Stress är ett ökande tillståndvilket bidrar till fler sjukskrivningar inom sjuksköterskeyrket. För att göra organisationer mer medvetna om sjuksköterskors aktuella situation är det av vikt att belysa deras upplevelser av stress på arbetet. Syftet var att beskriva faktorer vilkabidrar till att sjuksköterskor upplever arbetsrelaterad stress. Studien är utförd som en litteraturstudie. Fem rubriker framkomi resultatet vilka var: Stressfaktorer vilka påverkar det patientnära arbetet och patientsäkerheten, stressfaktorer vilka påverkar sjuksköterskors profession och privatliv, stressfaktorer i den kollegiala miljön, fysisk och psykisk påverkan av arbetsrelaterad stress och organisatoriska orsaker till stressfaktorer. Det sjuksköterskor upplever som stressande är brist på stöd, tidsbrist, minskad kontroll över sin arbetssituation, avbrott i arbetet och hög arbetsbelastning. De här faktorerna har en bidragande del till varför sjuksköterskor upplever sig utmattade. Utmattning är en orsak till varför sjuksköterskor blir sjukskrivna. Det är av betydelse att sjuksköterskor får utbildning inom stresshantering. Det är även viktigt att det forskas mer inom området för att få reda på varför sjuksköterskor upplever arbetsrelaterad stress och vad det finns för åtgärder. Det behövs även ett bättre samarbete mellan ledning och sjuksköterskor för att minska de arbetsrelaterade stressfaktorerna. Det behövs även ett bättre samarbete och mer stödmellan ledning och sjuksköterskor för att minska de arbetsrelaterade stressfaktorerna.

Organisations throughout the world have to cope with an increasing rate of change. These organisational changes are due to a number of reasons, which include social, technological, economic and political reasons. These result in a change in government regulations. In South Africa, the changes include the merging of higher education institutions and changes in the educational landscape. The public higher education institutions were reduced by the Department of Higher Education and Training from 36 to 23. Same changes include new universities of technologies and mergers of other universities plus more comprehensive universities. Recently, government established two new universities, one in Mpumalanga and another in the Northern Cape. Job insecurity, job satisfaction, occupational stress, sense of coherence, and general health are key aspects of the higher education institutions during and after the transformation process. This study aimed to determine the relationship between job insecurity, job satisfaction, occupational stress, sense of coherence, and general health of employees in a higher education institution. The literature reviewed showed that job insecurity occurs as a result of a merger, which is one of the multiple antecedents in a job insecurity model. However, a merger, as an organisational condition, changes individual perceptions about job insecurity and its consequences. Job satisfaction, occupational stress, and general health are consequences of job insecurity. From the reviewed literature, it is clear that the employees’ lack of resources is a very serious challenge in their endeavour to perform their duties. Lack of resources results in the poor performance of employees and their inability to use their capabilities to deal with every day work-related challenges. A cross-sectional design with employees in higher education institution (N=229) was used. The Job Insecurity Inventory, Minnesota Job Satisfaction Questionnaire, An Organisation Stress Screening Tool, Orientation to Life Questionnaire, and General Health Questionnaire, and a biographical questionnaire were utilised. Statistical analyses were carried out for the three articles in the study with the help of the Statistical Package for Social Sciences (IBM-SPSS) program. Statistical methods used in this article consisted of descriptive statistics (for example, means, standard deviations and frequencies), Cronbach alpha coefficients, explanatory factor analyses, Pearson product-moment correlation coefficients, multiple regression analysis and mediation analysis (Omnibus procedure). The results of article 1 showed that job insecurity was statistically significantly related to general health (somatic symptoms, social dysfunction, hopelessness and worthlessness). This implies that employees who experience high job insecurity also experience problems with their health. General health had a practically significant negative correlation with sense of coherence. Literature reviewed states that a weak sense of coherence leads employees to perceive situations as threatening (that is, high job demands and low job resources), and could lead to ill health. The research findings clearly indicate that sense of coherence does not moderate the relationship between job insecurity and general health. Regarding the results of article 2, a practically significant negative relationship exists between occupational stress and job satisfaction (intrinsic, supervision, extrinsic). This means that employees with high levels of occupational stress display lower job satisfaction and vice versa. Occupational stress and general health have a negative relationship, implying that different occupational stress factors (work demands, insecurity and work relations) relate to the general health of employees. Employees, who experience high work demands, are insecure and experience poor work relations with their colleagues or supervisors, have problems with their health and do not enjoy normal day-to-day activities in the organisation. Job satisfaction displays a practically significant negative correlation with general health. This implies that employees who are not satisfied with the intrinsic satisfaction of their job and working environment experience headaches and lack physical energy. Such employees generally feel sick. They do not enjoy every day activities since they doubt their own competence and the meaning of life. Both occupational