The White paper on Transforming Public Service Delivery no 1459 of 1997 stipulates that the wellbeing of employees needs to be accounted for. A directive to have employee health and wellness programmes established in all government departments was given by the director-general of the Department Public Service Administration in 2008. The Employee health and wellness programme is aimed at promoting and improving employee wellbeing, which is also linked to organizational wellness. The primary aim of the Employee Assistance Programme (EAP) is to make a positive contribution towards maximum employee productivity and effectiveness in the workplace. Employee health assessment conducted by the Department of Social Development in 2006 and 2009 confirmed that South African organizations, including the Department of Social Development, experience high levels of employee poor health. Studies suggest that both employees and the employers need to pay attention to the improvement of employee health and wellness. In 2012, an integrated employee health and wellness policy was developed to improve the Department of Social Development employee wellness. The interest to conduct the study emanates from the researcher‟s own supposition that the policy has not been fully implemented, this deduction is based on the fact that, although the policy has four critical focus areas, some of these areas, such as counselling, are not rendered. Literature reviewed includes the process of policy implementation and description of employee health and wellness, benefits of employee health and wellness programme for both employees and employer. A mixed method study was conducted to explore the implementation of the employee health and wellness policy as a strategy to improve both employee and organizational wellness within the Department of Social Development, Eastern Cape - Amathole District. The population of the study included both DSD management and non-managerial employees from Amathole District; the study also includes the Eastern Cape Department of Transport, Amathole District Municipality and South African Police Service (Mdantsane). Themes that were identified from qualitative data through semi- structured interviews by means of audio-recorder were triangulated through questionnaires and document analysis. Since the policy came into effect in 2012, results show that the implementation has been confronted with a number of challenges which include lack of support from the top management. Lack of buy in by DSD management has serious implications on the policy objectives; these include the inadequate distribution of capital, human and physical resources necessary to implement the policy. In order for the DSD to improve the implementation of employee health and wellness policy, the management needs to ensure that there is adequate provision of human and capital resources. Employees should be well-informed on policy guidelines and procedures and benefits to stimulate maximum utilisation. A decentralisation of implementation to Area offices is necessary to promote accessibility of services and prevent unnecessary delays in service delivery.

The objective of this study was (i) to determine the relationship between sense of coherence, work engagement and burnout; and (ii) to determine whether, in terms of the various socio-demographic groups, namely, gender, age, race, marital status, number of years in current position and number of years in public service, the sample differed significantly in terms of their levels of sense of coherence, work engagement and burnout. A quantitative study, using primary data, was conducted using a convenience sample (N = 172) of middle managers in a public service organisation. The psychometric properties of the Orientation to Life Questionnaire, the Utrecht Work Engagement Scale and the Maslach Burnout Inventory Scale were investigated before the hypothesis was tested. The statistical analysis of the data included descriptive statistics as well as inferential statistics. The Kaiser-Meyer Olkin and Bartlett’s test of sphericity techniques were used to determine the exploratory factor analysis of all three measuring scales. A correlation analysis between the one-factor sense of coherence, one-factor work engagement and the three burnout sub-dimensions (exhaustion, cynicism and professional efficacy) was conducted. The Pearson product-moment correlation was used to determine the strength of the relationships between the variables. The level of significance was set at a 95% confidence interval level (p 􀀂􀀁0,05). Standard multiple regression analysis was used to establish whether there is a significant relationship between sense of coherence, work engagement and burnout. The Wilk’s lambda technique was used to test the results for significance, while Levene's test of equality of error variances technique was used to test the results for significance on the sense of coherence and work engagement scales with regard to the demographic groups. The results showed that there was a significant relationship between the participants’ sense of coherence, work engagement and burnout levels. Significant differences were also found between respondents in the marital status group and the burnout dimension, depersonalisation or cynicism. The results also reflected the wellbeing status of middle managers and indicated that the respondents were flourishing (feeling good as they scored a high sense of coherence and functioning well as indicated by a high score for work engagement). It is anticipated that the findings of the study will contribute valuable knowledge to employee wellbeing programmes in public service. The study concludes by making recommendations for future research practice. