The general aim of this study was to research the relationship between psychosocial functioning and emotional intelligence in a sample of 69 employees in different organisational settings in South Africa. Each respondent completed the Personal Multi-Screening Inventory (PMSI) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). The research findings indicated that there are significant relationships between subscales of the PMSI and subscales of the MSCEIT, in that the ability to manage emotions is associated with low levels of Helplessness, Stress and Frustration, and high levels of Expectation, Satisfaction and Achievement, whereas the ability to perceive emotions is associated with low levels of Satisfaction and Achievement. A relatively high level of the ability to perceive emotions is also associated with Helplessness. It is recommended that employee wellness interventions in the workplace be enhanced through emotional intelligence mediation of negative psychosocial functioning. The study is concluded with recommendations for further research. / Industrial and Organisational Psychology / M. A. (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)

The purpose of this hermeneutic phenomenology study was to explore and describe the meaning employees attribute to the lived experiences of returning to work after cancer treatment. Semi-structured interviews were held with eight participants and a thematic data analysis method was used. The results indicate that cancer survivors experience various challenges that make it difficult to function as they did before the diagnosis when they return to work. A critical hermeneutical reflection against the literature followed the structural analysis and resulted in a contextual framework that incorporated the individual and organisational perspective on the various influences involved in supporting cancer survivors to maintain their wellbeing when they return to work. Four phases, repression, comprehension, activation and reintegration, were identified when they tried to cope/adjust on their return to work. The corresponding forms of organisational support they expected through these phases were labelled motivation, information, navigation and stabilisation. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Cardiovascular disease (CVD) is responsible for approximately 600,000 deaths in the United States each year, with African Americans (AAs) disproportionately affected. Individual-level approaches to reducing CVD remain ineffective, mobilizing a movement that advocates for population-based solutions. Workplace wellness programs (WWPs) have gained considerable traction as a viable strategy for ameliorating CVD burden among workers in general. However, no studies have looked at the efficacy of WWPs in ameliorating CVD specifically among AA employees--a knowledge gap that this investigation aimed to close. Based on the health belief model and the social cognitive theory, this retrospective cohort study used de-identified secondary data to evaluate the racial differences in the mean change in CVD biomarkers between 163 AAs and 228 Caucasians civilian workers participating in a U.S. Marine Corp self-directed WWP. The 4 CVD biomarkers evaluated were systolic blood pressure (SBP), diastolic blood pressure (DBP), and waist-to-hip ratio. Repeated measures MANCOVA analysis was used to establish the contribution of the independent variable (race) to SBP, DBP, LDL cholesterol, and waist-to-hip ratio. Results showed an overall significant main effect of time for changes in SBP and DBP even after controlling for race, sex, age, and days from baseline. However, there was no overall main effect of time for changes in LDL cholesterol or waist-to-hip ratio. Further research using randomization, a comprehensive health risk appraisal, and a larger sample size may yield additional benefits to AAs. Implications for positive social change include reduction of the extraordinarily high CVD disease burden and disparity among AAs.

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)

Text in Afrikaans / The purpose of the research was to determine the extent to which health issues, and particularly work stress, are managed at a welfare organization. The group investigated consisted of 49 registered social workers employed at nine welfare organizations in the Nelson Mandela Metropole. The research process was directed by quantitative research, the research information being obtained through a literature study and structured questionnaire. A number of health issues were identified in the workplace. Based on the empirical investigation it was concluded that health management does not enjoy a high priority at welfare organisations. The health issues that have the most impact on the respondents' work ability are work stress and burnout. It is recommended that organisations compile a holistic policy for health management. There is a need for implementation of employee assistance and wellness programmes for health management. Such programmes promote the productivity and general wellbeing of social workers. / Die doel van die navorsingstudie was om te bepaal tot watter mate gesondheidskwessies, in die besonder werkstres, by 'n welsynsorganisasie bestuur word. Die ondersoekgroep het bestaan uit 49 geregistreerde maatskaplike werkers werksaam by nege welsynsorganisasies in die Nelson Mandela Metropool. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsingsinligting is met behulp van 'n literatuurstudie en gestruktureerde vraelys bekom. Daar word tans 'n aantal gesondheidskwessies in die werkplek geidentifiseer. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat gesondheidbestuur nie 'n hoe prioriteit geniet by welsynsorgnisasies nie. Die gesondheidskwessies wat die mees beduidende impak op die respondente se werkvermoe het, is werkstres en uitbranding. Daar word aanbeveel dat organisasies 'n holistiese beleid ten opsigte van gesondheidsbestuur opstel. Daar is 'n behoefie aan die implementering van werknemerhulp- en werknemerwelstandprogramme vir gesondheidsbestuur omdat sulke programme die produktiwiteit en algemene welstand van maatskaplike werkers kan bevorder. / Social Work / M.Diac. (Social Work)

In terms of section 186(1)(e) of the Labour Relations Act 66 of 1995 constructive dismissal occurs where an employee terminated a contract of employment with or without notice because the employer made continued employment intolerable. Work stress is becoming more and more imminent in the workplace. Some employees feel that the amount of work stress also makes their continued employment intolerable, and then they claim constructive dismissal. This raises the question whether the courts should apply the same tests they apply in constructive dismissal cases as well as in cases where the employee resigns because of work stress. But, if the same tests that are used to determine if there has been a constructive dismissal are used in a case where an employee resigns because of work stress, a real danger exists because then it can lead to the misuse of a claim of constructive dismissal by employees who cannot handle a minimum amount of work stress. Over the years the courts have indicated that they apply an objective test in cases of constructive dismissal. This leads to the argument whether subjectivity should play a role, and whether one should look at the subjective perspective of both the employer and the employee. This research looks at numerous court decisions, from both the South African legal system as well as the United Kingdom legal system, in order to determine which tests the South African courts need to apply when they are confronted with a constructive dismissal claim where the employee resigned due to work stress. Constructive dismissal – resignation – work stress – stress due to an excessive workload – work stress and employee wellness – stress based claims. / Thesis (LL.M. (Labour Law))--North-West University, Potchefstroom Campus, 2011

