In order to survive and to prosper in a continuously changing environment, organisations need energetic and motivated employees, i.e. employees who are psychologically well. Burnout and work engagement are important focus areas for research regarding the wellness of employees. In order to ensure work wellness (i.e. low burnout and high work engagement), it is necessary to assess the current level thereof. This assessment should be done on an individual level, and scores should also be aggregated to study patterns in specific occupations, sections, units, and organisations. However, before the levels of wellness can be assessed, a valid and reliable measuring instrument is needed. The objectives of the study were to to investigate the construct validity and reliability of the Maslach Burnout Inventory - General Survey, and Utrecht Work Engagement Scale for train drivers, and to test assess the relationship between burnout and work engagement. A cross-sectional survey design was used, whereby a sample (JV= 332) was drawn from train drivers in Spoornet. The measuring instruments utilised in this study were The Maslach Burnout Inventory - General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES) and the Cognitive Weariness Scale (CWS). Principal components extraction was used prior to principal factor extraction to estimate the number of factors, presence of outliers and factorability of correlation matrices. Structural equation modelling was used to test the relationship between the constructs. The results showed that burnout consisted of four factors, namely Exhaustion, Cognitive Weariness, Professional Efficacy and Cynicism. Work Engagement showed a one-factor structure. Structural equation modelling showed that work wellness consists of two factors, namely energy (including Exhaustion, Cognitive Weariness, and Cynicism), and motivation (Work Engagement and Professional Efficacy). The results also showed that Exhaustion is practically significantly and positively related to Cynicism (large effect) and Cognitive Weariness (medium effect). Exhaustion is also practically significantly and negatively related to Work Engagement (large effect) and Professional Efficacy (medium effect). Cynicism is practically significantly and positively related to Cognitive Weariness (medium effect) and negatively related to Work Engagement (larger effect) and Professional Efficacy (medium effect). Work Engagement is practically significantly and positively related to Professional Efficacy (large effect). The sten scores of the train drivers were low average on Exhaustion (4,02) and on Cynicism (4,38%). The sten scores were above average on Vigour (7,48%) and on Dedication (7,96%). About 52,l%o of the train drivers reported low on Exhaustion and 42,5% reported low on Cynicism. As as far as Vigour and Dedication are concerned, 57% showed high scores on Vigour and 63,9% of train drivers showed high scores on dedication. The structure of well-being was equivalent for Afrikaans and African language groups. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

In order to survive and to prosper in a continuously changing environment, organisations need energetic and motivated employees, i.e. employees who are psychologically well. Burnout and work engagement are important focus areas for research regarding the wellness of employees. In order to ensure work wellness (i.e. low burnout and high work engagement), it is necessary to assess the current level thereof. This assessment should be done on an individual level, and scores should also be aggregated to study patterns in specific occupations, sections, units, and organisations. However, before the levels of wellness can be assessed, a valid and reliable measuring instrument is needed. The objectives of the study were to to investigate the construct validity and reliability of the Maslach Burnout Inventory - General Survey, and Utrecht Work Engagement Scale for train drivers, and to test assess the relationship between burnout and work engagement. A cross-sectional survey design was used, whereby a sample (JV= 332) was drawn from train drivers in Spoornet. The measuring instruments utilised in this study were The Maslach Burnout Inventory - General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES) and the Cognitive Weariness Scale (CWS). Principal components extraction was used prior to principal factor extraction to estimate the number of factors, presence of outliers and factorability of correlation matrices. Structural equation modelling was used to test the relationship between the constructs. The results showed that burnout consisted of four factors, namely Exhaustion, Cognitive Weariness, Professional Efficacy and Cynicism. Work Engagement showed a one-factor structure. Structural equation modelling showed that work wellness consists of two factors, namely energy (including Exhaustion, Cognitive Weariness, and Cynicism), and motivation (Work Engagement and Professional Efficacy). The results also showed that Exhaustion is practically significantly and positively related to Cynicism (large effect) and Cognitive Weariness (medium effect). Exhaustion is also practically significantly and negatively related to Work Engagement (large effect) and Professional Efficacy (medium effect). Cynicism is practically significantly and positively related to Cognitive Weariness (medium effect) and negatively related to Work Engagement (larger effect) and Professional Efficacy (medium effect). Work Engagement is practically significantly and positively related to Professional Efficacy (large effect). The sten scores of the train drivers were low average on Exhaustion (4,02) and on Cynicism (4,38%). The sten scores were above average on Vigour (7,48%) and on Dedication (7,96%). About 52,l%o of the train drivers reported low on Exhaustion and 42,5% reported low on Cynicism. As as far as Vigour and Dedication are concerned, 57% showed high scores on Vigour and 63,9% of train drivers showed high scores on dedication. The structure of well-being was equivalent for Afrikaans and African language groups. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