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The general aim of this study was to investigate whether a relationship exists between employee wellness (specifically sense of coherence, burnout, sources of job stress and work engagement) and career anchors, and to determine whether gender, race, employment and age groups differed in terms of the employee wellness and career anchors variables. The study was conducted among a random sample of 90 employees in a typical South African work context. The data was collected by means of the Orientation to Life Questionnaire (OLQ), Maslach’s Burnout Inventory (MBI), Sources of Job Stress, the Utrecht Work Engagement Scale (UWES) and the Career Orientations Inventory (COI). Supporting evidence indicates significant associations between employee wellness and the career anchors variables. The results also showed significant differences between the career anchors of males, females, blacks, whites, permanent staff, contract staff and age groups. The findings contribute valuable new knowledge to the wellness and career literature and organisational practices related to employee wellness and career decision making. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

MPM / Oliver Tambo Institute of Governance and Policy Studies

MPH / Department of Public Health / Workplaces are important settings for health promotion and disease prevention. Participation in sport and recreation can lead to improved health of individuals and increased productivity levels at work places. Despite the health benefits of sports and recreation and the approval of the workplace sports and recreation policy in the Limpopo Department of Health, many employees still do not participate, even when invited for games. The aim of the study was to determine the perceived factors influencing participation of non-medical staff members in workplace sports and recreation at Elim Hospital using the constructs of the Health Belief Model. A quantitative descriptive cross-sectional study was conducted. The population were all non-medical staff members of Elim Hospital. A total sample of 222 non-medical staff members of Elim Hospital were used for the study. Participants were divided into three categories, depending on the type of their work. A researcher-administered structured questionnaire based on the construct of the Health Belief Model was used to collect data. The Statistical Package for Social Sciences (SPSS) version 23 and Microsoft Excel was used to analyse the data. A descriptive statistical method was used to analyse frequencies and Chi-square test was used to determine the level of significance of correlations between the different variables. A probability level of 0.05 or less was used to indicate statistical significance. The study revealed that the rate / level of participation in workplace sports and recreation among non-medical staff members at Elim Hospital was low (30%). Participants perceived themselves mainly as less susceptible and not susceptible to NCDs. The major barriers to participation that were identified include lack of awareness of the sports and recreation policy as well as busy work schedule. There was a significant relationship between participation and age of respondents, as well as between participation and occupation category. Educational programme geared towards increasing awareness of employees on the policy as well as on benefits of sports and recreation can significantly improve participation in workplace sports and recreation.

The general aim of this study was to gain insight into the perceptions and experiences of line managers regarding the impact of an employee wellness programme (EWP) on employee wellness and performance at a selected municipality in KwaZulu-Natal. As a purposive sample, ten line managers were selected to participate in the study by means of semi-structured interviews. The literature review aimed to conceptualise wellness, employee wellness and employee performance, as well as to explore the impact of EWPs on employee wellness and performance. The specific empirical study aims were to determine line managers’ level of awareness and knowledge of the municipality EWP and its purpose, to explore the challenges faced by line managers within the EWP, to explore if the line managers perceived and experienced the municipality EWP as being