The maintaining of health and well-being in the academic field of work is a widespread challenge. The increased interest in social capital provides an opportunity for public health coordinators in the academic field to advance their social agendas so that optimal development within the relationship between social capital and health and well-being can be constant that in turn enhance good working environments. This relationship between social capital and health and well-being is embedded in networks of trust which lead to coordination and cooperation in the academic field of work for mutual benefit. Provided by social capital, there is a great opportunity for health coordinators, to flex their theoretical muscles in coming to grips with the social elements of health determinants and health promotions within the academic field of work. To understand the more progressive interpretation of social capital, it calls for the creation of health promoting communities through a process of mutual reinforcement of the social and the economic sector (workplace). This study will distinguish between the micro, meso and macro levels of social capital within health and well-being, within the academic field of work, with the specific linking, bonding and bridging in their specific dimensions. / Thesis (M.A.(Sociology) North-West University, Mafikeng Campus, 2014

In the last few years, many more women than before have entered the labour force. Consequently, employed women are confronted with demanding aspects at work and at home and experience difficulty in combining obligations in both of these domains. The pressure of the demands in their work place and family lives combined with managing the responsibilities from their work and personal lives can have a negative impact on the health of employed females. The objective of this research was to investigate the effects of work characteristics, borne characteristics and negative work-home interaction on the ill-health of employed females in South Africa. An availability sample (N = 500) was taken from six provinces of South Africa, including the Eastern Cape, the Free State, Gauteng, KwaZulu Natal, the North West and Western Cape. A job characteristics questionnaire, a home characteristics questionnaire, the 'Survey Work-Home Interaction Nijmegen' (SWING), and an ill health questionnaire were administered. Exploratory factor analyses were used to determine the construct validity of the questionnaires, Cronbach alpha coefficients were used to determine the reliability, while multiple regression analyses were used to identify significant predictors of ill-health. The results indicated that physical ill health could be predicted by a lack of role clarity and pressures at home. Predictors of anxiety were work overload, a lack of support from colleagues, uncertain roles in the workplace, home pressure as well as negative Work-home interaction (WHI) and negative Home-work interaction (HWI). Fatigue was predicted by work pressure, work overload, a lack of autonomy at work, a lack of instrumental support at work, a lack of role clarity, pressure at home and negative WHI. Predicting factors of depression were found to be job insecurity, a lack of autonomy and clearly defined roles at work, pressure at home, a lack of autonomy at home as well as negative HWI. / Mini-dissertation (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

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

In the last few years, many more women than before have entered the labour force. Consequently, employed women are confronted with demanding aspects at work and at home and experience difficulty in combining obligations in both of these domains. The pressure of the demands in their work place and family lives combined with managing the responsibilities from their work and personal lives can have a negative impact on the health of employed females. The objective of this research was to investigate the effects of work characteristics, borne characteristics and negative work-home interaction on the ill-health of employed females in South Africa. An availability sample (N = 500) was taken from six provinces of South Africa, including the Eastern Cape, the Free State, Gauteng, KwaZulu Natal, the North West and Western Cape. A job characteristics questionnaire, a home characteristics questionnaire, the 'Survey Work-Home Interaction Nijmegen' (SWING), and an ill health questionnaire were administered. Exploratory factor analyses were used to determine the construct validity of the questionnaires, Cronbach alpha coefficients were used to determine the reliability, while multiple regression analyses were used to identify significant predictors of ill-health. The results indicated that physical ill health could be predicted by a lack of role clarity and pressures at home. Predictors of anxiety were work overload, a lack of support from colleagues, uncertain roles in the workplace, home pressure as well as negative Work-home interaction (WHI) and negative Home-work interaction (HWI). Fatigue was predicted by work pressure, work overload, a lack of autonomy at work, a lack of instrumental support at work, a lack of role clarity, pressure at home and negative WHI. Predicting factors of depression were found to be job insecurity, a lack of autonomy and clearly defined roles at work, pressure at home, a lack of autonomy at home as well as negative HWI. / Mini-dissertation (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Higher educational institutions no longer provide the low-stress and highly satisfying working environment they once did. Higher educational institutions experience significant changes, which include restructuring, reduction of state subsidy and use of short-term contracts. Therefore, the changes in the higher educational environment can have costly implications for institutions in terms of staff morale, turnover and absenteeism rates and could also lead to reduced employee performance, poor quality control and a fall in production. It therefore becomes increasingly important for higher educational institutions to intervene to reduce the occupational stress of university staff. The objectives of this study were to determine the occupational stressors for support staff at a higher education institution in the North West Province, to investigate the relationship between occupational stress, ill health, organisational commitment and important organisational outcomes (including absenteeism, productivity and turnover intention) and to assess the financial implications of these factors in a sample of support staff at a higher education institution in the North West Province. A cross-sectional survey design was used. The study population consisted of support staff at a higher education institution in the North West Province (N = 292). An Organisational Screening Tool (ASSET) and a biographical questionnaire were administered. Descriptive statistics, Pearson and Spearman correlations, multiple regression analyses and discriminant analysis were used to analyse the results. The results showed that, compared to normative data, support staff overall demonstrated average levels of occupational stress. However, job control, resources, communication and work relationships were found to be problematic stressors which mainly influenced organisational commitment to the organisation. The prediction of losses suffered by the higher educational institution due to absenteeism, presenteeism and turnover intention indicate that occupational stress cost organisations greatly. Recommendations were made for the organisation and for future research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

