The environment in which hospital pharmacists currently function demands more of them than did any previous period. Employees in pharmacy companies have to cope with the demands that arise from fulfilling various roles, as well as with increased pressures such as managed health care and primary health care. Tracking and addressing their effectiveness in coping with new demands and stimulating their growth in areas that could possibly impact on the standard of pharmacy services are therefore of great importance. The first step in the enhancement of the work-related well-being of hospital pharmacists is the successful diagnosis of occupational stress, burnout and work engagement. However, in order to measure these constructs, it is important to use reliable and valid instruments, and at the same time take biographical differences into account. The objectives of this study were to validate the Maslach Burnout Inventory - Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES) and the Pharmacist Stress Inventory (PSI) for hospital pharmacists in South Africa, to assess the effect of biographical factors on the levels of burnout, engagement and occupational stress, and to investigate the role of job stress and coping strategies in the work-related well-being (burnout and work engagement) of hospital pharmacists in South Africa. A cross-sectional survey design was used. The study population consisted of an accidental sample (N = 187) of South African hospital pharmacists in both public and private hospital facilities on a national basis. The MBI-HSS, UWES, PSI, the Coping Orientation for Problem Experienced (COPE) as well as a biographical questionnaire were administered. Descriptive statistics, Cronbach alpha coefficients, confirmatory and exploratory factor analyses, multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests and multiple regression analysis were used to analyse the data Confirmatory factor analysis by means of structural equation modelling of the MBI-HSS, confirmed a three-factor model of burnout, consisting of Emotional Exhaustion, Depersonalisation and Personal Accomplishment. The scales showed acceptable reliabilities. The results indicated that 35% of the hospital pharmacists showed high levels of emotional exhaustion, while 25% showed high levels of depersonalisation. Biographical factors such as age, years in pharmacy practice, home language, average number of hours worked per week, as well as the level of job satisfaction were related to the burnout levels of hospital pharmacists. Exploratory factor analysis of the UWES resulted in two factors, namely Vigour/dedication and Absorption. These factors showed acceptable Cronbach alpha coefficients. In the same sample (but in a different analysis where the two factors were used separately), it was indicated that compared to a South African norm, 38,5% and 48,9% of the hospital pharmacists showed low levels of vigour and dedication respectively. Position, home language, and the educational level were related to work engagement of hospital pharmacists. The PSI was developed as a measuring instrument for the purposes of this study. Three internally consistent factors, namely Job Demands, Pharmacy-Specific Stressors and Lack of Resources were extracted. The level of severity of the various stressors was calculated and the unavailability of medicine proved to be the most severe stressor. Other severe stressors included frequent interruptions, co-workers not doing their jobs, workload and insufficient salaries. Finally it was investigated whether job stress and coping strategies could predict the work related well-being of hospital pharmacists in South Africa. The results showed that job stress (as a result of job demands and lack of job resources), as well as three coping strategies (approach coping, avoidance coping and turning to religion) predicted burnout and work engagement of South African hospital pharmacists. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The manufacturing industry today is seen as a demanding world of work where employees are constantly exposed to high demands. This may have an influence on their work engagement levels and their organisational commitment. It seems that in these industries, employee turnover and absenteeism levels are high, while employees also seem to be demotivated in their work. The objective of this study was to investigate the levels of work engagement among employees in a manufacturing organisation and to assess which job demands and resources would predict work engagement. A random sample of 83 employees in a manufacturing organisation was taken. The Utrecht Work Engagement Scale (UWJ3S) and Job Demands- Resources Scale (IDRS) were used as measuring instruments. Descriptive statistics were used to explore the data Cronbach alpha coefficients were used to assess the internal consistency / reliability of the measuring instruments. Pearson correlation coefficients were used to specify the relationships between the variables. A multiple regression analysis was used to determine the effects of job demands and job resources on work engagement. The results of the Pearson Correlations showed that two job resources, namely organisational support (i.e. relationship with supervisor, role clarity, information, communication, and participation) and growth opportunities (i.e. variety in the job, opportunities to learn, and autonomy) were strongly related to the levels of work engagement. Social support (from colleagues) and advancement (i.e. remuneration, training and advawement opportunities) were moderately related to work engagement. The results of the regression analyses further indicated that an increase in two job resources, organisational support and growth opportunities, will probably increase the overall work engagement level of employee in a manufacturing organisation. The results also indicated that job demands (i.e. pace of work, quantitative workload, and emotional load) had a weak relationship with work engagement. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

