The purpose of this study was to identify the satisfaction from services received by businesses as members of Wellness Councils. All 105 members of the Wellness Council of Northwest Indiana were invited to participate in the survey. Fifty four (51%) participants completed and returned the survey on satisfaction levels.The instrument was developed to measure member satisfaction with the services provided by the Wellness Council of Northwest Indiana. The member organizations rated the council on a 5 point scale, with 5 being the highest possible score.A two way analysis of variance was conducted to identify differences in satisfaction by size and organization purpose; profit and nonprofit.The least satisfied group was the large for profit, while the most satisfied group was the large nonprofit group. Small for profit member organizations were slightly more satisfied than small not for profit organizations.Satisfaction did vary by size and organization, but in general, members were mostly satisfied with their participation in the Wellness Council of Northwest Indiana.Also, four open ended questions were asked, to allow the members to elaborate on other areas of interests or concerns. These results showed that members were interested in the following 2 areas: 1. education, 2. networking.Future research should include quantitative methodology that examines the meanings behind many of the narrative comments from the study. Future instruments should also include specific areas of satisfaction mentioned in the narrative responses. / Institute for Wellness

Harsh realities exist in the South African Police Service (SAPS) that require concepts such as burnout and work engagement to be studied in the context of work-related well-being. Although these difficulties relate to police officials experiencing work-related trauma, more stressors seem to manifest on an organisational level, which in turn affects the psychological well-being of police officials. This study seeks to focus on the burnout and engagement of members of the Local Criminal and Record Centre (LCRC) in the SAPS. The members of the LCRC are exposed to severe occupational stressors relating to their job content, which necessitates research in occupational stress relating to the health of SAPS members. For the purposes of this study, the model of occupational stress, commitment and ill health of Cartwright and Cooper (2002) will be utilised to explain strain and organisational commitment. Work-related well-being, on the other hand, can best be explained by referring to the model of well-being developed by Schaufeli and Bakker (200 1 ). Since job demands play a central role in burnout, it is necessary to implement preventive organisationally-based strategies to address high job demands. Upon reviewing stress research, it became clear that a serious lack of intervention research exists. Little information is available about the work-related well-being of SAPS members, whilst no documented research could be found regarding the effects of an intervention programme on the work-related well-being of LCRC members. The study aimed at utilising three levels of intervention (primary, secondary and tertiary) on organisational and individual level. An integrated classification scheme of both the positive and negative aspects of work-related well-being on the organisational and individual level was developed and presented to members from the LCRC over a one-year period. The research method for each of the three articles of this study consisted of a brief literature review and an empirical study. An availability non-randomised sample was selected because the entire in-tact group of the LCRC of the SAPS (N=111) in the North West Province was included in the study. A survey design was used to achieve the research objectives of both Articles 1 and 2, whilst a longitudinal survey design was utilised in Article 3, where the same instruments were administered at two different times (over a one-year period) to the same group of participants. The measuring instruments used in this study are the Maslach Burnout Inventory-General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Job Demands-Resources Scale (JDRS), Health subscales, Organisational Commitment subscales, the ASSET questionnaire and a biographical questionnaire. Structural equation modelling was implemented to test a structural model of work-related wellbeing. A good fit was found for the model in which perceived job demands contributed to burnout which, in turn, impacted on ill health. Work wellness was determined by the relationship between two opposite constructs, namely burnout and engagement. The work-related well-being of members of the LCRC was affected by an environment of high job demands and inadequate resources. In Article 2, multiple regression analyses showed that occupational stress explained 19% of the variance in psychological ill health and 17% of the variance in physical ill health. A two-step multiple regression analysis conducted with the variables in their continuous form revealed that control was a statistically significant predictor of both physical and psychological ill health, while job overload statistically significantly predicted psychological ill health. Occupational stress also explained 17% of the variance in individual commitment and 16% of the variance in organisational commitment. It was concluded that individual commitment moderated the effects of stressful work relations on ill health. LCRC members portrayed a high risk to fall ill due to exhaustion; they were less enthusiastic about their job and tended to derive a lower sense of significance from their work. In addition, members showed a major risk for developing low affective commitment due to low work engagement. Exhaustion influenced the way members view their job demands, organisational and social support, as well as growth opportunities available to them. A lack of advancement opportunities and job insecurity contributed to feelings of exhaustion and cynicism. Another objective of this study was to evaluate interventions used to promote work-related wellbeing of LCRC members. Although no significant differences were found between the pre- and post-measurements, some positive aspects did flow from the interventions. For instance an active effort by management to address resource needs. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.App.Psy.)--University of Waikato, 2007. / Title from PDF cover (viewed May 28, 2008) Includes bibliographical references (p. 108-117)