stress and job satisfaction are statistically significant predictors of general health. In conclusion, the results of this article report that job satisfaction mediates the relationship between occupational stress and the general health of employees in a higher education institution. The results of article 3 showed that practically significant positive relationships exist between sense of coherence and job satisfaction. Employees with a higher sense of coherence are more satisfied and motivated to work. They are more comfortable with other colleagues and the general working conditions. Employees with a strong sense of coherence are more resourceful in handling different work-related aspects, and they tend to experience higher job satisfaction. It was concluded that sense of coherence moderates the relationship between job satisfaction and some aspects of general health. The results imply that people with lower levels of sense of coherence are more dependent on job satisfaction to experience good health. This has direct implications for vocational and industrial psychologists, as well as higher educational institutions. Recommendations for future research were made. / PhD (Industrial Psychology) North-West University, Vaal Triangle Campus, 2014

A healthy, productive and motivated police service is an important contributor to the stability and resulting economic growth and development of countries. Burnout is a recognised health risk in law enforcement agencies but notwithstanding the stressful nature of police work, relatively few studies focused on burnout of police officials. For this reason it seems necessary to investigate burnout in the South African Police Service (SAPS) in order to understand and predict this risk factor more effectively. The objective of this study was to establish to what extent burnout, job stress and personalay traits were related. We also wanted to find out which components of job stress and personality traits best predicted the components of bumout. A cross-sectional survey research design was used. The study population (N = 2153) includes samples of police officials across South Africa. The Maslach Burnout Inventory -General Survey (MBI-GS), Police Stress Indicator (PSI) and Personality Characteristics Inventory (PCI) were administered. Descriptive statistics, product- moment correlation coefficients and stepwise multiple regression analysis were used to analyse the data. The results indicated that burnout was significantly correlated to job stress and personality traits. Job stress and personality traits were also significantly correlated to one another. Multiple regression analysis showed that exhaustion is best predicted by stress due to job demands and lack of resources, introversion, low conscientiousness and low emotional stability. Cynicism was best predicted by stress because of job demands, lack of resources, police demands, low emotional stability and low conscientiousness. Professional efficacy was best predicted by low job stress, emotional stability, agreeableness as well as conscientiousness. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Tertiary institutions in South Africa are being called to account for the quality of education that they provide. Evidence suggests that staffs at all levels are working longer hours than in the past in order to adhere to the above-mentioned requirement. Non-academic personnel in universities are the key performers to establish service quality. They know that they have to support academic staff in their main roles of research and teaching at institutions of higher education. Different support personnel groups within a university experience distinct problems. The nature of the support personnel's work is continuous and demanding. Support personnel must deal with the dilemmas inherent in simultaneously administering, supervising instruction, being accessible, delegating and accepting responsibility. Multiple personal and professional qualities seem to be needed to carry out the job successfully. Not surprisingly, then, support personnel in tertiary institutions can be extremely prone to experience burnout and occupational stress. The objective of this research was to determine the relationship between burnout, strain and job characteristics and to determine whether dispositional optimism moderates the effect of job characteristics on burnout. A stratified random sample (N = 334) was taken of personnel working in universities in the North-West province. The Maslach Burnout Inventory - General Survey, the Health subscales of ASSET and the Life Orientation test (revised edition) were used as measuring instruments. Descriptive and inferential statistics were used to analyse the results. The results of the study showed that work overload and certain task characteristics (for example, no possibilities for independent thought and action) caused personnel to experience exhaustion as well as cynicism, which resulted in strain. On the other hand, certain task characteristics (for example, variety in work, adequate management and job security) were all linked to higher professional efficacy, which, in turn, resulted in less experienced strain. Exhaustion and cynicism, both of which are dimensions of burnout, were also significantly correlated. Dispositional optimism, however, was related to lower exhaustion and professional efficacy, which resulted in less experienced strain and burnout. Therefore, it seems that optimism moderates the effects of job characteristics on exhaustion. Recommendations were made for future research / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

