The global shortage of registered nursing practitioners is widely reported in the literature. This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students graduating from nursing education programmes, more nurses leaving the profession shortly after completion of their studies, and other factors. Burnout amongst registered nurses may contribute to the above and can also serve as an indication of the reason these shortages in the nursing profession occur. The South African National Defence Force (SANDF) is also affected by the shortage of registered nurses. This shortage is increased by the involvement of the SANDF in peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers of registered nursing personnel to qualify from the South African Military Health Services (SAMHS) Nursing College. In order to increase the number of students qualifying from this college and, to retain them after qualifying, research is needed regarding the occurrence of non-completion of studies at the college and the tendency to leave the SANDF shortly after qualifying. The objective of this study was to identify possible stressors (job demands and/or job resources) in the military nursing-student environment, to investigate their effects on students (burnout or engagement), and to assess whether it has any influence on their academic performance. A cross-sectional survey design was used. A sample of 167 nursing students (completing the four-year integrated nursing diploma) at second, third and fourth-year levels was obtained. The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the Wellness Survey (WS), together with a biographical questionnaire, were administered. The Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive vii Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002). Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and structural equation modelling were used to analyse the results. The results showed that job demands (consisting of overload, organisational influences and work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism and cognitive weariness). A negative relationship was found between burnout and academic performance. Job resources (consisting of social support, growth and advancement, contact with others and organisational support) had a strong relationship with work engagement (consisting of vigour and dedication) and a significant negative relationship with performance (academic results). A negative relationship was also shown to exist between work engagement and academic performance. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The global shortage of registered nursing practitioners is widely reported in the literature. This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students graduating from nursing education programmes, more nurses leaving the profession shortly after completion of their studies, and other factors. Burnout amongst registered nurses may contribute to the above and can also serve as an indication of the reason these shortages in the nursing profession occur. The South African National Defence Force (SANDF) is also affected by the shortage of registered nurses. This shortage is increased by the involvement of the SANDF in peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers of registered nursing personnel to qualify from the South African Military Health Services (SAMHS) Nursing College. In order to increase the number of students qualifying from this college and, to retain them after qualifying, research is needed regarding the occurrence of non-completion of studies at the college and the tendency to leave the SANDF shortly after qualifying. The objective of this study was to identify possible stressors (job demands and/or job resources) in the military nursing-student environment, to investigate their effects on students (burnout or engagement), and to assess whether it has any influence on their academic performance. A cross-sectional survey design was used. A sample of 167 nursing students (completing the four-year integrated nursing diploma) at second, third and fourth-year levels was obtained. The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the Wellness Survey (WS), together with a biographical questionnaire, were administered. The Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive vii Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002). Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and structural equation modelling were used to analyse the results. The results showed that job demands (consisting of overload, organisational influences and work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism and cognitive weariness). A negative relationship was found between burnout and academic performance. Job resources (consisting of social support, growth and advancement, contact with others and organisational support) had a strong relationship with work engagement (consisting of vigour and dedication) and a significant negative relationship with performance (academic results). A negative relationship was also shown to exist between work engagement and academic performance. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The study investigated the relationship among supervisor's job insecurity, job stress, abusive supervision, employee¡¦s job engagement and innovative behavior. The author distributed 90 questionnaires for supervisors and 270 questionnaires for employees who work in research and development department. In all, questionnaires were completed by the 83 supervisor and 133 employees and analyzed by factor analysis, internal consistency analysis, regression analysis and path analysis to measure the relationship among the constructs. Research results found that: (1) Supervisor¡¦s job insecurity and work stress was positively related to employee¡¦s perception of abusive supervision. (2) Employee¡¦s perception of abusive supervision was negatively related to their job engagement. (3) Employee¡¦s job engagement was positively related to their innovative behavior. The results provide an idea that encourages researchers to explore other possible factors which cause abusive supervision in the future.

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.

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.

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No description available.

Background: Health care professionals are at risk of developing burnout due to the inherently stressful nature of their work. Burnout has been found to compromise the wellbeing of health care professionals and their ability to provide optimal patient care. Job engagement is proposed to be the antipode of burnout and is concerned with occupational well-being. It is hoped that through a better understanding of factors related to job engagement and burnout, occupational well-being of health care professionals and their ability to care for patients can be improved. Systematic review: A systematic review of the literature on burnout and job engagement in physicians and nurses since 2002 identified seven studies. Findings suggest that burnout and job engagement are independent constructs, albeit negatively related. These findings contribute to the current knowledge about the relationships between burnout and engagement dimensions and provide a framework for interventions aimed at increasing occupational well-being among front line medical professionals. Aims: A study was conducted to assess levels of job engagement and burnout and their relationship with turnover intentions and job satisfaction and stress in the entire workforce of a Cancer Centre in the United Kingdom. Participants and procedure: 150 cancer care workers completed a cross-sectional questionnaire entailing the Maslach Burnout Inventory, the Engagement Indicator, measures of job satisfaction, stress, turnover intentions and demographics. Results: Mean scores of emotional exhaustion did not differ from normative data, while lower levels of depersonalisation and lack of accomplishment were found. Furthermore, engagement scores were significantly higher than in the normative sample and the majority reported high levels of job satisfaction and indicated no turnover intentions. Path analysis provided preliminary support for an exploratory model indicating that engagement mediates the relationship between job stress, burnout and job satisfaction and turnover intentions. Implications: It is important that, despite increasing pressure to reduce costs, service planning is mindful of the continuous and long-term process required to maintain and facilitate engagement and job satisfaction, which appear important to the long term retention of staff. Conclusions: Work overload and a perception of being poorly managed and resourced appear to be risk factors for burnout. However, engaged employees with high levels of personal accomplishment may experience job satisfaction and desire to stay in their jobs despite high levels of occupational stress. Further research is required to identify factors predictive of personal accomplishment and job engagement in oncology services.

The purpose of the study is to explore the relationship among the employee hostile attributional style, abusive supervision, job engagement and regulatory emotional self-efficacy. The total valid sample consisted of 291 subordinates from Aerospace industrial development, defense technology and system development industry in Taiwan workplace and was analyzed by factor analysis, reliability analysis and hierarchical regression analysis to measure the relationship among the constructs. Research results found that: (1) Subordinates¡¦ hostile attributional style was negatively related to their job engagement and that this effect was stronger when abusive supervision were high. (2) Subordinates¡¦ hostile attribiutional style was positively related to subordinates¡¦ perceptions of abusive supervision and that this effect was attenuated when subordinates were high in perceived self-efficacy in managing anger/irritation.