Students in the future can expect to partake in two life roles as adults: a work role and family role. This study investigated the life role salience of students studying science, technology, engineering and mathematics (N = 191) and examined the extent to which their gender role ideology and perceived parental work-family conflict are predictors of life role salience. Regression analysis showed that students with traditional gender role ideologies had greater family role salience and students with egalitarian gender role ideologies had greater work role salience. Further analysis showed that students' family role salience was predicted by the work-family conflict of their same-sex parent. The implications of the findings and suggestions for future research are discussed.

A Southern African (Zimbabwean) nickel refinery's team-based employee involvement initiative is studied using a qualitative, single case design with the objective of describing, understanding and characterising a Self Directed Work Team's experience in its context. It is found, through a variety of triangulated case study methods, that the selected team's work, and its members' perception of it, have changed significantly from traditional 'foreman supervised' and ' gang-leader driven' organization to relatively informed decision making, objective driven, multi-skilled teamwork. Findings are analysed in the light of international and Southern African literature and case studies of enterprise level, team-based employee involvement in work related decision making. Context considerations, in understanding the team and its potential for self direction were found to be pervasive. The initiative was found to be part of a bundle of complementary interventions that top management perceived to be organizational survival imperatives. Successful implementation was largely limited to the Smelter and Refinery Business Units (BSR Ltd) which were led by a succession of dynamic and committed senior line managers. The failure to diffuse the initiative to the rest of the organization (the organization's mining division) was blamed on the departure of the key sponsor as well as wider corporate and societal systemic constraints. The contextualised study suggests ways of seeing, and possibly going beyond the claimed and real constraints.

Word processed copy. / Includes bibliographical references. / Stress in the South African hospitality industry is an important but neglected topic in the stress literature. This research report investigates the stressors affecting hospitality workers, the consequences of stress amongst hospitality workers and the coping mechanisms that they employ to deal with these stressors.

Includes bibliographical references (leaves 74-80) / Trust is proposed as being a critical determinant of organisational success and stability and has been asserted as contributing to employee wellness (Shaw, 1997). Furthermore, trust has been related to a number of positive outcomes such as employee satisfaction, organisational commitment and organisational citizenship behaviour (Gillespie & Mann, 2004). These findings have stimulated the exploration of how factors such as leadershipstyle and leader emotional intelligence are related to trust in the leader and whether or not organisational context is a moderator of these relationships. Quantitative data was collected from two hospitals in the Western Cape. The current study found that organisational context, in the form of the low- and high-velocity context, did to some extent moderate the relationship between leadership style, leader emotional intelligence and trust in the leader.Transformational leadership and leader emotional intelligence were found to have the strongest correlations with trust in the leader. Furthermore, leader emotional intelligence was found to be the greatest predictor of trust in the leader. In order to cultivate high levels of trust and obtain the aforementioned outcomes, nurse leaders should focus on developing a more transformational leadership style and higher levels of emotional intelligence.

Employee engagement (ENG) is a concern for most organisations as it influences productivity rates and ultimately the financial outcome of an organisation. In order to increase the levels of ENG it is important that organisations identify the antecedents of ENG. There are many antecedents of ENG, for the purposes of this study, the antecedents are: transformational leadership (TFL) and perceived support (PS). It is also important for organisations to gain an understanding of how employee engagement influences employees' intention to quit (ITQ) an organisation. This study is an exploratory attempt to see if firstly, direct relationships exist between the constructs: TFL and ENG; ENG and ITQ; PS and ENG; TFL and PS; TFL and ITQ; PS and ITQ. Secondly, to see if indirect relationships exist between: TFL and ITQ when mediated by ENG and PS and ITQ when mediated by ENG. Pearson's Product Moment correlations, Standard Multiple Regression and partial correlation were used to assess the above propositions. Baron and Kenny's (1986) 3 step process was used to test for mediation. The sample consisted of 43 employees from a financial institution. A significant positive relationship was found between: TFL and ENG; TFL and PS; PS and ENG. A direct negative relationship was found between: ENG and ITQ; TFL and ITQ; PS and ITQ. The TFL-ITQ relationship was found to be completely mediated by ENG. The PS-ITQ relationship was found to be partially mediated by ENG. PS was the only construct that made a unique contribution when predicting ENG and ITQ. Implications include the fact that PS in organisations may be crucial. It not only has a significant contribution to ENG, but to retaining employees as well. If organisations seek to maximise their resources, they need to focus on the implications that PS has on ENG. Includes bibliographical references (pages 54-61).