The technological era in which modern day organisations function, attempting to make every aspect of service more efficient and customer friendly, has cultivated a need within organisations to invent new ways of service. Call centres are one way in which organisations are trying to improve their customer service. For this reason, telephone call centres are one of the fastest growing segments of the service sector. The growth in call centres is attributable to the benefits that they offer organisations. Call centres can improve service and retain customers, increase sales and/or revenue and reduce costs and/or improve efficiency. For this reason, organisations are placing an increasing emphasis on the role of call centres regarding the competitiveness of the company and increased pressure on call centre agents. Research indicated that there are certain stressors in the call centre industry. This is emphasised by the high turnover rate and by high absenteeism levels in call centres. Although some studies seem to suggest that working in call centres can be interesting, overall it seems that working in call centres is a stressful experience. The objective of this research was to investigate the relationship between job characteristics, work wellness and work-related flow of call centre agents in an insurance company. A cross-sectional design was used with an availability sample (N = 176). A self-constructed instrument (JDRS) was used to measure the unique job demands and job resources in the insurance industry. Along with the JDRS, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale and the Work-Related Flow Scale were used as measuring instruments. Results showed that the unique job demands in a call centre are pressure, working conditions, workload, and job security. The unique job resources are supervision, resources availability, task freedom, pay and benefits, opportunity for growth, and support. Work wellness was found to comprise burnout, work engagement and work-related flow. Multiple regression analysis showed that 6% of the variance in Mental Distance was predicted by Job Demands, with Working Conditions being the only significant predictor. Within Exhaustion, 11% of the variance explained was predicted by Job Demands, with Job Security and Working Conditions being the only significant predictors. No statistically significant predictions were obtained for Work Engagement and Work-Related Flow (i.e. Absorption and Flow). Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Higher education institutions in South Africa are undergoing transformation because of increasing student numbers, government and the private sector relying on tertiary institutions to assist in solving problems in addition to the globalisation of knowledge. University staff is continuously faced major changes. Immense pressure is placed on academic institutions, including support staff. Support staff are constantly faced with increasing job demands and decreasing job resources. This imbalance and the increase of job stress over a prolonged period of time can lead to the devastating result of burnout. The objective of this study was to investigate the relationship between task characteristics, burnout, health and life satisfaction in a higher education institution in the North West Province. A cross-sectional design was used. The study population (N=334) consisted of support staff members of higher education institutions in the North West Province. The Job Demands-Resources Scale (JDRS), The Maslach Burnout Inventory - GS (MBI-GS), the Health subscale of the ASSET and The Satisfaction with Life Scale (SWLS) were used as measuring instruments. Descriptive statistics (for example, means, standard deviations and kurtosis) were used to analyse the data. Pearson correlations and multiple regression analyses were used to assess the relationships between job demands, job resources, burnout, physical health, psychological health and life satisfaction. The correlation coefficients indicated that exhaustion was positively related to psychological ill-health. Cynicism correlated negatively with growth opportunities. Multiple regression analysis showed that overload and growth opportunities predicted 26% of the variance for exhaustion and 29% of the variance in cynicism. Exhaustion predicted 24% of the variance for physical ill-health and 37% of the variance for psychological ill-health. Psychological ill-health predicted 16% of the variance of life satisfaction. Recommendations for future research and the organisation were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Nurses make up the largest group of health workers in South Africa and are likely to play an important role in the transformation of the health sector. Health caregivers, especially those dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at risk of developing work-related psychological disorders. Furthermore, long working hours, pressure, role clarity and lack of support from colleagues are the four most common work stressors reported. People are constantly faced with the challenge of simultaneously managing multiple roles in their work as well as their home-sphere. It therefore becomes increasingly important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the positive and negative side of work-home interaction as most research focuses on the negative side. It also seems that, despite the importance of work-home interaction of nurses, relatively few studies