The nursing profession in South Africa currently faces a climate of uncertainty and change as governments struggle to contain healthcare while improving access, equity and health outcomes. These factors are placing an extra burden on people in a profession that is already encapsulated by an above-average risk environment for burnout and occupational stress. This research emerges from the need to enhance the work wellness of employees in an already burdened profession. Enhancement of work wellness depends on the successful diagnosis of burnout, work engagement and occupational stress. To be able to measure these constructs, it is important to use reliable and valid instruments, taking into account the cultural diversity in a multicultural setting such as South Africa. No validated instruments in this regard exist for the nursing profession in South Africa. Furthermore, little information is available regarding these constructs and the relationship between them, including sense of coherence and coping strategies. The general aim of this study was to validate the Maslach Burnout Inventory (MBI), the Utrecht Work Engagement Scale (UWES) and the Nursing Stress Indicator (NSI) for the nursing profession in South Africa; to analyse the differences between the levels of burnout and engagement of different biographical groups; to identify the major occupational stressors and to investigate the relationships between occupational stress, sense of coherence, coping, burnout and work engagement. A cross-sectional survey design was used, with stratified random samples (N = 818) taken of registered nurses in South Africa. The Maslach Burnout Inventory-Human Services Survey. the Utrecht Work Engagement Scale, the Nursing Stress Indicator, the Orientation to Life Questionnaire, the Coping Orientation for Problem Experienced Questionnaire, as well as a biographical questionnaire, was administered for the purpose of data collection. Cronbach alpha coefficients, exploratory factor analysis, Pearson product-moment correlations, multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests, descriptive statistics and multiple regression analysis were employed to analyse the data. Exploratory factor analysis with target rotations resulted in a three-factor model of burnout, consisting of exhaustion, depersonalisation and personal accomplishment, and a one-factor model of work engagement. The scales showed acceptable construct equivalence and internal consistencies for all three language groups, except for one item in the engagement scale, where a significant lower score was noticed for the African language speaking group. Practically significant differences were found in the burnout and engagement levels of registered nurses with regard to their age and rank, and in the case of work engagement, also regarding the years spent in nursing. T-tests revealed that burnout and engagement levels were influenced by the occurrence of a medical condition and a lack of specialised training, and in the case of burnout, also by longer working hours (full-time employment). Registered nurses reported significantly high levels of stress relating to staff shortage, inadequate salaries and excessive administrative duties. Lack of organisational support and job demands were the strongest predictors of burnout (emotional exhaustion and depersonalisation), together with a weak sense of coherence. Focus on and ventilation of emotions as a coping strategy was also related to emotional exhaustion. Low levels of burnout were found to be related to high levels of engagement. Multiple regression analysis revealed that occupational stress, a weak sense of coherence, approach coping, focus on and ventilation of emotions, and low seeking of emotional/social support predicted 33% of the variance in emotional exhaustion. Twenty-seven percent of the variance in depersonalisation was predicted by occupational stress, a weak sense of coherence, avoidance coping, focus on and ventilation of emotions, and a low turning to religion. Occupational stress because of job demands, a weak sense of coherence, approach coping strategies, focus on and ventilation of emotion, in the absence of avoidance as a coping strategy, predicted 17% of the variance in personal accomplishment, while low levels of occupational stress because of job demands, a weak sense of coherence, and approach coping strategies predicted 24% of the variance in engagement. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Organisations in the chemical industry face many demands. They have to distinguish themselves from their competitors in the market through technological advancement, market changes and the constant drive to be the best. Other demands include political pressures, e.g. employment equity and diversity management. Furthermore they have to attempt to reduce costs as well as to increase productivity. These pressures may have either a negative or positive effect on employees which could in turn impact on their energy and motivation. Higher job demands and a lack of job resources could result in high levels of exhaustion, demotivation, dissatisfaction and disengagement. Job demands refer to those physical, psychological or organisational aspects of the job that require specific effort and are associated with physiological and psychological costs. Job resources refer to the aspects of the job that may be functional in meeting task requirements and may reduce the physiological and psychological costs; they may also stimulate growth as well as the development of an individual. The objective of this study was to test a structural model of work-related well-being showing the relationships amongst the variables of job demands, job resources, exhaustion, mental distance, vitality, work devotion, health and organisational commitment. A cross-sectional survey design was used. The participants (JV=265) included employees working for a business within the chemical industry. The South-African Employee Health and Wellness Survey (SAEHWS) was used to gather data on the work-related well-being of employees. Descriptive statistics, Cronbach's alpha coefficients, correlation coefficients and structural equation modelling were used to analyse the data. The results indicated that high job demands and insufficient job resources resulted in high levels of burnout (exhaustion and mental distance), which led to physical and psychological ill health. Adequate job resources on the other hand resulted in work-related well-being (low burnout and high work engagement), which in turn resulted in organisational commitment. Growth opportunities within the job and organisational support played an important role in the well-being of the employees. Recommendations for future research were made. / Thesis (M.A. (Industrial psychology))--North-West University, Potchefstroom Campus, 2009.