The aim of this thesis is to investigate how presenteeism research can be reconciled with positive psychology through exploring the relationship between organizational attendance pressure-and adjustment norms, work engagement and presenteeism. The working model this thesis uses to look at this adapts the job demands–resources (JD-R) model to predict whether workers will choose to exhibit presenteeism or be absent in the context of Johns’s dynamic model of presenteeism and absenteeism (2010). Participants were 280 workers from a wide variety of sectors who answered a questionnaire that asked about their psychosocial work environment. The design was cross-sectional. Covariance-based structural equation modeling (CB-SEM) was used to test the hypotheses. The results suggest that the motivational process of the JD-R model does not explain presenteeism to a statistically significant degree. However, the positive relationship between organizational adjustment norms and work engagement was significantly greater for workers with a high level of perceived organizational attendance pressure norms versus those who perceived it to be low. This thesis concludes that how presenteeism is measured and from what sectors workers are recruited to be respondents may influence the results and interpretations of it. Future research that investigates the relationship between work engagement and presenteeism may be warranted for finding new ways of measuring presenteeism and to recruit respondents who work in places where presenteeism is less likely to be perceived as negative for their health (e.g.,knowledge workers in universities).

This study assessed the relationship between leadership trust and work engagement with the ultimate goal of developing a model that would specify which dimension of leadership trust would best predict work engagement. A cross-sectional survey was conducted on a convenience sample (N = 244) representing a response rate of 48.8% from a sample of 500 university employees. The results indicated only reliance-based trust to be a significant predictor of work engagement, but it was not possible to suggest a model for prediction of work engagement from leadership trust. Study limitations were, however, identified and recommendations for institution-specific and future research were made regarding these constructs. / MBA, North-West University, Potchefstroom Campus, 2014

While innovation, individualisation, human rights and quality of life are acknowledged and valued by modern society, changes in the workplace such as a focus on efficiency, globalisation, restructuring, downsizing, acquisitions and merges impact, often negatively, on a workforce. A better understanding ofthese forces, as well as understanding the deeper needs of employees in organisations, should be pursued in order to optimise the workplace. South Africa is currently experiencing a skills shortage while the unemployment figures are well above 40 percent. As it is often said, the distinguishing economic resource in the twenty-first century is not commodities, but the human resource that organisations need to attract, develop and motivate in order to retain the correct type of employees. An approach is needed where both positive outcomes for the individual worker and the organisation may be achieved, including organisational performance, effective management of change, greater employee engagement and commitment, and effective talent management. Thus, the objective of this study was to identify any relationship that might exist between psychological empowerment, job satisfaction and work engagement and to determine whether psychological empowerment may predict job satisfaction and work engagement. A cross-sectional survey design was used in the study. One-hundred-and-fifty- three (N = 153) employees participated in the study in a surface coatings manufacturing organisation in Gauteng. The Psychological Empowerment Scale (MEQ), Revised Job Satisfaction Scale (JSQ), and the Utrecht Work Engagement Scale (UWES) were used. The results indicated that a statistically significant positive correlation between intrinsic motivation and work engagement (practically significant, medium effect) and meaning, correlated positively (practically significant, medium effect) with intrinsic motivation and work engagement. Extrinsic motivation correlated statistically significantly (practically significant, large effect) with work engagement. VI The regresslOn analysis indicated that 34 percent of the variance explained in work engagement is predicted by psychological empowerment (i.e. influence (impact and self-detennination), meaning, and competence) and job satisfaction (i.e. extrinsic motivation and intrinsic motivation). No statistically significant differences regarding psychological empowerment could be found between tenure and educational levels. However, statistically significant differences were found for gender and language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

Masters in Public Administration - MPA / Globally both public and private businesses are experiencing an enormous number of challenges posed by both the internal and external environment. However, the private security industry is not immune to that as they are facing challenges such as, weak and ineffective regulations and enforcement , long working hours, inconsistent recruitment and selection standards nonexistence of accountability and transparency which makes it easy for leaders to be involved in illegal practices, poorly compensations of security guards with limited or no benefits, low skills because of lack of training often undertaking dangerous jobs in contentious spaces. These challenges and allegations attributed to leaders bring about an increase in stress/workload which in turn can possibly result into loss of trust, and disengagement on part of security guards against their leaders. According to literature, a new breed of authentic leaders should be developed in order to overcome these challenges. Authentic perspective of leadership believed that, this type of leadership display high degree of integrity has a deep a sense of purpose, and committed to their core values. Consequently they promote a more trusting working relationship between them and their employees that can also translate into a motivated and engaged workforce. The objective of this study was to investigate the relationship between authentic leadership of supervisors / managers, trust and work engagement of security guards in a private security firm operating in the Western Cape. A sample of 218 security guards was chosen through the non-probability convenience sampling with the use of the nonexperimental cross sectional design. A composite questionnaire consisted of biographical data section, Authentic Leadership Questionnaire (ALQ), Workplace Trust Survey (UWES) (Trust in the immediate manager sub-scale), and Utrecht Work Engagement Scale (UWES) was used in the present study. The data was analyzed by means of statistical techniques such as factor analysis, Pearson product-moment correlation analysis, and multiple regression analysis.