beneficial to employee wellness and whether participating in the EWP improved employee performance. Lastly, the aim was to make recommendations for improvement that can assist the municipality in enhancing the impact of the EWP on employee wellness and performance within the industrial psychology discipline, and in particular when it comes to employee wellness. The research findings reveal that line managers were aware of and had knowledge about the existence of the EWP through marketing campaigns, inductions and activities. They also confirmed they had personal engagement experience through participation in the programme. They perceived the main purpose of the EWP as being to support employees in achieving a work-life balance and providing counselling and advisory services. Participants noted certain challenges with regard to participating in the programme, such as fear of being judged, victimised and stigmatised, and a lack of confidentiality and trust, which affects employees’ privacy and security. Also, they doubted wellness officer competence, which included the necessary skills and training for dealing with complex cases. Lastly, gender and cultural beliefs also posed challenges. Line managers found it beneficial to participate in the EWP. It improved employee wellness and performance. Employees developed mechanisms to cope with work, personal and emotional problems. Wellness officer availability, competence and skills were recommended by participants as ways of enhancing the EWP. Involvement of other stakeholders was another recommendation for improvement. This involvement would include wellness champions, organised labour and line managers. Programme managers should consider increasing EWP awareness by improving marketing, while emphasising programme benefits and confidentiality. / Industrial and Organisational Psychology / M. Com (Industrial and Organizational Psychology)

Thesis (MA) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The relentless progression of HfV /AIDS epidemic has made it imperative that measures are put in place to minimise its impact on Small and Medium Enterprises (SME). mv is set to have a significant effect on every facet of the population, and SME is not immune. Business is likely to feel the impact ofmv/AIDS epidemic through reduced productivity, increased absenteeism, increased staff turnover, increased recruitment and training costs, increased cost of employee benefits and poor staff morale. One of the interventions is to implement a mv/AIDS policy and programme, yet a literature search showed that psychological studies of SME in implementing a mv/AIDS policy and programme are limited. The present study utilised the model of the theory of planned behaviour (Ajzen, 1985,1988, 1991), which is an extension of the theory of reasoned action (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Intention to implement a mv/AIDS policy and programme was predicted by the theory of planned behaviour constructs such as attitude, subjective norm and perceived behavioural control. The theory of planned behaviour was found to be useful in assessing behavioural intention of SME in implementing a mv/AIDS policy and programme. These findings indicate that implementing an intervention like a mv/AIDS policy and programme by SMES is a behavioural intention motivated by attitudes, subjective norms and perceived behavioural control. / AFRIKAANSE OPSOMMING: Die meedoënlose progressie van die HIVNIGS pandemie het dit gebiedend noodsaaklik gemaak om maatreëls daar te stelom die impak daarvan op klein en medium sakeondernemings te minimaliseer. HIVNIGS sal 'n beduidende uitwerking hê op alle vlakke van die bevolking. Klein en medium sakeondernemings is geen uitsondering nie. Die uitwerking van die HIVNIGS pandemie sal tot gevolg hê 'n afname in produktiwiteit; 'n toename in personeelafwesigheid, personeelomset, personeelwerwing en - opleidingskoste, personeelvoordele; en swak personeel moreel. Een manier om die probleem aan te spreek is om 'n HIVNIGS beleid en program te implimenteer. Ongelukkig toon literêre navorsing dat psigologiese studies van klein en medium sakeondernemings om 'n HIVNIGS beleid en program te implimenteer, beperk is. Dié navorsing steun op die teorie van planmatige gedrag (Ajzen, 1985; 1988; 1991), wat 'n verlenging is van die teorie van beredeneerde optrede (Fishbein & Ajzen, 1975; Ajzen & Fishbein, 1980). Die oogmerk met die implimentering van 'n HIVNIGS beleid en program is bepaal deur die teorie van planmagtige gedrag soos waargeneem in geesteshouding, subjektiewe norme en waargenome beheerde gedrag. Daar is gevind dat die teorie van planmagtige gedrag nuttig is om die oogmerke en optrede van werknemers in klein en medium sakeondernemings te bepaal met die implimentering van 'n HIVNIGS beleid en program. Hierdie bevindings toon dat die implimentering en tussenkoms van 'n HIVNIGS beleid en program by klein en medium sakeondernemings'n gedragsoogmerk is wat gemotiveer word deur geesteshoudings, subjektiewe norme en waargenome beheerde gedrag.

