Nurses make up the largest group of health workers in South Africa and are likely to play an important role in the transformation of the health sector. Health caregivers, especially those dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at risk of developing work-related psychological disorders. Furthermore, long working hours, pressure, role clarity and lack of support from colleagues are the four most common work stressors reported. People are constantly faced with the challenge of simultaneously managing multiple roles in their work as well as their home-sphere. It therefore becomes increasingly important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the positive and negative side of work-home interaction as most research focuses on the negative side. It also seems that, despite the importance of work-home interaction of nurses, relatively few studies investigate the role of specific job characteristics and coping strategies that could play a role in negative and positive work-home interaction. The objective of this study was to determine which job characteristics and coping strategies predict negative and positive work-home interaction in the nursing environment. A cross-sectional survey design was used. Stratified random samples (n = 300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction- NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses and Cronbach alpha coefficients were used to determine the validity and reliability of the questionnaires. Product-moment correlation coefficients were used to determine the relationship between job characteristics, coping and work-home interaction. Multiple regression analyses were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping strategies). The results showed that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative work-home interference. Problem-solving coping was associated with less negative work-home interference, while avoidance coping seems to predict higher levels of negative work-home interference. Time demands, autonomy and role clarity were the main predictors of positive work-home interference. Problem-solving coping was the only coping strategy associated with positive work-home interference. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Nurses make up the largest group of health workers in South Africa and are likely to play an important role in the transformation of the health sector. Health caregivers, especially those dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at risk of developing work-related psychological disorders. Furthermore, long working hours, pressure, role clarity and lack of support from colleagues are the four most common work stressors reported. People are constantly faced with the challenge of simultaneously managing multiple roles in their work as well as their home-sphere. It therefore becomes increasingly important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the positive and negative side of work-home interaction as most research focuses on the negative side. It also seems that, despite the importance of work-home interaction of nurses, relatively few studies investigate the role of specific job characteristics and coping strategies that could play a role in negative and positive work-home interaction. The objective of this study was to determine which job characteristics and coping strategies predict negative and positive work-home interaction in the nursing environment. A cross-sectional survey design was used. Stratified random samples (n = 300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction- NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses and Cronbach alpha coefficients were used to determine the validity and reliability of the questionnaires. Product-moment correlation coefficients were used to determine the relationship between job characteristics, coping and work-home interaction. Multiple regression analyses were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping strategies). The results showed that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative work-home interference. Problem-solving coping was associated with less negative work-home interference, while avoidance coping seems to predict higher levels of negative work-home interference. Time demands, autonomy and role clarity were the main predictors of positive work-home interference. Problem-solving coping was the only coping strategy associated with positive work-home interference. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

The Fast Moving Consumable Goods industry is characterized by competitiveness, on going change and high turnover. To stay competitive, retain talent and keep up with these fast paced systems, organisations have to capitalise on the potential of their workforce to outperform the rest. Giving the increasing demand on both employer and employee regarding innovation, creativity and shared knowledge, increased importance of employee well-being being viewed as sources of “prosperity” for organisations, are critical. Organisations must find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being refers to the levels of positive and negative affect and the overall satisfaction with life. Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing relates to individuals’ evaluation of their functioning on a public and social level. Individuals spend a large part of their adult life at work in organisational environments that are dynamic and ever-changing. The domain of work is a critical part of existence and plays a dynamic role in the development, expression and maintenance of well-being. Globally the workplace is recognised as a key setting for focusing on improving the well-being of employees due to its compelling impact on a variety of organisational outcomes. Flourishing is thus not only relevant in everyday life, but also occurs in the work and organisational environment. Limited studies regarding flourishing in work and organisational contexts exist and central to studying, understanding, and explaining flourishing at work, are valid and reliable instruments. The aim of this study was to develop and validate a multidimensional scale that measures work flourishing. Furthermore, to investigate the impact of various factors in the work and organisational environment on flourishing in the FMCG industry. A cross-sectional survey design was used to gather data regarding the flourishing of employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was iv taken of employees in an alcoholic beverage company in South Africa. The measuring instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor analysis, descriptive statistics, regression analysis and latent class analysis were applied. Structural equation modelling was used to test a structural model of work flourishing and its relation to organisational antecedents and outcomes. The results of study 1 showed the validity of a multidimensional scale that measures flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale) includes the three dimensions of emotional well-being, psychological well-being, and social well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007) regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and social well-being (Keyes, 1998) into a unified structure. The results of the latent class analysis also showed that different classes of well-being were evident due to the interplay between the various dimensions. Study 2 showed that work-related antecedents impact on work flourishing. A short form of the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results confirm that career advancement, authentic leadership and work-life interference predict work flourishing. Advancement and authentic leadership positively relate to flourishing while negative work-life interference impacts flourishing negatively. The Conservation of Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an individual is dependent on the maintenance or gain of resources, is therefore supported. The job demands workload and job insecurity did not predict flourishing in the organisational environment. Study 3 showed that positive organisational practices (positive emotions, support, and inspiration) predict work flourishing. Furthermore, career advancement was a positive predictor of flourishing in the work and organisational context.

