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

Nurses of today have many more responsibilities and duties they must cope with. With the HIV and AIDS numbers rising in South Africa it is important that the morale of nurses be kept healthy. The strain of their work environment can be hard to cope with, so it is necessary that nurses learn how to manage their emotions when working in order to avoid burnout and disengagement from happening. and to make better use of job resources. The objective of this research is to determine the relationship between emotional intelligence, job characteristics. burnout and engagement within the nursing environment in South Africa. A cross-sectional survey design was used. A non-probability convenience sample was taken from 511 nurses in hospitals and clinics in the Gauteng- and North-West Provinces. The Emotional Intelligence Scale, Maslach Burnout Inventory) - Human Services Survey, Utrecht Work Engagement Scale and Work Evaluation Scale were used as measuring instruments. Cronbach alpha coefficients. Pearson-product correlation coefficients and Spearman-product correlation coefficients were used to analyse the data. The results showed that positive state is positively related to vigour/dedication, professional efficacy. own emotions: emotions: other and emotional management. Own emotions and emotional management also correlated positively with professional efficacy and emotions: other. Workload and communication demands are positively related to payment, emotional labour, work environment and emotional exhaustion. The results also identified emotional exhaustion and mental exhaustion to be negatively related to vigour/dedication. while emotional exhaustion is positively related to mental exhaustion, job security, and staff support. Payment correlates positively with staff support, while emotional labour and overtime are positively related to work environment. The proposed structural model show that there are clear paths between job demands and job resources; job demands. emotional intelligence and work wellness; job resources, emotional intelligence and work wellness: job demands and burnout; and job resources and work wellness. Recommendations were made for the nursing profession and for future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Over the last decade, numerous changes have occurred in the insurance industry due to international expansions and stiff competitiveness. As a result of these changes, employees are suffering from stressful work conditions such as pressure to perform and work-life conflict, which lead to feelings of distrust, tension, strain in interpersonal relations, interpersonal conflict and difficulty in coping with pressure to perform. Tracking and addressing the work wellness of these employees are important to improve their work-related performance, as well as the quality of their service. Burnout, work engagement and workaholism are focal points in this regard. In order to measure these constructs it is important to have valid and reliable instruments. However, there is a lack of research which measures burnout, engagement and workaholism in the South African context. The objective of this study was to determine the relationship between burnout, work engagement and workaholism amongst employees in the insurance industry. The research method consisted of a brief literature review and an empirical study. A cross-sectional design was used. An availability sample (N = 153) from employees in the insurance industry was taken. The Oldenburg Burnout Inventory (OLBI), Utrecht Work Engagement Scale (UWES), an adapted version of the Work Addiction Risk Test (AWART), and a biographical questionnaire were administered. The statistical analysis was conducted with the aid of the SPSS program and AMOS program. The statistical method employed in the study consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment correlation coefficients and a structural equation modelling method. Multivariate analysis of variance (MANOVA) was used to determine the significance of differences of workaholism between demographic groups. It was evident in this study that employees in the insurance industry experience workaholism due to their tendency to work long hours overtime, to work weekends and to take work home. Results indicated that work wellness of employees in the insurance industry does comprise well-being (Burnout and Work Engagement) and Workaholism. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

In the new world economy the hey differentiator of competitive advantage is an organisation's human resources. Increasingly, employees have to cope with multiple demands arising from various roles. often with limited resources and no guarantee of job security. In monitoring and improving employee effectiveness in coping with multiple new demands. stimulating their growth and enhancing their well-being as well as organisational performance, burnout and engagement are specific research areas. 'The objectives of this study were to investigate the relationships between burnout, engagement, job demands. job resources and organisational commitment of management staff at a platinum mine in the North-West Province, and to determine which variables best predict burnout, engagement and organisational commitment. A cross-sectional survey design was used. The study population consisted of management staff at a platinum mine in the North West Province (N = 202). The Job Demands-Resources Scale, Utrecht Work Engagement Scale: Maslach Burnout Inventory - General Survey. a Health Questionnaire, and an Organisational Commitment scale were administered. Descriptive statistics, product-moment correlation coefficients and multiple regression analyses were used to analyse the data. The results indicated that burnout correlated significantly with job demands, job resources. engagement, health and organisational commitment. Engagement. correlated significantly with job resources. health, and organisational commitment. Exhaustion was best predicted by workload. job insecurity and lack of resources whilst cynicism was predicted by poor organisational support and advancement opportunities. Engagement was best predicted by organisational support. and organisational commitment was predicted by both burnout and engagement. Ill health was predicted by exhaustion. Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