With the introduction of positive psychology the aim with organisational psychology shifted to finding the 'happy/productive' worker and focusing more on work wellness. Historically, working in a higher education institution has generally been considered relatively stress-free and highly satisfying. However, recently the world of work has started to change drastically, which also holds true for higher education institutions. Since 1994, the democratic post apartheid government of South Africa has attempted to redress the injustices of the apartheid era. One of the focus areas of redress is the educational system. This has resulted in a restructuring of the broad higher education system, which implies consequences for the governance of all tertiary institutions. This research focused on the total spectrum of wellness - from unwell-being (e.g. burnout and stress) to well-being (e.g. work engagement). The moderating effects of organisational commitment and affectivity were investigated in order to establish a work wellness profile that will serve as basis for a wellness programme within the work environment. The objectives of this research were to standardise the MBI-GS, UWES and ASSET for employees of higher education institutions as well as to develop and test a causal model of work wellness for this specific group. The research findings are set out as four separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional design, whereby a sample is drawn from a population at a particular point in time, was used. The data for this study were collected from 372 academic and administrative employees at a higher education institution in South Africa. The Maslach Burnout Inventory (MBI-GS), Cognitive Weariness Scale (CWS), Utrecht Work Engagement Scale (UWES), An Organisational Stress Screening Tool (ASSET), Job Characteristics Scale (JCS), Affectometer 2 (AFM) and a biographical questionnaire were administered. Descriptive statistics, correlations, analysis of variance, canonical analysis, multiple regression analysis and structural equation modelling were used. Structural equation modelling confirmed a four-factor model of burnout consisting of exhaustion, cynicism, professional efficacy, and cognitive weariness. The scales showed acceptable internal consistencies. Analysis of variance revealed differences in burnout for groups with different languages and different years of experience at the institution. A three-factor model of the three UWES dimensions of vigour, dedication and absorption was confirmed. Practically significant differences were found in engagement levels of employees in different language groups, those with different years of experience at the institution and between academic and administrative employees. Acceptable construct validity and internal consistency were found for the ASSET. Compared to normative data, the participants reported significantly high levels of physical ill health, psychological outcomes of stress, and perceived lack of commitment from the organisation. Analysis of variance revealed differences in occupational stress levels for all the biographical variables tested. Multiple regression analysis was used to determine the factors that predict burnout and work engagement. The results showed that engagement can be considered a positive indicator of employee wellness and that job resources and positive affectivity contribute to engagement. Work engagement was related to low burnout scores, while professional efficacy was associated with work engagement. Burnout and physical and emotional strain are negative indicators of employee wellness, while overload, negative affectivity and low levels of primitive affectivity contribute to burnout. Recommendations for the organisations and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004

With the introduction of positive psychology the aim with organisational psychology shifted to finding the 'happy/productive' worker and focusing more on work wellness. Working as an engineer has generally been considered challenging, but tough demands on today's engineers can cause exhaustion, which is due to a combination of personal stressors, job and organisational stressors. However, recently the world of work has started to change drastically - which also holds true for the engineering profession. One of the focus areas of redress is the work-related well-being of engineers, and specifically burnout, stress and work engagement. This research focused on the total spectrum of wellness - from unwell-being (e.g. burnout and stress) to well-being (e.g. work engagement). The moderating effects of organisational commitment and dispositional optimism were investigated in order to establish a causal model for burnout and engagement. The objectives of this research were to standardise the MBI and the UWES for engineers, to determine the occupational stressors of engineers and to develop and test a causal models of work-related well-being of engineers. The research findings are set out as four separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional research design with a survey as technique of data collection was used to achieve the objectives of this research. The study population consisted of 369 engineers. A biographical questionnaire, the Maslach Burnout Inventory - General Survey WI-GS), the Utrecht Work Engagement Scale (UWES), the Job Characteristics Scale (JCS), the Organisational Stress Screening Tool (ASSET), the Health subscales of the ASSET, the Organisational Commitment subscale of the ASSET, and the Life Orientation Test-Revised (LOT-R) were used. Descriptive statistics, correlations, analysis of variance, factor analyses, multiple regression analysis and structural equation modelling were used to analyse the data. A three-factor model of burnout, comprising exhaustion, cynicism and professional efficacy was confirmed. The internal consistencies of the scales were acceptable. The results obtained from comparing burnout levels of various demographic groups showed that practically significant differences existed between burnout of engineers with different levels of job satisfaction, age, years of experience and self-rated performance. Compared to normative data, participants reported lower levels of physical ill-health and