlaziya okuyiyona eyasetshenziswa ocwaningweni. Emuva kwalokho imiphumela eyatholakala ocwaningweni yahunyushwa kusetshenziswa ithiyori i-Job-Demands Resource (JD-R) theory. Ngokusho kuka-Dickhoff, James no-Wiedenbach (1968) lezi zihumusho zabe sezisetshenziselwa ukwakha uhlaka-kuhlaziya lokuqonda. Abacwaningi bezikhungo zemfundo ephakeme banazo izinsiza-kusebenza zokulandela nokusebenzisa inkambiso yocwaningo enhle nelungileyo, kodwa-ke zikhona futhi nezingcindezi-zidingo zomsebenzi eziningana ezinomthelela ongemuhle emandleni abo okulandela nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo. Abasebenzi be-HRM banendima esemqoka kakhulu okumele bayidlale ekwesekeni abacwaningi bezikhungo zemfundo ephakeme ekulandeleni nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo, ngokuthi bakhe isimo sokusebenzela lapho ziyinala futhi zitholakala kalula izinsiza-kusebenza. Ngaphezu kwalokho isikhungo esiyi-ODL kumele kube ngesizinzile nesihleleke kahle, esiphumelelayo futhi eseseka usiko-mpilo lwenkambiso enhle nelungileyo ngaphakathi kusiko-mpilo lwaso njengenhlangano, ukuze abacwaningi bezikhungo zemfundo ephakeme bakwazi ukulandela nokusebenzisa inkambiso enhle nelungileyo uma benza ucwaningo. Abasebenzi be-HRM banendima esemqoka okumele bayidlale ekwesekeni usikompilo lwenkambiso enhle nelungileyo ngaphakathi esikhungweni esiyi-ODL. Imiphumela etholakale ocwaningweni izohlomulila abacwaningi bezikhungo zemfundo ephakeme iphinde futhi ihlomulise nezikhungo eziyi-ODL. Ukwesekwa okuhlinzekwa ngabasebenzi be-HRM kumele kubandakanye, phakathi kokunye, a) ukwakhiwa kwesitayela sobuholi senzebenziswano, ubambiswano nokubonisana b) kuqinisekisa ukuthi izimo-mpilo zenkambiso enhle nelungileyo ziyisisekelo seqhingasu lokuqashwa kwabasebenzi, kanye c) nokubuyekezwa kwezivumelwano zensebenzo kanye nokuhlolwa nokubuyekezwa komsebenzi wabasebenzi bezikhungo zemfundo ephakeme ukuze kubandakanywe inkambiso enhle nelungileyo. Lolu cwaningo luyingxenye yeqoqwana elincane lomsebenzi osuwenziwe kuze kube manje wocwaningo olugxile ekuxoxisaneni okunzulu futhi okunohlonze nababambiqhaza bocwaningo abakhethiweyo abayingcosana okuhloswe ngalo ukuphenya nokucwaninga i-WE, kusetshenziswa ithiyori i-JD-R njengohlaka lwethiyori yocwaningo. Ngaphezu kwalokho, lolu cwaningo luyivulandlela ekucubunguleni indima engadlalwa ngabasebenzi be-HRM ekwesekeni ukulandela nokusebenzisa kwabacwaningi bezikhungo zemfundo ephakeme inkambiso enhle nelungileyo uma benza ucwaningo. Lolu wucwaningo lokuqala olusebenzisa indlela-kuhlaziya i-IPA emkhakheni wamaSayensi Ezokuphatha ngenhloso yokuphenya nokuhlola i-WE kusetshenziswa ithiyori i-JD-R njengethiyori yokucubungula umsebenzi wocwaningo. Kwaba negalelo elikhulukazi impela ukusetshenziswa kwemigomo yokuhlela ka- Dickoff nabanye (1968), ekwakheni nokuthuthukisa uhlaka-kuhlaziya lokuqonda ngenhloso yokuchaza i-WE ngokuhambisana nethiyori i-JD-R
Human Resource Management
D. Phil. (Human Resource Management)