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Academics in South Africa are being confronted with a work environment accumulated with job demands, often without corresponding increases in job resources. Job demands and job resources might affect the levels of work engagement of academics in higher education institutions. Therefore, research is needed regarding work engagement of academics and the relationship thereof with job demands and resources. The objectives of this study were to investigate whether the UWES is a reliable and valid measure of work engagement for academic staff in universities in South Africa and to assess the relationships between work engagement, job demands and job resources. A cross-sectional survey design was used. The study population (N = 471) consisted of academic staff of the following universities: North-West University, University of Port Elizabeth and University of the Orange Free State. The UWES, Job-Demands-Resources Questionnaire and a biographical questionnaire was administered. The reliability and validity of the measuring instruments were assessed with the use of Cronbach alpha coefficients, and exploratory factor analysis. 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 and work engagement. Principal component analysis resulted in a one-factor model of work engagement, consisting of Vigour/Engagement. This factor showed an acceptable alpha coefficient. Regarding the Job Demands-Resources Scale, five reliable factors were extracted, namely Organisational Support, Growth Opportunities, Communion, Overload and Job Insecurity. The correlation coefficients indicated that engagement is positively related to growth opportunities, organisational support and communion. A regression analysis with engagement as dependent variable indicated that organisational support and growth opportunities in the job were the best predictors of work engagement. Job resources predicted 46% of the variance in work engagement, but only two job resources, namely organisational support and growth opportunities showed statistically significant regression coefficients. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Academics in South Africa are being confronted with a work environment accumulated with job demands, often without corresponding increases in job resources. Job demands and job resources might affect the levels of work engagement of academics in higher education institutions. Therefore, research is needed regarding work engagement of academics and the relationship thereof with job demands and resources. The objectives of this study were to investigate whether the UWES is a reliable and valid measure of work engagement for academic staff in universities in South Africa and to assess the relationships between work engagement, job demands and job resources. A cross-sectional survey design was used. The study population (N = 471) consisted of academic staff of the following universities: North-West University, University of Port Elizabeth and University of the Orange Free State. The UWES, Job-Demands-Resources Questionnaire and a biographical questionnaire was administered. The reliability and validity of the measuring instruments were assessed with the use of Cronbach alpha coefficients, and exploratory factor analysis. 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 and work engagement. Principal component analysis resulted in a one-factor model of work engagement, consisting of Vigour/Engagement. This factor showed an acceptable alpha coefficient. Regarding the Job Demands-Resources Scale, five reliable factors were extracted, namely Organisational Support, Growth Opportunities, Communion, Overload and Job Insecurity. The correlation coefficients indicated that engagement is positively related to growth opportunities, organisational support and communion. A regression analysis with engagement as dependent variable indicated that organisational support and growth opportunities in the job were the best predictors of work engagement. Job resources predicted 46% of the variance in work engagement, but only two job resources, namely organisational support and growth opportunities showed statistically significant regression coefficients. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Nurses of today have many more responsibilities and duties they must cope with. With the HIV and AIDS numbers rising in South Africa it is important that the morale of nurses be kept healthy. The strain of their work environment can be hard to cope with, so it is necessary that nurses learn how to manage their emotions when working in order to avoid burnout and disengagement from happening. and to make better use of job resources. The objective of this research is to determine the relationship between emotional intelligence, job characteristics. burnout and engagement within the nursing environment in South Africa. A cross-sectional survey design was used. A non-probability convenience sample was taken from 511 nurses in hospitals and clinics in the Gauteng- and North-West Provinces. The Emotional Intelligence Scale, Maslach Burnout Inventory) - Human Services Survey, Utrecht Work Engagement Scale and Work Evaluation Scale were used as measuring instruments. Cronbach alpha coefficients. Pearson-product correlation coefficients and Spearman-product correlation coefficients were used to analyse the data. The results showed that positive state is positively related to vigour/dedication, professional efficacy. own emotions: emotions: other and emotional management. Own emotions and emotional management also correlated positively with professional efficacy and emotions: other. Workload and communication demands are positively related to payment, emotional labour, work environment and emotional exhaustion. The results also identified emotional exhaustion and mental exhaustion to be negatively related to vigour/dedication. while emotional exhaustion is positively related to mental exhaustion, job security, and staff support. Payment correlates positively with staff support, while emotional labour and overtime are positively related to work environment. The proposed structural model show that there are clear paths between job demands and job resources; job demands. emotional intelligence and work wellness; job resources, emotional intelligence and work wellness: job demands and burnout; and job resources and work wellness. Recommendations were made for the nursing profession and for future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Over the last decade, numerous changes have occurred in the insurance industry due to international expansions and stiff competitiveness. As a result of these changes, employees are suffering from stressful work conditions such as pressure to perform and work-life conflict, which lead to feelings of distrust, tension, strain in interpersonal relations, interpersonal conflict and difficulty in coping with pressure to perform. Tracking and addressing the work wellness of these employees are important to improve their work-related performance, as well as the quality of their service. Burnout, work engagement and workaholism are focal points in this regard. In order to measure these constructs it is important to have valid and reliable instruments. However, there is a lack of research which measures burnout, engagement and workaholism in the South African context. The objective of this study was to determine the relationship between burnout, work engagement and workaholism amongst employees in the insurance industry. The research method consisted of a brief literature review and an empirical study. A cross-sectional design was used. An availability sample (N = 153) from employees in the insurance industry was taken. The Oldenburg Burnout Inventory (OLBI), Utrecht Work Engagement Scale (UWES), an adapted version of the Work Addiction Risk Test (AWART), and a biographical questionnaire were administered. The statistical analysis was conducted with the aid of the SPSS program and AMOS program. The statistical method employed in the study consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment correlation coefficients and a structural equation modelling method. Multivariate analysis of variance (MANOVA) was used to determine the significance of differences of workaholism between demographic groups. It was evident in this study that employees in the insurance industry experience workaholism due to their tendency to work long hours overtime, to work weekends and to take work home. Results indicated that work wellness of employees in the insurance industry does comprise well-being (Burnout and Work Engagement) and Workaholism. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

In the new world economy the hey differentiator of competitive advantage is an organisation's human resources. Increasingly, employees have to cope with multiple demands arising from various roles. often with limited resources and no guarantee of job security. In monitoring and improving employee effectiveness in coping with multiple new demands. stimulating their growth and enhancing their well-being as well as organisational performance, burnout and engagement are specific research areas. 'The objectives of this study were to investigate the relationships between burnout, engagement, job demands. job resources and organisational commitment of management staff at a platinum mine in the North-West Province, and to determine which variables best predict burnout, engagement and organisational commitment. A cross-sectional survey design was used. The study population consisted of management staff at a platinum mine in the North West Province (N = 202). The Job Demands-Resources Scale, Utrecht Work Engagement Scale: Maslach Burnout Inventory - General Survey. a Health Questionnaire, and an Organisational Commitment scale were administered. Descriptive statistics, product-moment correlation coefficients and multiple regression analyses were used to analyse the data. The results indicated that burnout correlated significantly with job demands, job resources. engagement, health and organisational commitment. Engagement. correlated significantly with job resources. health, and organisational commitment. Exhaustion was best predicted by workload. job insecurity and lack of resources whilst cynicism was predicted by poor organisational support and advancement opportunities. Engagement was best predicted by organisational support. and organisational commitment was predicted by both burnout and engagement. Ill health was predicted by exhaustion. Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.