Tremendous pressure is placed on organisations to improve their performance and to become increasingly competitive. In order to survive in a highly competitive economy, organisations are undergoing major restructuring and can no longer guarantee employees with life time employment, leading to job insecurity. The primary objectives of this research were to investigate the relationship between job insecurity and job satisfaction of employees (N = 298) in a government organisation, as well as to determine whether work locus of control mediates the relationship between job insecurity and job satisfaction. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey (JIS), the Minnesota Satisfaction Questionnaire (MSQ), the Work Locus of Control Scale (WLCS) and a biographical questionnaire. Results indicated that a practically significant relationship exists between job insecurity and job satisfaction. It was further found that external locus of control is associated with high levels of job insecurity and lower levels of job satisfaction. Regression analyses confirmed the partially mediating of work locus of control on the relationship between cognitive job insecurity and job satisfaction. Conclusions and recommendations were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The industrialised world of today are characterised by transformation and concepts such as downsizing, rightsizing and restructuring have become a reality. South Africa is not excluded from this worldwide phenomenon and economic and political changes, as well as the shrinking labour market, lead to increased job insecurity. After 1994 local governments were faced with the challenge of high demands for basic services in previously disadvantaged communities, while having limited resources. These organisations are also affected by the processes of restructuring and transformation, which, in turn, have led to understanding in most departments and, as such, may contribute to job stress. In this study, job insecurity is regarded as a stressor, and its possible relationship with burnout, work engagement and coping is explored. A cross-sectional survey design was used. The Job Insecurity Questionnaire, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale and the COPE Questionnaire were administered together with biographical questionnaires. Descriptive and inferential statistics were used to analyse the data. Low levels of job insecurity and burnout and high levels of engagement were found in the study population. Results also indicated that job insecurity is related to burnout, that burnout has a negative correlation with work engagement and coping, and that a positive relationship exists between work engagement and coping. Finally, a regression analysis showed that nine percent of variance in burnout, as measured by the OLBI, is predicted by total job insecurity. Job insecurity can thus partially be used in the prediction of burnout. Limitations in the research are identified and recommendations for future research are made. / Thesis (M.A.)--North-West University, Vaal Triangle Campus, 2005.

The effect of globalisation and the changing world of work place demands on organisations for better performance and competitiveness. The result is large-scale workforce reductions, outsourcing and unemployment, which is taking its toll on the emotional well-being of employees. In an attempt to reduce costs, organisations put pressure on employees who remain at work to modify their jobs, accept alternative employment conditions/positions, or to relocate, all of which are strengthening job insecurity, and leads to employees working harder in order to keep their jobs (Biking, 1999). These factors will lead to tired employees. Shirom (1989) claims that exhaustion is the most important dimension regarding burnout. Internationally, the changing work environment is causing people to experience higher levels of job insecurity. In South Africa we do not only have the impact of globalisation, but our country has also gone through major political changes. Celebrating 10 years of democracy the workers at government organisations are faced with numerous challenges that have an impact on job insecurity, burnout, job engagement and psychological well-being. The primary objective of this research was to examine the relationship between job insecurity, burnout, job engagement and psychological well-being of workers at a government organisation. The measuring instruments that were used are the Job Insecurity Survey Inventory (JISI), the Oldenburg Bumout Inventory (OLBI), the Utrecht Work Job engagement Scale (UWES), and the General Health Questionnaire (GHQ). A cross-sectional survey design was conducted among 500 employees of a government organisation. A response of 296 completed questionnaires was received Results demonstrated a practical significance between Job Insecurity and Job engagement as well as between Job Insecurity and General Health and between Job Insecurity and the exhaustion disengagement scale of the OLBI. It was found that increased job insecurity is associated with decreased work job engagement and poorer general health. Multiple regression analysis indicated that 22% of the variance in job engagement as measured by the OLBI was predicted by job insecurity and 8% of the variance in exhaustion as measured by the OLBI was explained by job insecurity. Further it indicated 14% of the variance in job engagement as measured by the UWES was predicted by job insecurity. A total of 17% of the variance in general health can be explained by job insecurity. Levels of job insecurity, as well as burnout were found to be average. Positive results for job engagement were found, measuring slightly above average. Results indicated good health as measured by this study. Recommendations for the organisation and future research were made / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