The study addresses the impact that fringe benefits have on the levels of job satisfaction and engagement of the employees of Orica Mining Services. Orica is a global explosives company that serves the mining and construction industries all over the world. The remuneration of employees differs from country to country within the organization and this can lead to confrontations when employees compare remuneration packages amongst one another. To determine the appropriate compensation for the value of the work becomes even more difficult when dealing with a global organization. This matter becomes even more complicated when an organisation's boundaries stretch across country borders. The study aims to compare job satisfaction and engagement of Orica employees working in South Africa to those working in Ghana. A survey research design was used with a specifically developed questionnaire as the data gathering instrument. The participants represent the total of all employees of Orica, a global mining services company. Management supported the study and made participation compulsory. A total of 57 employees completed the questionnaires. Employees from different areas, gender, age, academic levels and income groups participated. The majority of the respondents were in the age group 36 - 40 (28.1%). Educational levels revealed that the majority (68.4%) of participants have a Grade 12 and/or higher qualification. Because all the questionnaires represented the population and not just a sample, only a test to determine practical correlation was performed. For the purpose of the correlation test, the Nonparametric Spearman's correlation coefficient (r) was used. The statistical analysis indicated a highly important correlation between Job Satisfaction and Engagement. Thus a high level of job satisfaction will imply a high level of engagement and vice versa. It has also indicated that Job Satisfaction and Fringe Benefits shows a low practically significant correlation. The test for correlation between Job Satisfaction and Remuneration indicated that the level of job satisfaction an employee experiences in the organisation is influenced by his remuneration package. The test for correlation between Engagement and Fringe Benefits shows a low practically significant correlation. The test for correlation between Engagement and Remuneration shows a low practically significant correlation. The limitations of the study were the limited number of employees in Orica South Africa and Orica Ghana for participation in this comparative study. The structure of remuneration packages is treated as confidential and therefore employees might be hesitant to answer questions regarding fringe benefits and remuneration. The study was conducted within Orica and therefore its outcome can only be released with the permission of Orica South Africa and Orica Ghana. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

One of the biggest challenges facing the South African prison system today is the phenomenon of recidivism (repeat offences). In ninety four percent of all cases offenders re-engage in criminal activities after they have been released from prison. This means that the majority of prisons in South Africa are ineffective in terms of rehabilitating offenders during their time in prison. The contribution of this research revolves around an analysis of the rehabilitation arrangements that are prescribed by the DCS to all Government correctional institutions (prisons). The Groenpunt maximum security prison is used as a case study to establish why rehabilitation is ineffective and to identify ways and means to reduce recidivism. In this regard the rehabilitation arrangements at Groenpunt maximum security prison is measured against the prescribed governmental rehabilitation arrangements. The following main findings (problem areas) emerged out of this research: • At Groenpunt maximum security prison the prescribed governmental prescriptions for rehabilitation are not being adhered to; and • Participation in rehabilitation programmes is not compulsory for offenders at Groenpunt maximum security prison. The above trends render rehabilitation ineffective and stimulate recidivism upon release. In order to rectify the above situation the research highlights specific shortcomings in the rehabilitation arrangements of Groenpunt maximum security prison that needs to be rectified in order to reduce recidivism. This boils down to the development of an individual needs based approach to rehabilitation and making participation in rehabilitation programmes compulsory for all offenders. It is further envisaged that the recommendations relating to Groenpunt maximum security prison can also be applied to other prisons in order to reduce the rate of recidivism in all South African prisons. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

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.