Higher educational institutions no longer provide the low-stress and highly satisfying working environment they once did. Higher educational institutions experience significant changes, which include restructuring, reduction of state subsidy and use of short-term contracts. Therefore, the changes in the higher educational environment can have costly implications for institutions in terms of staff morale, turnover and absenteeism rates and could also lead to reduced employee performance, poor quality control and a fall in production. It therefore becomes increasingly important for higher educational institutions to intervene to reduce the occupational stress of university staff. The objectives of this study were to determine the occupational stressors for support staff at a higher education institution in the North West Province, to investigate the relationship between occupational stress, ill health, organisational commitment and important organisational outcomes (including absenteeism, productivity and turnover intention) and to assess the financial implications of these factors in a sample of support staff at a higher education institution in the North West Province. A cross-sectional survey design was used. The study population consisted of support staff at a higher education institution in the North West Province (N = 292). An Organisational Screening Tool (ASSET) and a biographical questionnaire were administered. Descriptive statistics, Pearson and Spearman correlations, multiple regression analyses and discriminant analysis were used to analyse the results. The results showed that, compared to normative data, support staff overall demonstrated average levels of occupational stress. However, job control, resources, communication and work relationships were found to be problematic stressors which mainly influenced organisational commitment to the organisation. The prediction of losses suffered by the higher educational institution due to absenteeism, presenteeism and turnover intention indicate that occupational stress cost organisations greatly. Recommendations were made for the organisation and for future research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

Depression is one of the most debilitating, widespread and costly health problems worldwide and has a high prevalence in almost every society. Research suggests that depression affects an individual‟s work engagement levels, burnout levels and the occurrence of stress-related ill health symptoms. However, it is unclear whether these findings would differ among individuals who reported that they suffer from depression and receive medical treatment for it, individuals who reported that they are unsure whether they suffer from depression, and individuals who reported that they do not suffer from depression. This study is quantitative in nature and a cross-sectional design was used. The study population consisted of 15 664 participants from several sectors in South Africa. The participants also differed in terms of gender, age, race, marital status, educational level, language and the province where they reside. The sample population was thus representative of the diverse population of South Africa. The SAEHWS, a self-report instrument based on the dual-process model of work-related well-being, was used to measure all constructs. The participants were divided into three groups, i.e. individuals who reported that they suffer from depression and are currently receiving medical treatment for depression, individuals who reported that they are uncertain whether they suffer from depression, and individuals who reported that they do not suffer from depression. Frequencies were used to determine the prevalence of depression in the three different groups and MANOVA (multivariate analysis of variance) was used to determine the significance of differences between the levels of work engagement, burnout and stress-related ill health symptoms of the three different groups (individuals who reported that they suffer from depression, individuals who reported that they are uncertain whether they suffer from depression, and those who reported that they do not suffer from depression). The results showed that 18,3% of the population reported that they suffer from depression and receive medical treatment for depression, 16,7% of the population reported that they are unsure whether they suffer from depression and 65% reported that they do not suffer from depression. Furthermore, it was found that depression significantly influences work engagement levels negatively and that it significantly influences burnout levels and the occurrence of stress-related ill health symptoms positively. This study will make organisations aware of the effect of depression on an individual‟s well-being and of the fact that depression is a factor to be reckoned with. Employers should consider ways to assist employees who suffer from depression and should learn how to act preventatively to decrease any further occurrence. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011