In South Africa, organisations are exposed to economical, political, social, demographical and technological forces that encourage change. Tremendous pressure is placed on organisations to improve their performance and increase their global competitiveness in this continuously changing world of work. As organisations focus on competition and profit margins, workers are confronted with real or anticipated job loss, causing many to feel insecure about their jobs and future work life. Employees who consider themselves empowered, experience reduced emotional strain. Empowered employees thus derive a sense of meaning from their work, and these results in work engagement. The entire population of employees working at a government organisation in Gauteng was targeted for this research. The study population included workers from all levels, ranging from semi-skilled to professionals. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely the Job Insecurity Inventory, the Measuring Empowerment Questionnaire and the Utrecht Work Engagement scale. Results indicated lower levels of job insecurity, psychological empowerment and work engagement compared to previous studies. No correlations were found between job insecurity and psychological empowerment or between job insecurity and work engagement. Psychological empowerment showed a positive correlation with work engagement. Regression analysis indicated that meaning did not show a significant predictive value towards cognitive job insecurity, but indicated significant predictive value towards affective job insecurity and towards work engagement. Cognitive job insecurity predicted work engagement significantly. Conclusions and limitations of the current research were discussed and recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

The industrialised world of today are characterised by transformation and concepts such as downsizing, rightsizing and restructuring have become a reality. South Africa is not excluded from this worldwide phenomenon and economic and political changes, as well as the shrinking labour market, lead to increased job insecurity. After 1994 local governments were faced with the challenge of high demands for basic services in previously disadvantaged communities, while having limited resources. These organisations are also affected by the processes of restructuring and transformation, which, in turn, have led to understanding in most departments and, as such, may contribute to job stress. In this study, job insecurity is regarded as a stressor, and its possible relationship with burnout, work engagement and coping is explored. A cross-sectional survey design was used. The Job Insecurity Questionnaire, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale and the COPE Questionnaire were administered together with biographical questionnaires. Descriptive and inferential statistics were used to analyse the data. Low levels of job insecurity and burnout and high levels of engagement were found in the study population. Results also indicated that job insecurity is related to burnout, that burnout has a negative correlation with work engagement and coping, and that a positive relationship exists between work engagement and coping. Finally, a regression analysis showed that nine percent of variance in burnout, as measured by the OLBI, is predicted by total job insecurity. Job insecurity can thus partially be used in the prediction of burnout. Limitations in the research are identified and recommendations for future research are made. / Thesis (M.A.)--North-West University, Vaal Triangle Campus, 2005.

The effect of globalisation and the changing world of work place demands on organisations for better performance and competitiveness. The result is large-scale workforce reductions, outsourcing and unemployment, which is taking its toll on the emotional well-being of employees. In an attempt to reduce costs, organisations put pressure on employees who remain at work to modify their jobs, accept alternative employment conditions/positions, or to relocate, all of which are strengthening job insecurity, and leads to employees working harder in order to keep their jobs (Biking, 1999). These factors will lead to tired employees. Shirom (1989) claims that exhaustion is the most important dimension regarding burnout. Internationally, the changing work environment is causing people to experience higher levels of job insecurity. In South Africa we do not only have the impact of globalisation, but our country has also gone through major political changes. Celebrating 10 years of democracy the workers at government organisations are faced with numerous challenges that have an impact on job insecurity, burnout, job engagement and psychological well-being. The primary objective of this research was to examine the relationship between job insecurity, burnout, job engagement and psychological well-being of workers at a government organisation. The measuring instruments that were used are the Job Insecurity Survey Inventory (JISI), the Oldenburg Bumout Inventory (OLBI), the Utrecht Work Job engagement Scale (UWES), and the General Health Questionnaire (GHQ). A cross-sectional survey design was conducted among 500 employees of a government organisation. A response of 296 completed questionnaires was received Results demonstrated a practical significance between Job Insecurity and Job engagement as well as between Job Insecurity and General Health and between Job Insecurity and the exhaustion disengagement scale of the OLBI. It was found that increased job insecurity is associated with decreased work job engagement and poorer general health. Multiple regression analysis indicated that 22% of the variance in job engagement as measured by the OLBI was predicted by job insecurity and 8% of the variance in exhaustion as measured by the OLBI was explained by job insecurity. Further it indicated 14% of the variance in job engagement as measured by the UWES was predicted by job insecurity. A total of 17% of the variance in general health can be explained by job insecurity. Levels of job insecurity, as well as burnout were found to be average. Positive results for job engagement were found, measuring slightly above average. Results indicated good health as measured by this study. Recommendations for the organisation and future research were made / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Tremendous pressure is placed on organisations to improve their performance and to become increasingly competitive. In order to survive in a highly competitive economy, organisations are undergoing major restructuring and can no longer guarantee employees with life time employment, leading to job insecurity. The primary objectives of this research were to investigate the relationship between job insecurity and job satisfaction of employees (N = 298) in a government organisation, as well as to determine whether work locus of control mediates the relationship between job insecurity and job satisfaction. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey (JIS), the Minnesota Satisfaction Questionnaire (MSQ), the Work Locus of Control Scale (WLCS) and a biographical questionnaire. Results indicated that a practically significant relationship exists between job insecurity and job satisfaction. It was further found that external locus of control is associated with high levels of job insecurity and lower levels of job satisfaction. Regression analyses confirmed the partially mediating of work locus of control on the relationship between cognitive job insecurity and job satisfaction. Conclusions and recommendations were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