investigate the role of specific job characteristics and coping strategies that could play a role in negative and positive work-home interaction. The objective of this study was to determine which job characteristics and coping strategies predict negative and positive work-home interaction in the nursing environment. A cross-sectional survey design was used. Stratified random samples (n = 300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction- NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses and Cronbach alpha coefficients were used to determine the validity and reliability of the questionnaires. Product-moment correlation coefficients were used to determine the relationship between job characteristics, coping and work-home interaction. Multiple regression analyses were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping strategies). The results showed that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative work-home interference. Problem-solving coping was associated with less negative work-home interference, while avoidance coping seems to predict higher levels of negative work-home interference. Time demands, autonomy and role clarity were the main predictors of positive work-home interference. Problem-solving coping was the only coping strategy associated with positive work-home interference. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Various occupational stressors like the physical environment, noise, lighting, temperature. aspects of the job, role conflict, workload, lack of career path, poor relationships with peers. and lack of participation arc likely to lead to various stress outcomes, namely behavioural; proneness to accidents, cognitive, inability to make sound decisions, physiological: increased blood pressure, physical and mental health, and organisational: lower productivity, and high turnover rate. These outcomes could however be influenced by moderator variables like age and gender, physiological experience and affective behaviours (type 'A' behaviour, life change, and social support). Studies have also found instances where some workers, exposed 10 the same unbearable work environments, did suffer from neither stress nor burnout. These findings have therefore led to the study of work engagement, which is considered the opposite of burnout. The study of stress, burnout and work engagement has therefore become vehicles through which employees' effectiveness and efficiency can be facilitated. It has become necessary to jointly study stress with burnout and work engagement in a holistic model so as to how a better understanding of work wellness. Burnout and work engagement therefore represent the two aspects of wellness namely, the energy dimension and the identification with work dimension. Studies have identified two underlying dimensions of work wellness in which they identified activation as ranging from exhaustion to vigour, arid identification as ranging from mental distance to dedication. Thus burnout according to them is characterised by a combination of exhaustion (low activation) and mental distance (low identification), while engagement is represented by vigour (high activation) and dedication (high identification). Extreme exhaustion may render employees emotionally and physically drained which may lead them to distance themselves emotionally and cognitively from their work and clients, while an engaged worker develops high levels of energy, and derives a sense of significance, attachment and dedication to work. However, to measure burnout, work engagement, stress, commitment and ill health requires valid and reliable instruments. In South Africa there aren't many systematic studies that have investigated stress, burnout, work engagement, commitment and ill health among civil servants. It is this dearth of well-designed studies in the area that makes this study very important. The objectives of this study were to assess the reliability and validity of the MBI-GS, the UWES, the ASSET, the Job Demands-Resource Scale, Commitment and Ill Health subscales Tor civil servants, determine the occupational stressors that they experience and whether the biographic variables by any way increase or moderate the effects of the stressors, and to finally test a structural model of work wellness consisting of burnout, work engagement, job demands-job resources, ill health, and commitment. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used. An accidental sample (N = 500) for research articles 1, 2 and 3 were targeted from the civil servants in the Mafikeng area of the North West Province of South Africa. The measuring instruments used in this study are; the Maslach Burnout Inventory-General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Job Demands and Job Resources Scale (JDRS), Health subscales. Organizational Commitment subscales, the ASSET questionnaire and a biographical questionnaire. Structural equation modelling was used to test the factor structures of the Maslach Burnout Inventory-General Sunley (MBI-GS), and the Utrecht Work Engagement Scale (UWES) respectively. namely exhaustion, cynicism, cognitive weariness, and professional efficacy, and vigour, dedication and absorption. In respect of the MBI-GS, a four-factor model of burnout. consisting of exhaustion (physically drained), cynicism (distancing oneself from colleagues and clients), professional efficacy (feeling of accomplishment) and cognitive weariness (lack of focus on one's work), was found to fit the sample data best in comparison to the three-factor, two-factor and one-factor models. Thus the study established burnout as a bur-dimensional construct. In the case of the UWES a two-factor model of work engagement, consisting of vigour and dedication fined the data best as compared