In terms of section 186(1)(e) of the Labour Relations Act 66 of 1995 constructive dismissal occurs where an employee terminated a contract of employment with or without notice because the employer made continued employment intolerable. Work stress is becoming more and more imminent in the workplace. Some employees feel that the amount of work stress also makes their continued employment intolerable, and then they claim constructive dismissal. This raises the question whether the courts should apply the same tests they apply in constructive dismissal cases as well as in cases where the employee resigns because of work stress. But, if the same tests that are used to determine if there has been a constructive dismissal are used in a case where an employee resigns because of work stress, a real danger exists because then it can lead to the misuse of a claim of constructive dismissal by employees who cannot handle a minimum amount of work stress. Over the years the courts have indicated that they apply an objective test in cases of constructive dismissal. This leads to the argument whether subjectivity should play a role, and whether one should look at the subjective perspective of both the employer and the employee. This research looks at numerous court decisions, from both the South African legal system as well as the United Kingdom legal system, in order to determine which tests the South African courts need to apply when they are confronted with a constructive dismissal claim where the employee resigned due to work stress. Constructive dismissal – resignation – work stress – stress due to an excessive workload – work stress and employee wellness – stress based claims. / Thesis (LL.M. (Labour Law))--North-West University, Potchefstroom Campus, 2011

The research focused on constructing a psychological wellbeing profile for employee wellness and talent retention practices by investigating employees’ psychological wellbeing-related attributes (constituting self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing), and whether these significantly mediate the relation between their experiences of bullying and their intention to leave the organisation when controlling for bullying, age, gender, race, tenure and job level. A quantitative survey was conducted on a convenience sample of employed adults (N = 373) of different age, gender, race, tenure and job level groups from various South African organisations. The canonical statistical procedures indicated work engagement (vigour, dedication and absorption) and hardiness (commitment-alienation) as the strongest psychological wellbeing-related dispositional attributes in the workplace bullying and turnover intention relationship. The mediation modelling results showed that workplace bullying significantly predicted turnover intention, which in turn, significantly predicted either high/low levels of work engagement (vigour and dedication) in one’s work. Self-esteem, emotional intelligence or hardiness did not seem likely to influence the relationship between workplace bullying and turnover intention. The multiple regression analysis indicated that participants’ biographical variables (age, gender, race and job level) significantly predicted workplace bullying, self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing, and turnover intention. The tests for significant mean differences indicated that participants from various biographical groups (age, gender, race, tenure and job level) statistically significantly differed regarding workplace bullying (independent variable), the psychological wellbeing-related variables, namely self-esteem, emotional intelligence, hardiness, employee engagement, psychosocial flourishing (mediating variables) and turnover intention (dependent variable). On a theoretical level, the study deepened understanding of the cognitive, affective and conative behavioural dimensions of the hypothesised psychological wellbeing profile. On an empirical level, the main findings were reported and interpreted in terms of an empirically derived psychological wellbeing profile based on the work engagement of the participants. On a practical level, the findings provided valuable guidelines for the development of talent retention and wellness interventions, which might add to the body of knowledge relating to psychological wellbeing-related dispositional attributes that influenced workplace bullying and talent retention / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Text in Afrikaans / The purpose of the research was to determine the extent to which health issues, and particularly work stress, are managed at a welfare organization. The group investigated consisted of 49 registered social workers employed at nine welfare organizations in the Nelson Mandela Metropole. The research process was directed by quantitative research, the research information being obtained through a literature study and structured questionnaire. A number of health issues were identified in the workplace. Based on the empirical investigation it was concluded that health management does not enjoy a high priority at welfare organisations. The health issues that have the most impact on the respondents' work ability are work stress and burnout. It is recommended that organisations compile a holistic policy for health management. There is a need for implementation of employee assistance and wellness programmes for health management. Such programmes promote the productivity and general wellbeing of social workers. / Die doel van die navorsingstudie was om te bepaal tot watter mate gesondheidskwessies, in die besonder werkstres, by 'n welsynsorganisasie bestuur word. Die ondersoekgroep het bestaan uit 49 geregistreerde maatskaplike werkers werksaam by nege welsynsorganisasies in die Nelson Mandela Metropool. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsingsinligting is met behulp van 'n literatuurstudie en gestruktureerde vraelys bekom. Daar word tans 'n aantal gesondheidskwessies in die werkplek geidentifiseer. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat gesondheidbestuur nie 'n hoe prioriteit geniet by welsynsorgnisasies nie. Die gesondheidskwessies wat die mees beduidende impak op die respondente se werkvermoe het, is werkstres en uitbranding. Daar word aanbeveel dat organisasies 'n holistiese beleid ten opsigte van gesondheidsbestuur opstel. Daar is 'n behoefie aan die implementering van werknemerhulp- en werknemerwelstandprogramme vir gesondheidsbestuur omdat sulke programme die produktiwiteit en algemene welstand van maatskaplike werkers kan bevorder. / Social Work / M.Diac. (Social Work)