Although different occupations/organisations have unique work characteristics, it seems possible to divide them into two categories, namely job demands and job resources. A valid, equivalent and reliable instrument is needed to measure job demands and resources and to compare them among different occupations/organisations. The aim of this study was to investigate the construct equivalence, validity and reliability of a measuring instrument of job demands and resources and to assess the differences between the job demands and job resources in various occupations/organisations in South Africa. A cross-sectional survey design was used. A stratified random sample (N = 2717) was taken from a population consisting of employees in various occupations and organisations. The occupations/organisations included academics (higher education institutions), staff at a university of technology, correctional officers. insurance staff and engineers. The Job Demands-Resources Scale (JDRS) was used to assess job demands and job resources in the different occupations/organisations. Descriptive statistics, exploratory factor analysis, reliability analysis and multivariate analysis of variance were used to analyse the data. Five reliable factors were extracted using principal component analysis, namely: overload, growth opportunities, organisational support, advancement and job insecurity. The results showed that the structure of job demands and job resources in the different occupations/organisations were equivalent. with the exception of one factor, namely organisational support. Engineers showed higher scores on overload and growth opportunities than Occupations/organisations. Academics in higher education institutions also experienced more growth opportunities than other groups. Engineers, academics in higher education institutions and employees in the insurance industry reported higher levels of organisational support than correctional officers and employees at a university of technology. Engineers obtained the highest score on advancement, while academics in higher education institutions obtained the lowest scores. Job insecurity was the highest for correctional officers and employees of a university of technology, and the lowest for engineers. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

This study examines the determining factor of nurses' occupational stress in public hospitals in Saudi Arabia. Despite the increasing number of occupational stress studies in the healthcare industry, occupational stress studies are still at an early stage of development in Saudi Arabia, and further research is recommended. The objectives of this research are: (1) to identify the occupational stress levels among nurses in public-sector hospitals in Saudi Arabia; (2) to examine the influence of job demands on the anxiety and turnover intention of nurses working in public-sector hospitals in Saudi Arabia; (3) to investigate the influence of job resources on the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia; (4) to determine the mediating effects of emotional exhaustion on the relationship between job demands and anxiety and turnover intention on nurses working in public-sector hospitals in Saudi Arabia; and (5) to ascertain the mediating effects of work engagement on the relationship between job resources and the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia. The study was conducted as a two-stage empirical study employing sequential exploratory mixed-methods approach starting with interviews with 15 nurses, analysing the data then revising the questionnaire and distributing to a sample of nurses at five hospitals. The study used thematic analysis to analyse the qualitative data and the Statistical Package for the Social Sciences (SPSS) and AMOS to analyse the 512 questionnaires. The conceptual model was validated through Structural Equation Modelling (SEM), which includes two kinds of models: the measurement model or confirmatory factor analysis (CFA), and the structural model which is conducted to approve the hypotheses and the performance of the suggested conceptual framework. The study findings indicated that the level of nurses' stress is very high and has negative outcomes if the job demands (stressors) exceed the nurses' abilities. Emotional demands, work-family conflict and workload are the main job demands identified. Procedural fairness and perceived organizational support are identified as the main job resources. This study also examines the mediation role of emotional exhaustion and work engagement. More specifically, its shows that emotional exhaustion mediates the relationship between emotional demands, work-family conflict, workload and anxiety, whereas emotional exhaustion only mediates the relation between work-family conflict and turnover intention. Conversely, work engagement mediates the relation between procedural fairness and turnover intention and happiness. Contributions of the study, research and practical implications, and future research directions are also discussed.

