Abstract A profile on alcohol consumption among South African dentists – A dentist’s perspective: JH Olivier Background This study investigated alcohol use linked to the stress of a selected sample of South African dentists. The only other related topic in South Africa, that the researcher could find, was done in 1996 at the University of Stellenbosch. The literature suggests that prevalence studies of substance use and abuse rarely include dentists. Methods A dominant quantitative approach with a less dominant qualitative approach was utilized. The quantitative-descriptive design (survey with a questionnaire) was used to obtain data with regard to biographical/background information, stress and coping, quantity and frequency of alcohol use, and dysfunction as a result of alcohol use among a randomly selected sample of 110 South African dentists with a response rate of 70%. The respondents’ perspective on alcohol use linked to the stress of the dental profession with recommendations were also obtained. For the qualitative data collection, the researcher utilized the collective case study. He planned semi-structured interviews with an interview schedule with five dentists that have already had treatment for alcohol abuse or were self-characterized as problem drinkers. Unfortunately, two of the respondents who characterized themselves as heavy alcohol users died before they could be interviewed. Because of ethical reasons and the sensitivity of the topic they could not be replaced. Findings The quantitative study indicated that: (1) the respondents experienced significant amounts of occupational stress (2) the majority of the respondents do physical exercise to reduce their stress (3) a great number of respondents socialize with friends to reduce their stress (4) some respondents actually use alcohol to reduce their stress (5) stress levels of the respondents in private practice and stress levels of the respondents in other sectors are the same (6) alcohol consumption of male and female dentists is the same (7) respondents who reported less areas of stress consumed more alcohol than those who reported more areas of stress (8) a great number of the respondents experience high stress levels but do not use alcohol, or they only use alcohol to socialize (9) less than 3% of the respondents reported that alcohol use has affected their work as a dentist (10) the majority of the respondents believe that some dentists consume alcohol as a coping mechanism concerning social anxiety, occupational stress and personal factors. The qualitative study indicated that: (1) the habit of alcohol use that may lead to alcohol dependency starts at university (2) the respondents, who had treatment for alcohol dependency, experienced high levels of occupational stress (3) the respondents link their dependency directly to the stress and strain of their profession. Conclusions There are more intense and less intense stressors among South African dentists and there are some dentists that consume alcohol to relieve the stress and strain of their profession. However, the majority only use alcohol as a way of socializing. Less than 3% of the respondents reported that alcohol use has affected their work as a dentist. Recommendations Modules on coping mechanisms linked to the stress and strain of the dental profession should be included in the curricula at dental schools. The compulsory CPD programme of the HPCSA should include stress management and healthy coping mechanism courses. / Thesis (PhD)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted

Although ingratiatory behaviors have been investigated by social psychologists for almost twenty-five years, and have been discussed as being used in organizational settings as an upward influence strategy, few empirical studies have explored the use of ingratiation in organizations. The intent of this study has been to empirically investigate the use of ingratiatory behaviors in organizational settings. In doing so, a theory-based rationale for the occurrence of ingratiatory behaviors in organizational settings was developed. The framework developed for this study examined ingratiation as both an individually initiated and organizationally induced behavior. Next, a scale was developed to measure the frequency with which employees resort to ingratiatory behaviors in relationships with their superiors. Finally, a series of research propositions about the occurrence of ingratiatory behaviors in organizations were tested across a variety of organizational settings.

This study is based on six semi- structured interviews. The interviews have been conducted with six counsellors on six different schools who work with students from grade seven to last year in high school. Five of the schools are located in a large municipality and one school is located in a small municipality, all in Sweden. The aim of the study was to find out which are the main factors contributing to the stress of adolescents, from a counsellor's perspective and also examine if there are any gender differences when it comes to stress adolescents stress.   The collected material has undergone a thematic analysis. The thematization resulted in four themes, which the counsellors expressed that they considered to be the main factors to stress. The themes are  grading pressure, home environment, media stress and personal factors. These four themes are all linked to an over theme which are referred to asthe unachievable goals.  Based on the theme of personal factors, stress from a gender perspective will be discussed as a part of the theme, and how the result in this study about gender relate to previous research on the subject.

<p>The present thesis is based on four empirical studies concerning risk factors related to musculoskeletal pain (MSP), disability, and sick leave among three non-clinical samples of health care staff. Initially, in Study I, cognitive, behavioural and environmental factors related to MSP of nurses' aides<b> </b>were explored. An experimental design including baseline, intervention and follow-ups among 29 nurses' aides<b> </b>working in a home for the elderly was used to evaluate effects of a workplace intervention based on cognitive behaviour (CB)- and conventional, symptom reduction principles. In Study II, a cross-sectional and correlational design was applied. A self-administered questionnaire was used to describe and investigate the relationship between risk factors and development of persistent pain, sick leave and long sick leave among 914 municipal health care staff. In Study III and IV, a longitudinal design was used among 200 registered nurses (RN) working in a county hospital to describe and predict pain, disability and sick leave. Data collection involved two self-administered questionnaires covering: 1) work and personal factors, pain, disability and sick leave at baseline and 2) valued life dimensions at baseline. The results showed that MSP was common among the staff. Study I showed positive effects among nurses' aides<b> </b>receiving the CB principles related to MSP compared with nurses' aides receiving the conventional principles. In Study II, pain severity and expectations to be working in 6 months were associated with persistent MSP and sick leave, respectively. In Study III, pain, disability and sick leave at baseline were the strongest predictors of pain, disability and sick leave at the three-year follow-up. In Study IV, the findings support the notion that individual values in different life domains are possible predictors of pain and disability. </p>