The purpose of this study was to examine how nurses' critical reflective practice, education level, and moral distress related to their work engagement. This is an area of study relevant to nursing, given documented United States Registered Nurse (RN) experiences of job related distress and work dissatisfaction, and the nursing shortage crisis. Nurses are central players in the provision of quality health care. There is need for better understanding of RNs' work engagement and factors that may enhance their work experience. A theoretical framework of critical reflective practice was developed and examined in this study.A non-experimental, descriptive, correlational design was used to examine the relationships among four study variables: critical reflective practice, education level, moral distress, and work engagement. The purposive sample consisted of 28 intensive care unit RNs (ICU-RNs) from three separate ICUs (medical, neonatal, and pediatric) in a 355-bed Southwest magnet-designated hospital. Measures of the key variables were as follows: (1) Critical Reflective Practice Questionnaire (CRPQ) developed for this study; (2) a subscale of Mary C. Corley's Moral Distress Scale; (3) Education level measured as the highest nursing degree earned to practice as a RN; and (4) the Utrecht Work Engagement Scale. All instruments demonstrated adequate reliability and validity.Pearson correlation and multiple regression analyses indicated support for the theoretical framework: There was a negative direct relationship between moral distress and work engagement, a positive direct relationship between critical reflective practice and work engagement, and moral distress and critical reflective practice, together, explained 47% of the variance in work engagement. Additionally, in the NICU, results indicated a positive direct relationship between increased educational level and critical reflective practice. Results also indicated that moral distress was a clinically significant issue for ICU-RNs in this sample.Strategies to promote critical reflective practice and reduce moral distress are recommended. Additionally, the findings support continued study of critical reflective practice and moral distress, and the role of education level, in nurses' work engagement. Research goals include continued study of the theoretical framework in larger study samples and in reference to additional explanatory factors.

This study assessed the relationship between leadership trust and work engagement with the ultimate goal of developing a model that would specify which dimension of leadership trust would best predict work engagement. A cross-sectional survey was conducted on a convenience sample (N = 244) representing a response rate of 48.8% from a sample of 500 university employees. The results indicated only reliance-based trust to be a significant predictor of work engagement, but it was not possible to suggest a model for prediction of work engagement from leadership trust. Study limitations were, however, identified and recommendations for institution-specific and future research were made regarding these constructs. / MBA, North-West University, Potchefstroom Campus, 2014

While innovation, individualisation, human rights and quality of life are acknowledged and valued by modern society, changes in the workplace such as a focus on efficiency, globalisation, restructuring, downsizing, acquisitions and merges impact, often negatively, on a workforce. A better understanding ofthese forces, as well as understanding the deeper needs of employees in organisations, should be pursued in order to optimise the workplace. South Africa is currently experiencing a skills shortage while the unemployment figures are well above 40 percent. As it is often said, the distinguishing economic resource in the twenty-first century is not commodities, but the human resource that organisations need to attract, develop and motivate in order to retain the correct type of employees. An approach is needed where both positive outcomes for the individual worker and the organisation may be achieved, including organisational performance, effective management of change, greater employee engagement and commitment, and effective talent management. Thus, the objective of this study was to identify any relationship that might exist between psychological empowerment, job satisfaction and work engagement and to determine whether psychological empowerment may predict job satisfaction and work engagement. A cross-sectional survey design was used in the study. One-hundred-and-fifty- three (N = 153) employees participated in the study in a surface coatings manufacturing organisation in Gauteng. The Psychological Empowerment Scale (MEQ), Revised Job Satisfaction Scale (JSQ), and the Utrecht Work Engagement Scale (UWES) were used. The results indicated that a statistically significant positive correlation between intrinsic motivation and work engagement (practically significant, medium effect) and meaning, correlated positively (practically significant, medium effect) with intrinsic motivation and work engagement. Extrinsic motivation correlated statistically significantly (practically significant, large effect) with work engagement. VI The regresslOn analysis indicated that 34 percent of the variance explained in work engagement is predicted by psychological empowerment (i.e. influence (impact and self-detennination), meaning, and competence) and job satisfaction (i.e. extrinsic motivation and intrinsic motivation). No statistically significant differences regarding psychological empowerment could be found between tenure and educational levels. However, statistically significant differences were found for gender and language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The primary objective of the study was to gain a deeper understanding of the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey comprising of four sections. Participation in the survey was voluntary, anonymous and confidential. The first section of the survey consisted of gathering of the participants’ biographical and employment information. The subsequent sections provided a measurement of the specific latent variables using valid and reliable measuring instruments, including the the Utrecht Work Engagement Scale (UWES-17) designed by Schaufeli, Salanova, González-Romá and Bakker (2002), the Job Demands- Resources Scale (Jackson & Rothmann, 2005), and Roodt’s (2004) Turnover Intentions Scale (TIS).