In South Africa, organisations are exposed to economical, political, social, demographical and technological forces that encourage change. Tremendous pressure is placed on organisations to improve their performance and increase their global competitiveness in this continuously changing world of work. As organisations focus on competition and profit margins, workers are confronted with real or anticipated job loss, causing many to feel insecure about their jobs and future work life. Employees who consider themselves empowered, experience reduced emotional strain. Empowered employees thus derive a sense of meaning from their work, and these results in work engagement. The entire population of employees working at a government organisation in Gauteng was targeted for this research. The study population included workers from all levels, ranging from semi-skilled to professionals. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely the Job Insecurity Inventory, the Measuring Empowerment Questionnaire and the Utrecht Work Engagement scale. Results indicated lower levels of job insecurity, psychological empowerment and work engagement compared to previous studies. No correlations were found between job insecurity and psychological empowerment or between job insecurity and work engagement. Psychological empowerment showed a positive correlation with work engagement. Regression analysis indicated that meaning did not show a significant predictive value towards cognitive job insecurity, but indicated significant predictive value towards affective job insecurity and towards work engagement. Cognitive job insecurity predicted work engagement significantly. Conclusions and limitations of the current research were discussed and recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

Non-government organisations (NGOs) are special kinds of organisation which focus on serving the common good in society. Historically they have helped the needy, disadvantaged and vulnerable people and communities. The view that society had of NGOs has changed: they are no longer seen as charity and welfare organisations but as valuable partners in the context of sustainable development. Although many different non-profit organisations exist, all strive towards development, betterment and upliftment. These organisations are dependent on funding, yet need to be sustainable, which creates the challenge of obtaining funding in order to render services. This research explored the current funding context, using Bramley’s Children’s Home as a case study, in order to identify the challenges experienced by NGOs in obtaining adequate funding. It also investigated the perceptions of management regarding the impact of these challenges on the sustainability of the organisation. The research findings indicate that funding is seen as a common dilemma in this sector, and that there is a lack of sufficient long-term investment from donors. The effect is that NGOs struggle to implement much-needed services and therefore improving services in order to address the constantly changing needs of people remains a challenge. Emphasis has been placed on the importance of collaboration between the NGO sector, the business sector and government. By establishing partnerships each sector can benefit when contributing to sustainable development and can possibly also address the challenge of funding within NGOs. This research strives to showcase the important role of NGOs within the context of sustainable development, with specific reference to Bramley Children’s Home in addressing the social problem of caring for and protecting vulnerable children. / Master of Development and Management, North-West University, Potchefstroom Campus, 2015

Non-government organisations (NGOs) are special kinds of organisation which focus on serving the common good in society. Historically they have helped the needy, disadvantaged and vulnerable people and communities. The view that society had of NGOs has changed: they are no longer seen as charity and welfare organisations but as valuable partners in the context of sustainable development. Although many different non-profit organisations exist, all strive towards development, betterment and upliftment. These organisations are dependent on funding, yet need to be sustainable, which creates the challenge of obtaining funding in order to render services. This research explored the current funding context, using Bramley’s Children’s Home as a case study, in order to identify the challenges experienced by NGOs in obtaining adequate funding. It also investigated the perceptions of management regarding the impact of these challenges on the sustainability of the organisation. The research findings indicate that funding is seen as a common dilemma in this sector, and that there is a lack of sufficient long-term investment from donors. The effect is that NGOs struggle to implement much-needed services and therefore improving services in order to address the constantly changing needs of people remains a challenge. Emphasis has been placed on the importance of collaboration between the NGO sector, the business sector and government. By establishing partnerships each sector can benefit when contributing to sustainable development and can possibly also address the challenge of funding within NGOs. This research strives to showcase the important role of NGOs within the context of sustainable development, with specific reference to Bramley Children’s Home in addressing the social problem of caring for and protecting vulnerable children. / Master of Development and Management, North-West University, Potchefstroom Campus, 2015