The present thesis is based on four empirical studies concerning risk factors related to musculoskeletal pain (MSP), disability, and sick leave among three non-clinical samples of health care staff. Initially, in Study I, cognitive, behavioural and environmental factors related to MSP of nurses' aides<b> </b>were explored. An experimental design including baseline, intervention and follow-ups among 29 nurses' aides<b> </b>working in a home for the elderly was used to evaluate effects of a workplace intervention based on cognitive behaviour (CB)- and conventional, symptom reduction principles. In Study II, a cross-sectional and correlational design was applied. A self-administered questionnaire was used to describe and investigate the relationship between risk factors and development of persistent pain, sick leave and long sick leave among 914 municipal health care staff. In Study III and IV, a longitudinal design was used among 200 registered nurses (RN) working in a county hospital to describe and predict pain, disability and sick leave. Data collection involved two self-administered questionnaires covering: 1) work and personal factors, pain, disability and sick leave at baseline and 2) valued life dimensions at baseline. The results showed that MSP was common among the staff. Study I showed positive effects among nurses' aides<b> </b>receiving the CB principles related to MSP compared with nurses' aides receiving the conventional principles. In Study II, pain severity and expectations to be working in 6 months were associated with persistent MSP and sick leave, respectively. In Study III, pain, disability and sick leave at baseline were the strongest predictors of pain, disability and sick leave at the three-year follow-up. In Study IV, the findings support the notion that individual values in different life domains are possible predictors of pain and disability.

Multiple transitions between care settings have been reported to affect the quality of life of the older adults and their families. In Canada, there have been no studies that have examined transitions between care settings at the end of life in older adults who are on homecare. The aim of this thesis was to address this gap, and to describe transitions between care settings in older homecare clients towards the end of their life and examine what personal, health system and health service use factors predict these transitions. The sample used in this study was the cohort of individuals 65 years and older(n=7866) who died in Manitoba within the fiscal years 2003-2006, and who received homecare for at least 30 days in the last year of their life. The outcome variables in this study were transitions and independent variables included demographic (e.g., age, sex), health service use (homecare days) and system factors (e.g., hospital bed supply). The study involved secondary data analysis of anonymized administrative data (the hospital, homecare and personal care home (PCH) data), vital statistics data, health insurance registry, census data, and annual provincial statistical reports. Descriptive and inferential data analyses methods were used to analyze the data in the study. It was found in the study that more than half of the homecare clients had one or more transitions between care settings in their last month of life, and more than half of the homecare clients in the study died in hospitals. Homecare clients who were males, in the 75-84 years age group, received more homecare days and lived in regions of high hospital bed supply were more likely to have one or more transitions in the last month of their life, and those who were single, in the lower income quintile groups, lived in regions of high physician and PCH bed supply had lower odds of having one or more transitions. The findings suggest the need for increasing palliative care and homecare services to reduce transitions and hospital deaths at the end of life. Increasing physician supply, particularly in rural areas should also be considered. Future studies should also attempt to classify which of the transitions towards the end of life were essential or burdensome.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Thesis (MPH.) -- University of Limpopo, 2021 / Background: Late antenatal care (ANC) booking delays treatment and management of high-risk pregnancies, which may result to maternal deaths. Early ANC booking has been found to be effective in most of the pregnancy related risk factors that can be detected and managed at early stages of pregnancy. Aim: The aim of the study was to investigate the prevalence and factors contributing to late ANC booking amongst pregnant women in primary health care facilities at Dikgale-Mamabolo local area. Methods: Quantitative cross-sectional research approach was used. The study was conducted at Dikgale-Mamabolo local area, which consists of seven clinics at Polokwane, Limpopo province in South Africa. Only three clinics were purposefully selected for the study. The population of the study included pregnant women who were 18 years and above. The sample size consisted of 238 pregnant women who came for ANC services in primary health care facilities during the period of the study. Convenience sampling method was used to select pregnant women from the population. Data was collected using an adapted questionnaire. Data was analysed using Statistical Package for Social Sciences (SPPS) version 25. Results: The results indicated that 86% of pregnant women booked antenatal care before five months gestational age and 14% booked after five months gestational age. Factors contributing to late ANC booking amongst pregnant women were marital status, educational level, employment status, mode of transport to clinic, lack of information, cultural beliefs, long distance to the clinic, long waiting time in the clinic and clinic operating hours. Conclusion: Late ANC booking remains a major public health issue. The study showed that lack of information and cultural beliefs are major contributing factors to late ANC booking. It is recommended that awareness campaigns should be conducted in the community and schools to empower women with knowledge about ANC services.

MPH / Department of Public Health / This study was aimed at gaining an in-depth understanding into the managerial factors that are associated with hospital performance. Out of all the contributing factors, managerial factors have the greatest impact on hospital performance. In South Africa, despite the availability of policies and guidelines and adequate funding, hospital performance is still poor. This study investigates the different aspects of managerial performance, looking specifically at organisational factors such as organisational culture, available resources, and performance monitoring methods; as well as personal factors of the managers; namely, their focus on quality, and personal leadership styles and skills. The study is a quantitative cross-sectional descriptive survey, utilising questionnaires distributed at the two largest district hospitals in Vhembe District. The study was aimed at a total population sample of managers, doctors and professional nurses in the two hospitals. The study highlighted areas of management in the two hospitals studied that were commendable, as well as those needing urgent attention. There was a statistically significant association between managerial factors associated with hospital performance, and better perceptions of hospital performance. In particular, leadership skills such as motivation and dedication, methodical and logical management styles, and a hands-on approach had a significant contribution to perceptions of hospital performance. The study also highlighted the importance of good communication between senior management and subordinates. / NRF