psychological outcomes of stress. The most important stressors identified were work-life balance, work demands and work overload. The results do not support previous findings that commitment has a protective effect against the negative consequences of workplace stress. The buffer hypothesis of organisational commitment is not supported by the data. Structural equation modelling confirmed a model of work engagement, consisting of Vigour, Dedication and Absorption. These three factors had acceptable internal consistencies. The results showed that the self-rated performance and job satisfaction of engineers varied depending on their levels of work engagement. No demographic differences regarding engagement levels could be found between the different age groups, engineering environments, job levels and years of experience. A good fit was found for a model in which exhaustion mediated the relationship between job demands and ill-health, and work engagement (vigour and dedication) mediated the relationship between job resources and organisational commitment. The results suggested that the effect of a lack of job resources on exhaustion and the effect of job resources on work engagement depends on the level of dispositional optimism. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Stress among correctional officers is widespread, according to research studies and anecdotal evidence. The threat of inmate violence against correctional officers, actual violence committed by inmates, inmate demands and manipulation and problems with co-workers are conditions that officers have reported in recent years that can cause stress. These factors, combined with understaffing, extensive overtime, rotating shift work, low pay, poor public image, and other sources of stress, can impair officers' health, cause them to bum out or retire prematurely, and impair their family life. Despite these weaknesses and malfunctioning in correctional settings, many officers are still committed in their work, until they reach their set pension dates. Such officers show intense focus and high levels of enthusiasm. With the upcoming positive paradigm in Occupational Health Psychology, "positive" trends such as work engagement, organisational commitment and individual commitment are also common among correctional officers. The first step in the enhancement of total spectrum of work-related well-being, from unwell-being (burnout) to well-being (work engagement) is the successful diagnosis of stress, burnout and work engagement. However, it is important to use reliable and valid instruments to measure these constructs. The objective of this study in the Department of Correctional Services was to standardise an Organisational Stress Screening Tool (ASSET), an adapted version of the Maslach Burnout Inventory - General Survey (MBI - GS) and the Utrecht Work Engagement Scale (UWES) for correctional officers in South Africa, in order to determine their levels of occupational stress, burnout, work engagement, organisational commitment and ill health (based on their biographical characteristics), and to test a structural model of work wellness. A cross-sectional survey design was used, with stratified random samples (N = 897) taken of correctional officers in the 48 prisons in South Africa. An Organisational Stress Screening Tool, the Maslach Burnout Inventory - General Survey, the Utrecht Work Engagement Scale, the Job - Demands Resources Questionnaire, the Health and Organisational Commitment subscales of the ASSET, and a biographical questionnaire were administered. Cronbach alpha coefficients, exploratory factor analyses, multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), T-tests and multiple regression analysis were used to analyse the data. Structural equation modelling was used to test a structural model of work related well-being. Significant differences in stress levels based on biographical characteristics revealed a statistically significant difference regarding how correctional officers of different age groups experience stress as a result of job overload and commitment from the organisation towards its own employees. A practically significant difference between correctional officers aged 20- 30 and 50-60 years of age, concerning the experience of stress as a result of job control, was also found. Another statistically significant difference was found concerning how correctional officers with different years of experience in the current job experienced stress as a result of job overload and work relationships. Work relationships contributed to a statistically significant difference between correctional officers with different years of experience in the current prison. Statistically significant differences also existed with regard to the experience of stress between correctional officers with different ranks as a result of job overload and work/life balance. Lastly, no statistically significant gender differences were found among male and female correctional officers in South Africa. This finding on gender, is in contrast with most of the empirical research on gender differences, which suggests that women appear to experience higher levels of stress in comparison to males. Exploratory factor analyses with target rotations resulted in a three-factor model of burnout consisting of Exhaustion, Cynicism and Professional Efficacy. The scales showed acceptable internal consistencies and construct equivalence for two language groups (Afrikaans/English and African). Regarding the differences in the burnout levels between language groups, a significant effect of language on the combined dependent variable Burnout was revealed. Analysis of each individual dependent variable showed that there were no significant differences between the levels of Exhaustion and Cynicism in the two language groups. The two groups differed in terms of the level of Professional Efficacy, where the English/Afrikaans group showed higher levels