to a three-factor or one-factor model. This means that the UWES is a two-dimensional construct and not a three-factor nor a one-factor dimensional construct. The scales of the MBI-GS, UWES, and the ASSET subscales of work relationships, work life balance, overload, job security, control, resources/communication. aspects of the job, and the stress outcomes of organisational commitment, individual commitment physical health and psychological (un)well-being showed acceptable internal consistencies. There existed no statistically significant differences between burnout, work engagement. the stress dimensions, commitment and ill health respectively and any of the biographical variables. The study found that psychological (un)well-being, is a major stress outcome for the civil servants followed by physical (un)health, respectively. It was discovered that the civil servants generally have low levels of stress, and security was the lowest stressor. Employee commitment was also found to be high. Stress, due to lack of resources, predicted physical ill health and explained 21% of the variance of ill health among the sample of civil servants. Stress relating to aspects of the job and security, predicted psychological ill health and explained 31% of the variance in psychological ill health. Issues relating to control on the job and security predicted organisational and individual commitment respectively and further explained 28% and 20% of organisational commitment and individual commitment. Stress due to lack of job resources, security and aspects of [he job seem to be the most important stressors. Another objective of the study was to find out if energy and identification with work could be predicted from job demands and job resources respectively. It was found that job demands and lack of job resources lead to ill health through burnout, and job resources could lead to commitment via engagement. The implications are that employees who experience excessive workload are likely to experience burnout, which in turn leads to health related problems. Continuous availability of job resources would lead to work engagement, which in turn leads to organisational commitment, while lack of it would lead to burnout. Recommendations for further research were accordingly made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

En enkätundersökning genomfördes vars syfte var att undersöka om det fanns en relation mellan grundskolelärares arbetsbetsrelaterade krav, kontroll, socialt stöd och subjektivt välmående. Syftet var också att undersöka om det fanns någon relation mellan arbetsbetsrelaterade krav, kontroll, socialt stöd och upplevelse av stress. Urvalet bestod av 365 grundskolelärare. Enkäten besvarades via en länk som med mail skickades ut till de grundskolor som valde att delta i undersökningen. En länk lades också ut på olika Facebook grupper för att öka stickprovets storlek. Prediktorerna krav, kontroll och socialt stöd mättes med General Nordic Questionnaire for Psychological and Social Factors at Work (QPS Nordic-34+). Beroendevariabeln subjektivt välmående mättes med The Satisfaction with Life Scale (SWLS). Beroendevariabeln stress mättes med QPS Nordic-34+. Data analyserades i dataprogrammet SPSS med hjälp av en multipel regressionsanalys. Resultatet visade att krav, kontroll och socialt stöd signifikant predicerade grundskolelärarnas välmående. Vidare visade resultatet att krav och kontroll signifikant predicerade upplevelsen av stress. Socialt stöd predicerade inte upplevelsen av stress signifikant. Trots vissa begränsningar i undersökningen har slutsatsen gjorts att krav, kontroll och socialt stöd är av betydelse för lärares välmående. Arbetsrelaterade krav och kontroll kan förklara deltagarnas upplevelse av stress. Resultatet diskuterades i relation till tidigare genomförda studier. För vidare forskning gavs förslag om att använda en skala som också mäter externa krav som kopplas ihop med grundskolelärares sociala interaktion med elever och deras vårdnadshavare. / A survey was constructed whose purpose was to examine if there was a relationship between the primary school teacher work-related demands, control, social support and subjective well-being. The aim was also to examine whether there was any relationship between work-related demands, control, social support and experience of stress. The sample consisted of 365 primary school teacher. The questionnaire was answered by a link as with email was sent out to the schools that chose to participate in the survey. A link was also posted on various Facebookgroups to increase the sample size. The predictors demands, control and social support was measured with the General Nordic Questionnaire for Psychological and Social Factors at Work (QPS Nordic-34 +). Dependent variable subjective well-being was measured with The Satisfaction with Life Scale (SWLS). Dependent variable stress was measured with QPS Nordic-34 +. Data were analyzed in the computer program SPSS using a multiple regression analysis. The results showed that demands, control and social support significantly predicted primary school teachers' well-being. The results also showed that demand and control significantly predicted the experience of stress. Social support predicted no experience of stress significantly. Despite some limitations in the study the conclusion has been made that the demands, control and social support are important for teachers' well-being. Work-related demands and control can explain participant’s experience of stress. The results were discussed in relation to previous studies. For further research a suggestion was to use a scale that also measures the external requirements linked with primary school teachers' social interaction with the pupils and their guardian.