One of the biggest challenges facing the South African prison system today is the phenomenon of recidivism (repeat offences). In ninety four percent of all cases offenders re-engage in criminal activities after they have been released from prison. This means that the majority of prisons in South Africa are ineffective in terms of rehabilitating offenders during their time in prison. The contribution of this research revolves around an analysis of the rehabilitation arrangements that are prescribed by the DCS to all Government correctional institutions (prisons). The Groenpunt maximum security prison is used as a case study to establish why rehabilitation is ineffective and to identify ways and means to reduce recidivism. In this regard the rehabilitation arrangements at Groenpunt maximum security prison is measured against the prescribed governmental rehabilitation arrangements. The following main findings (problem areas) emerged out of this research: • At Groenpunt maximum security prison the prescribed governmental prescriptions for rehabilitation are not being adhered to; and • Participation in rehabilitation programmes is not compulsory for offenders at Groenpunt maximum security prison. The above trends render rehabilitation ineffective and stimulate recidivism upon release. In order to rectify the above situation the research highlights specific shortcomings in the rehabilitation arrangements of Groenpunt maximum security prison that needs to be rectified in order to reduce recidivism. This boils down to the development of an individual needs based approach to rehabilitation and making participation in rehabilitation programmes compulsory for all offenders. It is further envisaged that the recommendations relating to Groenpunt maximum security prison can also be applied to other prisons in order to reduce the rate of recidivism in all South African prisons. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

Suicide embodies a considerable but often preventable loss of life. As the second leading cause of death for young people in Canada between the ages of 15 and 24, nearly one-quarter of all annual deaths for this age group are accounted for by those who have died by suicide. Greater still is the prevalence of suicidal behaviour. Annually, suicide and suicidal behaviours across the age span are estimated to cost the Canadian economy $2.2 billion. Given the high personal costs to victims, survivors, and taxpayers, it seems crucial that prevention strategies be implemented to reduce the high rate of suicide and suicidal behaviours, as well as to promote mental health, particularly in youth. The promotion of positive mental health and well-being is especially relevant for youth living in rural areas. Fewer mental health resources are available in rural communities than in urban centres. Moreover, youth living in rural, low population density areas often do not believe that their anonymity and right to privacy would be protected if they were to seek mental health services. The present research was carried out to provide a potential foundation for stimulating mental health promotion and suicide prevention approaches, differing by rural and urban community and by gender, before such concerns emerge. Through a survey of 813 (459 rural youth; 354 urban youth) secondary school youth in Eastern Ontario, we examined the inverse association between suicidal ideation and engagement in extracurricular activities, such as sports, music, drama, or community groups. Who is at greatest risk: It was found that rural youth reported significantly more suicidal thoughts than did urban youth (p < .01). Perceived social support accounted for rural and urban differences, while difficulties coping with daily stressors accounted for gender differences, in self-reported suicidal ideation. Thus, “red flags” for communities at risk could include perceived deficits in social support within a given community, as well as having a number of young females who indicate poor coping with daily stressors. What factors to target: Depressive symptoms, risk behaviours, self-esteem, and social support differed in importance in the prediction of suicidal ideation based on rural-urban setting and gender. Results reflecting differences underscore the importance of examining such factors in mental health research. A “one size fits all” approach to youth mental health promotion and suicide prevention does not appear to be a prudent strategy. How to intervene: Youth engagement was explored as one possible means of intervention. In rural youth, personally meaningful engagement and engagement in a number of activities was directly inversely related to suicidal ideation. Regression analyses involving interaction analyses were carried out with youth engagement as a moderator for mental health indicators such as depressive symptoms, risk behaviours, self-esteem, and social support in the prediction of suicidal ideation. Through simple slope analyses, it was found that youth engagement significantly reduces the relationships between suicidal ideation and mental health indicators, particularly for males (p < .001). Therefore, youth engagement appears to be more universally beneficial for rural youth, given that rural dwelling appears to be a risk factor for suicidal ideation. Moreover, for male youth at risk for suicidal ideation, given depressive symptoms, risk behaviours, low self-esteem, and low perceived social support, youth engagement may be of particular benefit. With knowledge of who is at greatest risk for suicidal ideation, what factors to target, and a possible intervention road map, we can reach youth and foster resiliency before suicidal thoughts emerge.