of Professional Efficacy. No significant effect of qualification and rank on the combined dependent variable Burnout was found. However, the language groups (English/Afrikaans) and (Africans) differed in terms of the level of Exhaustion where the Africans showed higher levels of Exhaustion. Furthermore, there was a significant effect of job on the combined dependent variable Burnout. Significant differences existed between language groups as a result of the levels of Exhaustion, Cynicism and Professional Efficacy. Finally, compared to the normative sample, 32,4% of correctional officers experience high levels of Exhaustion, while 38,6% experience high Cynicism and 32,1% show low Professional Efficacy. Exploratory factor analyses with target rotations resulted in a one-factor model of work engagement, consisting of Vigour/Dedication. The scales showed acceptable construct and internal equivalence for two language groups (Afrikaans and English). Although no practically significant differences between language groups of correctional officers in South Africa were found, it did reveal statistically significant higher levels of work engagement for Africans as compared to the Afrikaans/English language group. Furthermore, regarding differences in engagement levels based on qualifications and ranks, the findings revealed a statistically significant difference based on qualifications, and not on rank. No significant gender differences were found. With regard to aspects that enervated work-related well-being, the model showed that job demands (overload) and lack of job resources had an impact on burnout. Burnout, furthermore, mediated the relationship between job demands and ill health among correctional officers. The structural model revealed that work-related well-being mediated the relationship between job resources and organisational commitment. Correctional officers were likely to be victims of burnout and consequently ill health when an increase in job demands is not matched with an increase in job resources. The availability of job resources lead to work-related wellbeing, which will turn into organisational commitment. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The environment in which hospital pharmacists currently function demands more of them than did any previous period. Employees in pharmacy companies have to cope with the demands that arise from fulfilling various roles, as well as with increased pressures such as managed health care and primary health care. Tracking and addressing their effectiveness in coping with new demands and stimulating their growth in areas that could possibly impact on the standard of pharmacy services are therefore of great importance. The first step in the enhancement of the work-related well-being of hospital pharmacists is the successful diagnosis of occupational stress, burnout and work engagement. However, in order to measure these constructs, it is important to use reliable and valid instruments, and at the same time take biographical differences into account. The objectives of this study were to validate the Maslach Burnout Inventory - Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES) and the Pharmacist Stress Inventory (PSI) for hospital pharmacists in South Africa, to assess the effect of biographical factors on the levels of burnout, engagement and occupational stress, and to investigate the role of job stress and coping strategies in the work-related well-being (burnout and work engagement) of hospital pharmacists in South Africa. A cross-sectional survey design was used. The study population consisted of an accidental sample (N = 187) of South African hospital pharmacists in both public and private hospital facilities on a national basis. The MBI-HSS, UWES, PSI, the Coping Orientation for Problem Experienced (COPE) as well as a biographical questionnaire were administered. Descriptive statistics, Cronbach alpha coefficients, confirmatory and exploratory factor analyses, multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests and multiple regression analysis were used to analyse the data Confirmatory factor analysis by means of structural equation modelling of the MBI-HSS, confirmed a three-factor model of burnout, consisting of Emotional Exhaustion, Depersonalisation and Personal Accomplishment. The scales showed acceptable reliabilities. The results indicated that 35% of the hospital pharmacists showed high levels of emotional exhaustion, while 25% showed high levels of depersonalisation. Biographical factors such as age, years in pharmacy practice, home language, average number of hours worked per week, as well as the level of job satisfaction were related to the burnout levels of hospital pharmacists. Exploratory factor analysis of the UWES resulted in two factors, namely Vigour/dedication and Absorption. These factors showed acceptable Cronbach alpha coefficients. In the same sample (but in a different analysis where the two factors were used separately), it was indicated that compared to a South African norm, 38,5% and 48,9% of the hospital pharmacists showed low levels of vigour and dedication respectively. Position, home language, and the educational level were related to work engagement of hospital pharmacists. The PSI was developed as a measuring instrument for the purposes of this study. Three internally consistent factors, namely Job Demands, Pharmacy-Specific Stressors and Lack of Resources were extracted. The level of severity of the various stressors was calculated and the unavailability of medicine proved to be the most severe stressor. Other severe stressors included frequent interruptions, co-workers not doing their jobs, workload and insufficient salaries. Finally it was investigated whether job stress and coping strategies could predict the work related well-being of hospital pharmacists in South Africa. The results showed that job stress (as a result of job demands and lack of job resources), as well as three coping strategies (approach coping, avoidance coping and turning to religion) predicted burnout and work engagement of South African hospital pharmacists. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Change and transformation in higher education institutions worldwide are advancing at a rate that institutions and individual employees find hard to comprehend. During the past two decades, complex changes challenging institutions' mandates, traditional practices, authority and organisational structures have surfaced. It is widely acknowledged that stable and productive higher education institutions are vitally important to any country in order to ensure sustainable economic, social and political reconstruction and development. In the South African context, higher education institutions have an additional duty to contribute to the consolidation of democracy and social justice as well as the growth and development of the economy and redress the imbalances institutionalised by apartheid. The responsibility to execute the institutional strategies and plans to adapt to changes and to transform rests primarily with the staff of these institutions. However, the above-mentioned changes present major challenges for staff as it results in a multiplicity of roles, expectations to make paradigm shifts, implementation of new policies and practices as well as constant innovation. These challenges may be considered a healthy diversification leading to eustress and engagement, or a toll. which may well be an important cause of distress and burnout. Consequently. staffs' experience of distress/burnout and eustress/engagement, i.e. their work-related well-being, is crucially important to the success of the institution. The general objective of this research was to assess the work wellness of staff at a university of technology, and to understand the relationships between factors contributing to the experience of distress/burnout and eustress/engagement and how these relate to employees' levels of commitment and ill health. Furthermore, the study aimed to develop and test a comprehensive structural model of work related well-being to determine the effect of job demands and (lack of) job resources on distress. eustress. ill health and commitment of employees at a university of technology in South Africa. The findings are presented in three research articles, each consisting of a brief literature review and an empirical study. A cross-sectional survey design was used. The study included 353 participants (132 academic staff members and 221 support staff members). The questionnaire used in the empirical study comprised the Maslach Burnout Inventory-General Survey (MBI-GS), the Cognitive Weariness Scale (CWS). the Utrecht Work Engagement Scale (UWES). An Organizational Stress Screening Tool (ASSET), the Life Orientation Test- Revised (LOT-R), the Job Demands-Resources Scale (JDRS) and a biographical questionnaire. Structural equation modelling confirmed a four-factor structure of burnout, and a two-factor structure of work engagement. Principal component analysis indicated that work-related wellbeing consists of a dual bipolar structure namely Eustress/Engagement (vigour, dedication, professional efficacy) and Distress/Burnout (exhaustion. cynicism, cognitive weariness). It was found that language \vas the only reliable background variable to predict differences in levels of distress/burnout and eustress/engagement between subgroups. Different organisational stressors were found to contribute significantly to psychological and physical ill health and low organisational commitment. The comprehensive structural model that was tested showed that job demands lead to distress, which in turn leads to ill health. Furthermore. job resources contributed to work wellness and organisational commitment whilst dispositional optimism has a limited effect on staffs distress. Recommendations for the institution and future research are made. / Thesis (Ph.D. Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Extensive research on burnout in different occupational fields has taken place internationally. However, no studies on waitrons in South Africa have been performed, while this is an occupational group seemingly facing high emotional strain in interaction with customers. The aim of this study was to determine the relationships between burnout, coping, engagement and health in the hospitality industry. In doing so the researchers would be able to advise the industry on how they could help in preventing burnout among waitrons as well as enhancing their work engagement. A random sample using a survey design was used. The sample consisted of 150 waitrons in restaurants and coffee shops in Potchefstroom, Northwest Province. The Maslach Burnout Inventory - Human Services Survey, the Utrecht Work Engagement Scale, the Cybernetic Coping Scale and the General Health Questionnaire were administered. The reliability of the measuring instruments was assessed with the use of Cronbach alpha coefficients. Descriptive statistics were used to analyse the data. Correlations and multiple regression analyses were used to assess the relationship between burnout, coping, engagement and general health. Findings indicate that in terms of burnout, the health of waitrons is predicted by their perceptions of accomplishment, having an avoidant coping strategy or favouring symptom reduction as coping strategy. Also, the interaction of their emotional exhaustion with the coping strategy of symptom reduction, as well as their feelings of accomplishment in interaction with having an accommodative coping strategy, predicted health. Findings indicate that in terms of engagement, experiencing high levels of energy in their work, being dedicated to their work, and not having an avoidant coping strategy or avoiding addressing the symptoms of stress was related to waitrons' health. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007