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.

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.

During the past few years, organisations throughout the public sphere have undergone dramatic changes due to extensive restructuring and mergers. These changes are caused international by an accelerating pace of business, increasing economic activity, science and technology, public partnerships involving government and population, changing demographics, and education and training. Changes such as these usually result in job insecurity which in turn may lead to job dissatisfaction. The objective of this study was to examine the possible relationship between job insecurity, job satisfaction and situational sense of coherence among civil servants in the Johannesburg-West District Education Department and, more particularly, to determine whether situational sense of coherence mediates the relationship between job insecurity and job satisfaction. A survey design was used to realise the research objectives. The study population consisted of 120 civil servants in the Johannesburg-West District of Education Department. The Job Insecurity Questionnaire (JIQ), the Minnesota Satisfaction Questionnaire (MSQ) and Orientation to Life Questionnaire - Form S (OLQ - S) were used as measuring instruments. The findings showed that a negative correlation of medium effect was found between cognitive job insecurity and situational sense of coherence. Total job satisfaction displayed negative statistically significant correlations with all the job insecurity dimensions, although these correlations fell below the practically significant cutoff point. Analyses indicated that situational sense of coherence does not hold a statistically significant amount of predictive value with regard to job satisfaction, nor does job insecurity hold a statistically significant amount of variance with regard to job satisfaction, implying that situational sense of coherence does not mediate the relationship between job insecurity and job satisfaction. Job insecurity was however found to hold some predictive value with regard to situational sense of coherence. Limitations were identified and recommendations with regard to future research as well as for the organisation were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

During the past few years, organisations throughout the public sphere have undergone dramatic changes due to extensive restructuring and mergers. These changes are caused international by an accelerating pace of business, increasing economic activity, science and technology, public partnerships involving government and population, changing demographics, and education and training. Changes such as these usually result in job insecurity which in turn may lead to job dissatisfaction. The objective of this study was to examine the possible relationship between job insecurity, job satisfaction and situational sense of coherence among civil servants in the Johannesburg-West District Education Department and, more particularly, to determine whether situational sense of coherence mediates the relationship between job insecurity and job satisfaction. A survey design was used to realise the research objectives. The study population consisted of 120 civil servants in the Johannesburg-West District of Education Department. The Job Insecurity Questionnaire (JIQ), the Minnesota Satisfaction Questionnaire (MSQ) and Orientation to Life Questionnaire - Form S (OLQ - S) were used as measuring instruments. The findings showed that a negative correlation of medium effect was found between cognitive job insecurity and situational sense of coherence. Total job satisfaction displayed negative statistically significant correlations with all the job insecurity dimensions, although these correlations fell below the practically significant cutoff point. Analyses indicated that situational sense of coherence does not hold a statistically significant amount of predictive value with regard to job satisfaction, nor does job insecurity hold a statistically significant amount of variance with regard to job satisfaction, implying that situational sense of coherence does not mediate the relationship between job insecurity and job satisfaction. Job insecurity was however found to hold some predictive value with regard to situational sense of coherence. Limitations were identified and recommendations with regard to future research as well as for the organisation were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

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.

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 63-80).

Thesis (M.S.)--Washington State University, August 2008. / Includes bibliographical references (p. 60-66).

Thesis (Ph.D.)--George Mason University, 2009. / Vita: p. 167. Thesis director: Margo A. Mastropieri. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Education. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 159-166). Also issued in print.