The general aim of this research was to determine the theoretical elements of positive coping behaviour and operationalise these into a reliable and valid measurement scale, the Positive Coping Behaviour Inventory (PCBI). Positive coping behaviour was conceptualised in the context of employee wellness in the contemporary world of work. The literature review guided the development of a theoretical model comprising four constructs denoting positive coping behaviour: cognitive, affective, conative and social coping behaviour. Scale development protocols were followed in generating items for each dimension. The empirical study (research scale development) employed a non-probability, purposive sampling technique. The empirical study targeted the total population of N = 525 employees working in Omnia. The Omnia Group comprises a balanced and diversified range of complementary chemical service businesses with a broad geographic spread. The sample was diverse in terms of age, gender and race, overall mood description and general health. The respondents were purposefully selected based on the requirement that respondents had to be working and aged between 19 and 65 years. The empirical research provided evidence of the factorial (multidimensional) validity, unidimensionality, internal consistency reliability and structural and intra-test construct validity of the PCBI. Construct equivalence of the PCBI across age, gender and race groups was also confirmed. The statistical analyses provided evidence of the PCBI being anchored in a strong theoretical foundation with the scale having the potential to provide researchers and practitioners with a reliable instrument to measure the positive coping behaviour of adult workers. Furthermore, the PCBI contributes to the field of positive psychology and industrial and organisational psychology in terms of better understanding of the behavioural dimensions that constitute positive coping behaviour. As a valid theoretical framework, the PCBI dimensions provide useful information on measuring individuals’ positive coping behaviour in a holistic manner by focusing on a broad spectrum of positive psychological constructs in terms of cognitive, affective, conative and social behavioural elements / Industrial and Organisational Psychology / D. Litt. et Phil. (Industrial and Organisational Psychology)

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011. Includes bibliographical references (leaves 109-117). / The construction industry is an important player in the economy of South Africa. In spite of the numerous constraints facing the industry in developing countries, it makes significant contributions to economic growth. The construction industry is a challenging place to work (Pillay & Haupt in Hinze, Bohner & Lew, 2008). The diverse industry is, however, associated with high risk environments and employees are exposed to harsh and dangerous situations, e.g. employees have to work with dangerous machines and equipment. The industry stands out from other industries as having the highest worker injury and fatality rates. Every construction worker is likely to be temporarily unfit to work at some time as a result of moderate injuries or health problems after working on a construction site (Shakantu, Haupt & Tookey, 2006; Smallwood, 2004). This study was prompted by the lack of an Employee Assistance Programme for workers in a medium-sized construction company. A non-probability sampling procedure was utilised. In order to investigate and explore the well-being of employees a research questionnaire was developed and presented to a sample of 34 male respondents in the construction company for completion. The empirical results indicated the difficulties that the respondents are experiencing. The results further revealed the need for assistance from the employer to the respondents. It is anticipated that the research will contribute to, firstly, an awareness of problems in the construction industry regarding the well-being of workers, and secondly to develop a model which will positively contribute to the effective development and implementation of an assistance programme for employees in the construction industry.

The aim of this research was to explore the causes of relapse post treatment for substance dependency within the South African Police Services (SAPS). “Alcoholism is a chronic relapsing brain disease, so individuals with substance abuse disorders face the possibility of relapse once they stop using alcohol even if they have had a successful treatment” (Perkinson, 2004:180). According to Connors, Maisto and Donovan (1996:5) research revealed that relapse rates among persons treated for alcoholism were approximately 35% and 58% at two weeks and three months after treatment, respectively. A relapse or uncontrolled return to alcohol or other drug use following competent treatment, is one of the greatest problems substance abusers and their counselors face (Lewis, Dana&Blevins, 2002:105; Johnson, 2003:271). The objective of the study was to explore the challenges that members in the South African Police Services (SAPS) experience or are exposed to causing them to relapse post treatment for substance dependency. The findings are intended to provide recommendations to the management of SAPS to develop a relapse prevention programme in the workplace to prevent relapse post treatment. The researcher utilized a quantitative research approach to identify the causes of relapse among SAPS members post rehabilitation for substance dependency. The type of research is applied research as the focus of the study is on identifying the causes for members within the SAPS to relapse post treatment for substance dependency and to address a specific practical issue in the workplace. The literature review focused on understanding the relapse process. The cognitive-behavioural Model of relapse was discussed at length including the prevalence of substance abuse among police members and concluded with information on the relapse prevention programme. A self-administered questionnaire was used as a research tool to collect data from the respondents (See annexure C). The population of this study was the members of the SAPS who had undergone treatment for substance dependency from January 2008 to April 2009. The researcher concentrated on those members in the KZN Province. Consultation with the social workers revealed a population size of 50 members. Due to the small size of the population, no sampling procedure was necessary as the whole population was selected as the sample. The findings of the study were based on 44 questionnaires that were returned by the respondents. The findings were analyzed and presented using tables and graphs which were then interpreted in words. The study revealed that the majority of the respondents attributed their main cause for relapse due to Intrapersonal determinants - they experienced a negative emotional state (for example, feelings of anger, frustration and anxiety) that initially triggered their need to taking that first drink. Secondly respondents identified exposure to peer pressure and boredom as also being a cause for their relapse. They disclosed that at times their peers would pressurize them to consume alcohol. The temptation, urges and cravings and being in the presence of other people consuming alcohol proved too difficult to resist. Alcohol being the recreational drug of choice proved to be tempting to members especially when socialising with colleagues. Based on the findings of the study conclusions and recommendations were made to the development of the relapse prevention programme to assist members post treatment to maintain their sobriety. Copyright / Dissertation (MA)--University of Pretoria, 2012. / Social Work and Criminology / unrestricted