Depression is one of the most debilitating, widespread and costly health problems worldwide and has a high prevalence in almost every society. Research suggests that depression affects an individual‟s work engagement levels, burnout levels and the occurrence of stress-related ill health symptoms. However, it is unclear whether these findings would differ among individuals who reported that they suffer from depression and receive medical treatment for it, individuals who reported that they are unsure whether they suffer from depression, and individuals who reported that they do not suffer from depression. This study is quantitative in nature and a cross-sectional design was used. The study population consisted of 15 664 participants from several sectors in South Africa. The participants also differed in terms of gender, age, race, marital status, educational level, language and the province where they reside. The sample population was thus representative of the diverse population of South Africa. The SAEHWS, a self-report instrument based on the dual-process model of work-related well-being, was used to measure all constructs. The participants were divided into three groups, i.e. individuals who reported that they suffer from depression and are currently receiving medical treatment for depression, individuals who reported that they are uncertain whether they suffer from depression, and individuals who reported that they do not suffer from depression. Frequencies were used to determine the prevalence of depression in the three different groups and MANOVA (multivariate analysis of variance) was used to determine the significance of differences between the levels of work engagement, burnout and stress-related ill health symptoms of the three different groups (individuals who reported that they suffer from depression, individuals who reported that they are uncertain whether they suffer from depression, and those who reported that they do not suffer from depression). The results showed that 18,3% of the population reported that they suffer from depression and receive medical treatment for depression, 16,7% of the population reported that they are unsure whether they suffer from depression and 65% reported that they do not suffer from depression. Furthermore, it was found that depression significantly influences work engagement levels negatively and that it significantly influences burnout levels and the occurrence of stress-related ill health symptoms positively. This study will make organisations aware of the effect of depression on an individual‟s well-being and of the fact that depression is a factor to be reckoned with. Employers should consider ways to assist employees who suffer from depression and should learn how to act preventatively to decrease any further occurrence. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011

This research project examines the acculturation process in order to predict the perceived work success and health (psychological and physical) of mineworkers in a mine in the North–West Province.1 Work success can also be described as that which is achieved when an employee enjoys his career for reasons of psychological experience of success and personal growth and development within both his/her current occupation and working environment. Health is defined as a condition of complete physical, mental and social well–being and not merely the absence of disease or frailty. Health is therefore about completeness, contentment and well–being at a physical, cultural, psychosocial, economic and spiritual level. Employees’ success and health is evaluated from an acculturation perspective, and therefore considered a result of the acculturation process. This proposition was explored by investigating the relationship between the acculturation context and individual intervening factors, mapped into variables, and acculturation outcomes (work success and health). A convenient sample of participants from the mine examined was taken (n = 288). English questionnaires using a cross–sectional survey design were used to gather the data. Modified measuring instruments and others developed for the project, which follow a five–point Likert format (‘strongly agree’ to ‘strongly disagree’) were used to investigate the mainstream domain (perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with mainstream members at work), an individual intervening factor (individual separation acculturation strategy practices), the ethnocultural domain (perceived pressure to conform to own culture, ethnic separation demands at work, and relationships with co–ethnics at work), psychological acculturation outcomes (health), and sociocultural acculturation outcomes (work success). The data was captured in a spreadsheet, controlled for errors, and statistically analysed using regression in SPSS. Descriptive statistics, Cronbach alpha coefficients, and Pearson product-moment correlation coefficients were inspected, and effect sizes were used to determine the findings’ practical significance. The results did indicate practical and statistically significant relationships exist between acculturation context, individual and acculturation outcomes variables. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work proved to be statistically significant predictors of meeting deadlines at work. Perceived pressure to conform to management ideologies and practices, perceived racism at work, perceived discrimination at work, and relationships with co–ethnics at work was statistically significant predictors of reputation and respect at work. Perceived mainstream segregation demands, perceived pressure to conform to management ideologies and practices, perceived racism at work, and relationships with mainstream members at work were statistically significant predictors of training and development opportunities at work. Individual separation acculturation strategy practices and ethnic separation demands at work were statistically significant predictors of psychological health. Perceived racism at work and ethnic separation demands at work proved to be statistically significant predictors of physical health. These findings demonstrate that success and health can be viewed from an acculturation perspective, and that the acculturation context and individual intervening factors, can be used to predict psychological and sociocultural acculturation outcomes. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2010.