The Fast Moving Consumable Goods industry is characterized by competitiveness, on going change and high turnover. To stay competitive, retain talent and keep up with these fast paced systems, organisations have to capitalise on the potential of their workforce to outperform the rest. Giving the increasing demand on both employer and employee regarding innovation, creativity and shared knowledge, increased importance of employee well-being being viewed as sources of “prosperity” for organisations, are critical. Organisations must find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being refers to the levels of positive and negative affect and the overall satisfaction with life. Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing relates to individuals’ evaluation of their functioning on a public and social level. Individuals spend a large part of their adult life at work in organisational environments that are dynamic and ever-changing. The domain of work is a critical part of existence and plays a dynamic role in the development, expression and maintenance of well-being. Globally the workplace is recognised as a key setting for focusing on improving the well-being of employees due to its compelling impact on a variety of organisational outcomes. Flourishing is thus not only relevant in everyday life, but also occurs in the work and organisational environment. Limited studies regarding flourishing in work and organisational contexts exist and central to studying, understanding, and explaining flourishing at work, are valid and reliable instruments. The aim of this study was to develop and validate a multidimensional scale that measures work flourishing. Furthermore, to investigate the impact of various factors in the work and organisational environment on flourishing in the FMCG industry. A cross-sectional survey design was used to gather data regarding the flourishing of employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was iv taken of employees in an alcoholic beverage company in South Africa. The measuring instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor analysis, descriptive statistics, regression analysis and latent class analysis were applied. Structural equation modelling was used to test a structural model of work flourishing and its relation to organisational antecedents and outcomes. The results of study 1 showed the validity of a multidimensional scale that measures flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale) includes the three dimensions of emotional well-being, psychological well-being, and social well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007) regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and social well-being (Keyes, 1998) into a unified structure. The results of the latent class analysis also showed that different classes of well-being were evident due to the interplay between the various dimensions. Study 2 showed that work-related antecedents impact on work flourishing. A short form of the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results confirm that career advancement, authentic leadership and work-life interference predict work flourishing. Advancement and authentic leadership positively relate to flourishing while negative work-life interference impacts flourishing negatively. The Conservation of Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an individual is dependent on the maintenance or gain of resources, is therefore supported. The job demands workload and job insecurity did not predict flourishing in the organisational environment. Study 3 showed that positive organisational practices (positive emotions, support, and inspiration) predict work flourishing. Furthermore, career advancement was a positive predictor of flourishing in the work and organisational context.

Employee engagement has been conceived as one of the “hottest topics in management” (De Cieri, Holmes, Abbott, & Pettit, 2002; Saks, 2006). Therefore, the need to further understand factors that enhance the level of employee engagement is of utmost importance if organisations are to successfully increase their competitive edge. The purpose of the present study was to develop a model of personality traits and work-life balance as determinants of employee engagement among employees in the various industries in South Africa. In particular, the present study investigated relationships between personality traits adapted by Martins (2000) which include five robust factors: agreeableness, extraversion, conscientiousness, resourcefulness and emotional stability and work-life balance as measured by the Survey Work-home Interaction/NijmeGen (SWING) which consists of four dimensions, namely, negative work-home interaction, positive work-home interaction negative home-work interaction and positive home-work interaction. The study utilised Schaufeli’s (2002) Utrecth Work Engagement Scale (UWES) which consists of three interrelated dimensions: vigour, dedication and absorption. A quantitative cross-sectional survey was followed and the data was collected from a population of 1 063 working adults through a Web-based survey. The results revealed significant relationships between the variables. Specifically, the results revealed that positive work-home interaction and positive home-work interaction appeared to be stronger correlated to engagement than the five dimensions of personality traits. For instance, a Pearson correlation analysis revealed that positive work-home interaction (r = .33) and positive home-work interaction (r = .30) had the highest correlation with employee engagement. In the same vein, the canonical correlation analysis revealed that positive work-home interaction, positive home-work interaction, agreeableness, conscientiousness and emotional stability exhibited the highest correlation with the canonical employee engagement construct variate. The results of the structural equation modelling further confirmed that the interaction of three personality traits, namely, agreeableness, conscientiousness and emotional stability and two of the work-life balance constructs, which are positive work-home interaction and positive home-work interaction, significantly and positively predicted employee engagement. The outcomes can be useful in informing employee engagement strategies, particularly in the recruitment, selection and retaining of highly skilful talents. Specifically, the study provided practical recommendations for employee engagement practices, based on the literature review and empirical results. This study highlighted the manner in which the personality traits and work-life balance variables impacted on employee engagement behavior. / Industrial and Organisational Psychology / D. Litt. et. Phil. (Industrial and Organisational Psychology)