Thesis (MScSportSc)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: For many companies, health care can consume half of corporate profits or more. Some employers look to cost sharing, cost shifting, managed care plans, risk rating and cash based rebates or incentives. These methods merely shift costs. Absenteeism in South Africa claims 3.2% of all scheduled work hours, 43 000 work hours per week, 9 days lost per employee per year and 1 employee in every 15 on a weekly basis. The main objective of this study was to establish the effect of a physical wellness intervention on the chronic absenteeism of a governmental company like Eskom. Fiftyfour males with a mean age of 42.13 years, participated in the program. Morphological and physiological variables included fat percentage; body mass index (BMI), cholesterol, blood pressure (BP), flexibility, cardiovascular endurance, waist circumference and muscle endurance. The participants were divided into four groups consisting of 12-15 individuals. Data was collected over a period of six months (March-August 2001). There were six sessions in which the subjects participated namely: wellness awareness, general body wellness, heart wellness, stress wellness, posture wellness and nutritional wellness. These sessions focussed on education, testing and physical activity, with follow-ups and maintenance at the Biokinetic rehabilitation station. Trends for the group were traced using a statistical analysis for absenteeism tallying the GSAR (gross sickness absentee rate) and AFR (absentee frequency rate) for the participants. The GSAR and AFR were significantly lower during the intervention. The return of investment was calculated based on the amount of hours worked per month on the August 2001 payroll, where the increment figure is based on an average increase of 7.9%. The result of the study concluded that work-site body wellness is health care reform that works, with absenteeism decreasing significantly and an improved employee health status. / AFRIKAANSE OPSOMMING: Baie maatskappye kan die helfte of meer van hul wins aan gesondheidsorg spandeer. Sommige werkgewers oorweeg kostedeling, verskuiwing van kostes, gesondheidsorgplanne, risikobepaling en kontantkortings of aansporings. Hierdie metodes skuif eerder net koste. In Suid-Afrika word 3.2% van alle geskeduleerde werksure as gevolg van afwesigheid verloor, 43 000 werksure per week, 9 dae per werknemer per jaar en 1 werknemer uit elke 15 op 'n weeklikse basis. Die hoofdoel van hierdie studie was om die effek van 'n fisieke welstand intervensie op die chroniese afwesigheid van 'n parastatale maatskappy soos Eskom daar te stel. Vier en vyftig mans met 'n gemiddelde ouderdom van 42.13 jaar het aan die program deelgeneem. Morfologiese en fisiologiese veranderlikes het vetpersentasie; liggaamsmass-indeks (LMI), cholesterol, bloeddruk (BD), soepelheid, kardiovaskulêre uithouvermoë, abdominale omtrek en spieruithouvermoë ingesluit. Die deelnemers is in vier groepe verdeel wat uit 12-15 persone bestaan het. Data is oor 'n periode van ses maande ingesamel (Maart-Augustus 2001). Die deelnemers het aan die volgende ses sessies deelgeneem: bewustheid van welstand, algemene liggaamlike welstand, hartwelstand, streswelstand, postuurwelstand en dieetwelstand. Hierdie sessies het op die opvoeding, toetsing en fisieke aktiwiteit gefokus met opvolg-ondersoeke en instandhouding by die Biokinetika rehabilitasiestasie. Neigings vir die groep is opgevolg deur statistiese analise vir afwesigheid deur die TSAS (totale siekte afwesigheidsyfer) en AFS (afwesigheidsfrekwensiesyfer) vir die deelnemers aan te teken. Die TSAS en AFS was beduidend laer tydens die intervensie. Die beleggingsopbrengs is bereken op die aantal ure per maand op die Augustus 2001 . betaalstaat met die toenamesyfer gebaseer op die gemiddelde verhoging van 7.9%. Die resultaat van die studie is dat liggaamlike welstand by die werksplek voordelig is vir gesondheidsorgverbetering en dat afwesigheid beduidend afneem terwyl daar ook 'n verbetering in die gesondheidstatus van werknemers was.

Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: HIV counseling and testing (HCT) is a cornerstone of both HIV prevention and care in South Africa, but only one in five South Africans who are aware of HCT services have been tested for HIV and hence the uptake is reportedly low. This study investigated factors that prevent the uptake of HCT programme in the workplace. Specific factors that were looked at include: fear of learning about one‟s HIV status, HIV-stigma and discrimination and knowledge of and attitudes towards HCT. The study employed descriptive survey design; anonymous questionnaires were randomly distributed irrespective of age, gender, marital status, race, educational level, work position and experience. Closed and open-ended easy- to- answer questions which were written in English were asked; and they required fewer instructions. Ethical issues were considered and university guidelines followed. The results of this study showed that a great proportion