No description available.

This study was conducted to describe the status and perceived need of wellness and employee assistance programs in the public school systems in Virginia. There were 132 superintendents asked to respond to a mailed survey; 124 responded, for a return rate of 93.93%. The school systems having these programs were grouped by wealth, according to the composite index of the school system, and size, according to the number of teaching positions in the school system. The results of the analysis indicated that there are a variety of wellness programs throughout the state. Wellness and employee assistance programs occur in large and small school systems with teaching staffs ranging from 43 to 8,124. The composite index of school systems having one of these programs ranged from .2016 to 1.000. There was a significant perceived need of these programs as indicated by the positive responses to an open-ended question. Of the 124 school systems responding, 47, or 37.90%, had wellness programs, and 38, or 30.64%, had employee assistance programs. The U.S. Department of Health and Human Services Objective 20.15 states that by the year 2000, 75% of the workplaces with 50 employees or more should offer a health promotion program. This study established the baseline necessary to measure the growth of these programs in Virginia and will assist personnel directors by providing information about the types of programs that now exist throughout the state. / Ed. D.

The purpose of this study was two-fold. First, it sought to identify constraints on program implementation by exploring the nature of contractual relations in the construction industry. The program of interest was the Laborers’ Membership Assistance Program. Second, it sought to operationalize behavioral norms identified by Macneil in his work on relational contract. The underlying intent was to assess the usefulness of relational contract theory in explaining observed behaviors among parties potentially affected by program implementation. The research strategy chosen for study of the Laborers’ Membership Assistance Program was the embedded case study. Multiple projects were embedded within the overall design, and analyses incorporated outcomes from these multiple projects. Results were then used collectively to propose a grounded theory framework for systematically evaluating relational contract. This was accomplished by comparing ideas growing out of Macneil’s work to empirical evidence. Data were collected from three distinct groups. Each group was potentially affected by the program being implemented -- union stewards and foremen, union business leaders, and signatory employers. Mechanisms for data collection were the semi-structured interview, focus group interview, and questionnaire. Data collection was accomplished through researcher visits to hiring hall premises, focus group interviews at selected hiring halls, and mail surveys. Multiple analytical techniques were used to analyze the data including conceptual correlation matrix analysis, frequencies, correlations, multidimensional scaling, and cluster score analysis. The study was exploratory and the results descriptive. Its theoretical significance lay in its use as a means for assessing the usefulness of Macneil’s work on relational contract as a viable approach to study of workplace relationships and to study of social contract. Its practical Significance lay in its applicability to decisions by unions as to what factors should be considered when designing implementation strategies. / Ph. D.

This study explored union leaders' attitudes and perceptions about Employee Assistance Programs (EAPs) in the united states. Three hundred and five union leaders who were participants in a union leadership training program completed the survey instrument. This study explored a number of research questions that add to the descriptive knowledge about EAPs and tested four groups of hypotheses concerning union leaders' view of EAPs. The first two hypotheses examined the readiness of union leaders to cooperate with management on the EAP. The second hypothesis examined the factors that affect the readiness to cooperate variables. The results revealed that the majority of union leaders perceive EAPs as increasing human capital rather than as a form of management control. The readiness to cooperate was found to be affected by the presence of training, written materials, and whether the EAP was in collective bargaining agreement. Generally, the demographic characteristics of union leaders did not have an impact on their views of EAPs. Replication of the research of Trice and Beyer (1982) was conducted and little similarity was found with their earlier findings. The results revealed that EAPs were relatively new in this population, were generally sponsored by the company and the actual services delivered by EAP providers. Union leaders perceived the drug problem in America as serious but saw it as less serious in their locals. Drug testing was being conducted at most of the companies and one half of the companies referred workers who tested positive to the EAP for assistance. / Ph. D.