Employees in South African organisations are faced with increasing work pressures as economic and business factors (such as globalisation) lead to extensive restructuring, cost cutting and initiatives to continuously improve organisational processes. These conditions are conducive to the occurrence of burnout in the South African private sector. Burnout has been extensively researched in areas such as health services and law enforcement, however, the subject has received less focus in the private sector. Given the negative impact of burnout on employees and organisations, it becomes valuable to study burnout in this context. The aim of this study was to investigate the relationship between job demands, job resources, cognition and burnout. A cross-sectional survey design was used. Stratified random samples (N = 80) were taken from employees at a South African metals manufacturing company. The Maslach Burnout Inventory (MBI), Cognitive Flexibility Scale (CFS) and Job Demands-Resources Scale (JDRS) were administered. The reliability of the measuring instruments was assessed with the use of Cronbach alpha coefficients. Descriptive statistics (e.g., means and standard deviations) were used to analyse the data. Pearson correlations and multiple regression analyses were used to assess the relationships between job demands, job resources, burnout and cognition. The correlation coefficients indicated that cynicism is negatively related to growth opportunities and organisational support. Professional efficacy was positively related to organisational support, growth opportunities, advancement and cognitive flexibility. Multiple regression analysis showed that job demands, job resources, and cognitive flexibility predicted 18% of the variance in the exhaustion of employees. Job demands, job resources, and cognitive flexibility predicted 28% of cynicism and 44% of the variance in professional efficacy. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Employees in South African organisations are faced with increasing work pressures as economic and business factors (such as globalisation) lead to extensive restructuring, cost cutting and initiatives to continuously improve organisational processes. These conditions are conducive to the occurrence of burnout in the South African private sector. Burnout has been extensively researched in areas such as health services and law enforcement, however, the subject has received less focus in the private sector. Given the negative impact of burnout on employees and organisations, it becomes valuable to study burnout in this context. The aim of this study was to investigate the relationship between job demands, job resources, cognition and burnout. A cross-sectional survey design was used. Stratified random samples (N = 80) were taken from employees at a South African metals manufacturing company. The Maslach Burnout Inventory (MBI), Cognitive Flexibility Scale (CFS) and Job Demands-Resources Scale (JDRS) were administered. The reliability of the measuring instruments was assessed with the use of Cronbach alpha coefficients. Descriptive statistics (e.g., means and standard deviations) were used to analyse the data. Pearson correlations and multiple regression analyses were used to assess the relationships between job demands, job resources, burnout and cognition. The correlation coefficients indicated that cynicism is negatively related to growth opportunities and organisational support. Professional efficacy was positively related to organisational support, growth opportunities, advancement and cognitive flexibility. Multiple regression analysis showed that job demands, job resources, and cognitive flexibility predicted 18% of the variance in the exhaustion of employees. Job demands, job resources, and cognitive flexibility predicted 28% of cynicism and 44% of the variance in professional efficacy. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Although different occupations/organisations have unique work characteristics, it seems possible to divide them into two categories, namely job demands and job resources. A valid, equivalent and reliable instrument is needed to measure job demands and resources and to compare them among different occupations/organisations. The aim of this study was to investigate the construct equivalence, validity and reliability of a measuring instrument of job demands and resources and to assess the differences between the job demands and job resources in various occupations/organisations in South Africa. A cross-sectional survey design was used. A stratified random sample (N = 2717) was taken from a population consisting of employees in various occupations and organisations. The occupations/organisations included academics (higher education institutions), staff at a university of technology, correctional officers. insurance staff and engineers. The Job Demands-Resources Scale (JDRS) was used to assess job demands and job resources in the different occupations/organisations. Descriptive statistics, exploratory factor analysis, reliability analysis and multivariate analysis of variance were used to analyse the data. Five reliable factors were extracted using principal component analysis, namely: overload, growth opportunities, organisational support, advancement and job insecurity. The results showed that the structure of job demands and job resources in the different occupations/organisations were equivalent. with the exception of one factor, namely organisational support. Engineers showed higher scores on overload and growth opportunities than Occupations/organisations. Academics in higher education institutions also experienced more growth opportunities than other groups. Engineers, academics in higher education institutions and employees in the insurance industry reported higher levels of organisational support than correctional officers and employees at a university of technology. Engineers obtained the highest score on advancement, while academics in higher education institutions obtained the lowest scores. Job insecurity was the highest for correctional officers and employees of a university of technology, and the lowest for engineers. Recommendations for future research were made. / Thesis (M.A. (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.

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.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The primary objective of the study was to gain a deeper understanding of the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey comprising of four sections. Participation in the survey was voluntary, anonymous and confidential. The first section of the survey consisted of gathering of the participants’ biographical and employment information. The subsequent sections provided a measurement of the specific latent variables using valid and reliable measuring instruments, including the the Utrecht Work Engagement Scale (UWES-17) designed by Schaufeli, Salanova, González-Romá and Bakker (2002), the Job Demands- Resources Scale (Jackson & Rothmann, 2005), and Roodt’s (2004) Turnover Intentions Scale (TIS).

Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014

Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing. The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire. Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style. Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014