of participants (93.8%) tested for HIV as compared to (6.2%) who had never tested. Of these, 59.4 % tested because they wanted to know their HIV status and, 43.8% of participants preferred using the workplace HCT programme for convenience; while 50% used private facilities for privacy and confidentiality. The study further established that fear of knowing one‟s HIV status, workplace discrimination, knowledge of and attitudes towards HCT were not associated with workplace HCT programme uptake. The results did however show that both participants who had tested and those who had not tested (68.8%) demonstrated significantly greater AIDS-related stigma. Supportive and collaborative efforts are necessary to create and promote an enabling and conducive environment in order to dispel workplace HIV-related stigma. In addition, it is imperative to develop and implement workplace stigma mitigation strategy putting in place interventions that aim to reduce all forms of stigma, as well as emphasizing on the benefits of testing. / AFRIKAANSE OPSOMMING: MIV/Vigs-voorligting en toetsing is die hoeksteen vir beide die voorkoming en versorging van MIV-pasiënte in Suid-Afrika. Ongelukkig is net ongeveer een uit elke vyf mense bewus van hulle MIV-status. Die doel van hierdie studie is 'n poging om vas te stel waarom so min mense gebruik maak van gratis toetsingsdienste in die werksplek. 'n Beskrywende studie-ontwerp is in hierdie navorsing gebruik met anonieme vraelyste wat ewekansig versprei is onder 'n steekproef waarin geen onderskeid ten opsigte van ras, geslag. opvoedkundige vlak, posisie in die werk en ervaring gemaak is nie. Geslote en oop-einde vrae is gebruik en Engels is as kommunikasiemedium gebruik omdat al die proefpersone dit verstaan het. Resultate van die studie het aangetoon dat beduidend meer mense hulle wel laat toets het teenoor die wat hulle nie laat toets het nie. Die studie het verder bevind dat faktore soos die vrees om status te weet; diskriminasie in die werksplek, kennis van en houding teenoor MIV/Vigs nie geassosieer kan word met die lae opname van vrywillige toetsing in die werksplek nie. Die studie het wel bevind dat diegene wat hulle . laat toets het, beduidend meer stigma in die werksplek ondervind. Ondersteunende dienste is uiters nodig ten einde stigma suksesvol in die werksplek te bestuur. Daar word voorgestel dat daar 'n volledige opleidingsprogram ,in die werksplek van die organisasie wat in die studie gebruik is, ontwikkel moet word ten einde die invloed van stigma tot 'n minimum te beperk.

Thesis (MPhil)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The study investigated implementation of HIV/AIDS policy by senior management in Youngsfield military base. Some of the aspects evaluated included training concerning HIV, campaigns, allocation of budget to manage HIV and knowledge of policy by management. Self-administered questionnaires were used as a method of collecting data. The respondents included in the study ages ranged between 25-59 years. The majority of the respondents did not have any problem in completing questionnaires. Results revealed that involvement of headquarters in allocating funds to acquire training aids, distribution of pamphlets and other information educating personnel insufficient, poor implementation of workplace HIV/AIDS policy by management on all levels, lack of programs dealing with HIV/AIDS and lack of HIV/AIDS policy knowledge by management to lesser extent. Recommendations of this study includes aspects dealing with HIV/AIDS workplace programs, importance of occupational health and safety, addressing stigma and discrimination, absenteeism, HIV/AIDS training and most importantly campaigns throughout the year. / AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing was om die implementering van die beleidsdokument wat handel oor MIV/Vigs in die werksplek deur die senior bestuur in Youngsfield militere basis te ondersoek. Van die aspekte wat die navorser ondersoek het is MIV/Vigs bewusmakingveldtogte, beskikbaarheid van fondse en kennis van die Suid Afrikaanse Nationale Weermag beleidsdocument wat handel oor MIV/Vigs in die werksplek. Studievraelyste is aan respondente uitgedeel. Respondente wat aan die studie deelgeneem het se ouderdome wissel tussen 25 en 59 jaar. Die grootste getal deelnemers het geen beswaar aangeteken om die vraelyste te voltooi nie. Die grootste getal van respondente het aangedui dat die fondse wat beskikbaar gestel word onvoldoende is om die boodskap oor die gevare van MIV/Vigs te versprei. Daar is verder bevind dat belangrike aspekte soos biljette, pamflette, video opnames en getikte material nie versprei kan as gevolg van tekort aan fondse. MIV/Vigs beleid is beskikbaar in militere basisse van die Suid Afrikaanse Nationale Weermag. Die enigste tekort is die implementering daarvan. Die aanbevelings wat bevind is deur die studie sluit in MIV/Vigs programme in die werkplek, die aanspreek van stigma en diskriminasie, afwesigheid weens kroniese siektes wat MIV/Vigs insluit en hantering van ongevalle in die werkplek.