Background: Diabetes type 2 is a increasing disease and societal problem. To be able to sustain a healthy life despite the disease, major lifestyle changes including dietary changes and physical activity is required. Aim: The aim of this literature review was to describe the experiences of persons living with diabetes mellitus type 2. Method: An inductive approach were used, qualitative articles were analysed by Fribergs Analysis model. Result: Three main themes was discovered; “Psychological effect of diabetes”, “Practical influence on the everyday life with diabetes” and “Social and existential influences of diabetes”. There were six sub-themes found. Conclusion: There were worries about the disease and complications. Motivation was an important factor for necessary self-care. Limitations in daily life was often related to diet and social engagements. High demands of managing lifestyle changes felt arduous. Nurses have an important role in encourage to self-management and should contribute to further individualization in diabetes care.The support was often found inadequate. / Bakgrund: Diabetes mellitus typ 2 är en växande folksjukdom och samhällsproblem. För att bibehålla ett hälsosamt liv trots sjukdomen behöver personerna ofta genomgå livsstilsförändringar i form av ändrade kost- och motionsvanor. Syfte: Syftet med denna litteraturöversikt var att beskriva personers upplevelser av att leva med diabetes mellitus typ 2. Metod: En induktiv ansats användes, kvalitativa artiklar granskades och analyserades genom Fribergs analysmodell. Resultat: Här återfanns 3 huvudteman; “ Psykisk påverkan vid diabetes”, “Praktisk påverkan i vardagen med diabetes” samt “Social och existentiell påverkan vid diabetes”. Det urskildes också sex stycken subteman. Slutsats: Det fanns en ständig oro över sjukdomen och eventuella komplikationer. Motivation och stöd var viktigt för nödvändig egenvård. Begränsningar i det dagliga livet var ofta relaterat till kost och sociala tillställningar. Krav på livsstilsförändringar upplevdes som svåra. Sjuksköterskan har en viktig roll för att uppmuntra till personernas egenvård och borde verka för att ytterligare individanpassa diabetesvården.

Today's society places greater demands on how preventative and promotional efforts should be based on evidence for optimal results. Public health workers have a great responsibility to act and support the population ahead in a positive healthy direction where evidence-based methods are to form the basis of their actions, but simultaneously they perceive high demands, lack of resources and difficulties in controlling their work situation. This leads to the purpose; how this group of workers relate to and are affected by evidence-based practices in relation to the three themes of this thesis; demands, resources and control. Eleven participants went through semi-structured interviews and a content analysis was conducted by the author on the transcribed material. Results are presented in line with the content of the three themes where demands are represented by categories named time limits, workload and responsibility; resources are represented by cooperation, adequate guidance and budget; and control is represented by context adjustments and loneliness. Public health workers are affected by evidence-based methods where perceived demands lower their ability to function efficiently, where resources are vital and where control is threatened by perceived obstacles but is longed for. Together, public health workers are pillars for raising the well-being of residents and they need attention because their actions affect us all.

Det nutida samhället kännetecknas av en alltmer ökande förändringstakt där organisationer kontinuerligt behöver göra förändringar för att behålla konkurrenskraften på marknaden, vilket resulterat i att återkommande organisationsförändringar blivit ett vanligt inslag. Studiens syfte är att undersöka hur återkommande organisationsförändringar upplevs ur ett medarbetarperspektiv. Genom att besvara följande forskningsfrågor har syftet besvarats: Hur upplever anställda att arbetets krav påverkats av återkommande organisationsförändringar? Hur upplever anställda att deras kontroll över arbetssituationen påverkats av återkommande organisationsförändringar? Vilken betydelse har socialt stöd för den anställde vid återkommande organisationsförändringar? Metoden som använts är kvalitativ, där åtta semistrukturerade intervjuer genomförts med anställda inom ett telekombolag för insamling av empirin. De teorier som använts för analys av empirin är Karasek & Theorells krav-kontroll-stödmodell. Resultatet visar att de anställda upplever att deras arbetskrav har ökat samtidigt som deras kontroll och delaktighet minskat i samband med återkommande organisationsförändringar, och att det sociala stödet fyller en viktig funktion vid denna obalans. Ett förslag till förändring för den studerade organisationen är att avsätta tid och resurser för att skapa delaktighet, så att de anställda erhåller en jämnare balans mellan arbetskrav och kontroll. / The present society is characterized by an ever-increasing rate of change where organizations continually need to make changes to maintain market competitiveness, resulting in recurring organizational changes becoming a common feature. The purpose of this study is to investigate how recurrent organizational changes are perceived from an employee perspective. By answering the following research questions, the purpose has been answered: How do employees experience that the demands of the work have been affected by recurrent organizational changes? How do employees experience that their control over the work situation has been affected by recurrent organizational changes? What is the significance of social support for the employee during regular organizational changes? The method used is qualitative, where eight semi-structured interviews were conducted with employees within a telecom company for collecting the empirical data. The theories used for analyzing the empirical data are Karasek & Theorell's demand-control-support model. The result shows that employees feel that their work demands have increased while their control and participation has decreased in connection with recurrent organizational changes, and that social support fulfills an important function in this imbalance. A proposal for change for the studied organization is to set aside time and resources to create participation, so that employees receive a more even balance between work requirements and control.