Digital storytelling as a pedagogical practice has been extensively explored as a means of increasing engagement, developing 21st century skills such as creativity, critical thinking, collaboration and communication, and refining digital literacies in students. However, there is a lack of data on how the use of multimodal digital tools can be used to explore pervasive social issues such as bullying in adolescents. In this study, a group of grade seven students provided their views and self-assessed their levels of empathy and understanding for victims of bullying, bullies and bystanders prior to and after the completion of a digital storytelling project. Using Likert scale data, along with an in-depth content analysis of the stories and presentations the students produced, the study explored whether participation in this digital storytelling project led to a noticeable and measurable impact on their understanding of and empathy for victims of bullying, bullies and bystanders.

The purpose of this research was to develop a model for the implementation and evaluation of citizen-user involvement in mental health policymaking. The study explored the pathways through which the experiential knowledge of citizen-users enters policy processes, how the outcomes of citizen-user involvement are conceptualized by policy actors, and the contextual factors that influence the implementation and outcomes of involvement. Qualitative instrumental case study methodology was used to focus on the policy field of mental health and social housing. Data were collected through key informant interviews with a purposive sample of 21 people recruited from four policy actor groups: citizen-users, representatives of advocacy organizations, government officials (elected representatives and bureaucrats), and service providers. A review of policy documents as well as forum, committee and task force reports provided additional data for the study. The research built on a previous study that developed a model of the important processes that are used to engage citizen-users in decisions about services and policies. Findings from the current study built on this model by exploring the outcomes, pathways and contexts of involvement from the perspectives of policy actors. Four categories of outcomes were identified: substantive, instrumental, normative and personal. Benefits and risks of involvement were identified within each category. Participants described direct and indirect pathways through which the voices of citizen-users have gained access to policymaking. Direct pathways were those through which individual and collective voices of citizen-users have communicated directly with decision makers. Indirect pathways represented the ways in which the voices of citizen-users were mediated by other policy actors. The findings also highlighted five contextual factors that have influenced citizen-user involvement: the socio-political environments, institutional characteristics, participant characteristics, opportunities to be involved and other influences on policymaking. This research has added to knowledge about the important components of citizen-user involvement in policymaking. The results provide guidance to policy actors about ways to enhance involvement. People with mental health and social housing needs have important experiential and other knowledge to contribute to policymaking. The challenge is the ongoing search for the means to ensure that their voices are heard and carry weight.

Organisations in the chemical industry face many demands. They have to distinguish themselves from their competitors in the market through technological advancement, market changes and the constant drive to be the best. Other demands include political pressures, e.g. employment equity and diversity management. Furthermore they have to attempt to reduce costs as well as to increase productivity. These pressures may have either a negative or positive effect on employees which could in turn impact on their energy and motivation. Higher job demands and a lack of job resources could result in high levels of exhaustion, demotivation, dissatisfaction and disengagement. Job demands refer to those physical, psychological or organisational aspects of the job that require specific effort and are associated with physiological and psychological costs. Job resources refer to the aspects of the job that may be functional in meeting task requirements and may reduce the physiological and psychological costs; they may also stimulate growth as well as the development of an individual. The objective of this study was to test a structural model of work-related well-being showing the relationships amongst the variables of job demands, job resources, exhaustion, mental distance, vitality, work devotion, health and organisational commitment. A cross-sectional survey design was used. The participants (JV=265) included employees working for a business within the chemical industry. The South-African Employee Health and Wellness Survey (SAEHWS) was used to gather data on the work-related well-being of employees. Descriptive statistics, Cronbach's alpha coefficients, correlation coefficients and structural equation modelling were used to analyse the data. The results indicated that high job demands and insufficient job resources resulted in high levels of burnout (exhaustion and mental distance), which led to physical and psychological ill health. Adequate job resources on the other hand resulted in work-related well-being (low burnout and high work engagement), which in turn resulted in organisational commitment. Growth opportunities within the job and organisational support played an important role in the well-being of the employees. Recommendations for future research were made. / Thesis (M.A. (Industrial psychology))--North-West University, Potchefstroom Campus, 2009.