Includes abstract. / Includes bibliographical references. / This research examined the relationship between work-family enrichment and individual health outcomes amongst South African employees (N=160). Individual health encompassed personal well-being, depression and burnout within employees. Factor analysis confirmed that work family enrichment is bi-directional.

Includes bibliographical references. / This study examines the nature of emotional labour and its relationship with employee well-being using a sample of South African hospitality employees (N =136). Exploratory factor analysis differentiated between three distinct emotional labour dimensions: surface acting, deep acting, and naturally felt expression. Controlling for the influence of positive affectivity and general self-efficacy, hierarchical multiple regression analysis showed that surface acting predicted emotional exhaustion, and deep acting predicted job satisfaction. Work-to-life conflict partially mediated the relationship between surface acting and emotional exhaustion, and fully mediated the relationship between surface acting and job satisfaction. Managerial implications and suggestions for research are discussed

Includes abstract. Includes bibliographical references (leaves 64-71).

This study examined the nature and psychological health outcomes of work-family conflict amongst South African corporate employees from two organisations in the Western Cape (N = 160). Cross-sectional data was obtained via self-report questionnaires. Exploratory factor analysis evidenced the bi-directionality of work-family conflict, work-to-family conflict (W2FC) and family-to-work conflict (F2WC). Contrary to expecting a multidimensional model in each direction, exploratory factor analyses showed that W2FC was a unidimensional construct. However in the direction F2WC, a time and strain dimensions was found supporting its multidimensionality. Using standard multiple regression analysis, W2FC explained a significant proportion of the variance in psychological strain (i.e. anxiety and depression) and burnout (exhaustion and depersonalisation). Interestingly F2WC did not explain a significant proportion of variance in any of the psychological health outcomes. These results show that pressures arising in the work domain negatively influence employees' wellbeing. These results are discussed and management implications presented.

Abstract Teachers have an integral role to play in the education system of any community. However, in developing countries such as South Africa, teachers often face unique challenges in fulfilling their roles effectively and it is therefore essential that they can draw on various resources in order to do so. Research in positive organisational behaviour has argued that one category of resources that can be beneficial in the workplace is psychological resources, such as psychological capital (PsyCap). This study examined the role of PsyCap in equipping teachers at work. The key focus of this study was to investigate whether or not the level of authentic leadership displayed by school principals may help to foster PsyCap among teachers and whether or not increased levels of PsyCap may help to foster work engagement and workplace commitment among teachers. A descriptive research design was utilised with a cross-sectional, quantitative approach. A convenient sample of 291 primary and high school teachers were sampled from 25 government schools in Cape Town. They completed a hardcopy questionnaire which assessed their levels of PsyCap, work engagement, workplace commitment and the degree to which they perceived their principals as authentic leaders. PsyCap was significantly related to teacher work engagement and commitment to both the school and the teaching profession in that teachers with higher PsyCap tended to be more engaged and committed. No significant relationship was found between PsyCap and the degree to which teachers perceived their principal as an authentic leader. PsyCap thus did not act as a mediator between authentic leadership, work engagement and commitment. Authentic leadership did not significantly predict these two outcomes directly either. The study results suggest that PsyCap is an important resource for teachers as it is associated with higher levels of work engagement and commitment. However, while authentic leadership may be important for other reasons, it is unlikely to foster PsyCap, work engagement or commitment within teachers. It is recommended that further research explores what factors assist in developing PsyCap among school teachers in South Africa.