Over the last decade, numerous changes have occurred in the insurance industry due to international expansions and stiff competitiveness. As a result of these changes, employees are suffering from stressful work conditions such as pressure to perform and work-life conflict, which lead to feelings of distrust, tension, strain in interpersonal relations, interpersonal conflict and difficulty in coping with pressure to perform. Tracking and addressing the work wellness of these employees are important to improve their work-related performance, as well as the quality of their service. Burnout, work engagement and workaholism are focal points in this regard. In order to measure these constructs it is important to have valid and reliable instruments. However, there is a lack of research which measures burnout, engagement and workaholism in the South African context. The objective of this study was to determine the relationship between burnout, work engagement and workaholism amongst employees in the insurance industry. The research method consisted of a brief literature review and an empirical study. A cross-sectional design was used. An availability sample (N = 153) from employees in the insurance industry was taken. The Oldenburg Burnout Inventory (OLBI), Utrecht Work Engagement Scale (UWES), an adapted version of the Work Addiction Risk Test (AWART), and a biographical questionnaire were administered. The statistical analysis was conducted with the aid of the SPSS program and AMOS program. The statistical method employed in the study consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment correlation coefficients and a structural equation modelling method. Multivariate analysis of variance (MANOVA) was used to determine the significance of differences of workaholism between demographic groups. It was evident in this study that employees in the insurance industry experience workaholism due to their tendency to work long hours overtime, to work weekends and to take work home. Results indicated that work wellness of employees in the insurance industry does comprise well-being (Burnout and Work Engagement) and Workaholism. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

The face of the workplace has changed dramatically over the past decade and most organisations have to survive in a fiercely competitive global economy. The impact of the changing world of work is most evident in changes in the psychological contract (agreement) between employees and organisations. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas they receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area. in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. "Why do some employees stay engaged at work, even whilst being challenged with consistent change and greater job insecurity and why do others' disengage at work?" The objective of this study was to investigate the mediating effects of three psychological conditions, namely psychological meaningfulness, psychological safety, and psychological availability on employees' work engagement. A survey research design was used with a questionnaire as data-gathering instrument. Stratified random samples (N=171) were taken from employees of a multinational oil company. The Work Engagement Scale and the Work Experiences Scale were administered. Descriptive statistics (e.g. means and standard deviations) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study. The results confirmed that psychological meaningfulness and psychological availability were significant predictors of work engagement. Meaningfulness displayed the strongest positive relation with engagement. The relation of work role fit with engagement was fully mediated by the psychological condition of meaningfulness. Cognitive, emotional and physical resources had the strongest effect on psychological availability. Feelings of self- consciousness impacted on psychological availability, implying that someone who is less self-conscious is psychologically more available to engage at work. It was therefore confirmed that psychological meaningfulness fully mediated the effects of work role fit on engagement and psychological availability fully mediated the effects of resources and self-consciousness on engagement. Limitations in the research are identified and recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

The industrialised world of today is characterised by transformation and concepts such as downsising, rightsising and restructuring have become a reality. South Africa is not excluded from this worldwide phenomenon. Economic and political changes as well as the shrinking labour market are also aggravating circumstances, which lead to increased job insecurity. This phenomenon might have a negative impact on employees' work engagement Due to all these changes, most organisations have to survive in a competitive global economy. Their survival depends on their ability to satisfy customer needs, while achieving quality, flexibility, innovation and organisational responsibility by the engagement and commitment of employees. The objective of this study was to investigate the relationships between antecedents (work role fit, co-worker relations, supervisor relations, co-worker norms, self-consciousness, resources and growth), psychological conditions (i.e. psychological meaningfuhaess, psychological availability, and psychological safety) and work engagement in a financial institution. A cross-sectional survey design was utilised. Employees (N= 132) in a financial institution, more specifically the branch-banking unit of FirstRand Group in the Free State Province, were included in the study. The Work Experience Scale and the Work Engagement Scale were administered together with a biographical questionnaire. Descriptive and inferential statistics were used to analyse the data. The results showed that psychological meaningfuhaess and psychological availability were significant predictors of work engagement. Cognitive, emotional and physical resources had the strongest effect on work engagement. Multiple regression analyses showed that psychological meaningfuhaess partially mediated the relationship between work role fit, co-worker relations, growth and work engagement. A total of 5% of the variance in psychological meaningfulness and a total of 2% of the variance in psychological availability were predicted by work role fit. Psychological availability partially mediated the relationship between resources, self-consciousness and work engagement. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

Although numerous and divergent stressors are inherent to the professional life of a psychologist, research regarding burnout and its antipode, work engagement in psychologists is sparse. The current research sought to investigate the nature of and the relationship between job demands, job resources, burnout and work engagement in a group of South African psychologists. The Job Demand-Resources (JD-R) model was employed as the foundation from which to understand and explain the process of burnout development, as well as the process of maintaining work engagement. Personal interviews were conducted and qualitatively analysed to determine occupation-specific themes which were used to develop the Job Demands-Job Resources Scale for Psychologists (JD-JRSP). A group of South African psychologists in private practice (N =105) completed the JD-JRSP, the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The statistical analyses of these instruments reflected that the JD-R model provides a meaningful basis for research into burnout and work engagement. The participants in this study reported low to moderate job demands with moderate to high job resources. In accordance with the underpinnings of the JD-R model, burnout scores were shown to be low, whilst the participants retained high levels of work engagement. The results suggest that job resources mitigate the debilitating effects of job demands and therefore protect against burnout, whilst promoting work engagement. The present study makes a unique contribution to the field as no other South African or international research has, to date, investigated these four constructs in psychologists. / Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2010.

An individual has the ability to project feelings and emotions onto someone else, to the extent that the other person reacts to them, whether in a similar or opposite manner. These are known as crossover effects. Crossover research investigates the influential relationship and behavioural changes between partners. It sheds light on the occurrence of similar reactions that develop across work and home domains because of interpersonal relations between partners. However, previous crossover research primarily focused on negative symptoms, disregarding the positive. This one-sided approach caused a disparity in crossover research, because one can only gain a holistic understanding of the significance and effects of working if research is extended to include positive aspects. The general objective of this study was to test a structural model of job resources, work engagement and life satisfaction, and to determine the crossover effects of work engagement and life satisfaction among dual-earner parents in South Africa. A cross-sectional survey design was used. A convenience sample of 125 couples (N = 250) was taken in the North West and Gauteng Provinces. A job resources questionnaire, the 'Utrecht Work Engagement Scale' (UWES) and the 'Satisfaction with Life Scale' (SWLS) were administered. Cronbach alpha coefficients, Pearson product-moment correlations, and structural equation modelling were used to analyse the data. Results indicated positive relationships between job resources (autonomy, support and development), work engagement and life satisfaction for both partners. Job resources explained variances of 62% for males and 72% for females in work engagement. A variance of 12% with regard to life satisfaction of males was explained by their work engagement, whilst a combination of female work engagement and their spouse's life satisfaction explained 10% of the variance in female life satisfaction. Unfortunately, expectations about crossover effects of work engagement between partners were not met. The final structural model only confirmed a crossover effect of life satisfaction between partners from male to female. Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

The industrialised world of today are characterised by transformation and concepts such as downsizing, rightsizing and restructuring have become a reality. South Africa is not excluded from this worldwide phenomenon and economic and political changes, as well as the shrinking labour market, lead to increased job insecurity. After 1994 local governments were faced with the challenge of high demands for basic services in previously disadvantaged communities, while having limited resources. These organisations are also affected by the processes of restructuring and transformation, which, in turn, have led to understanding in most departments and, as such, may contribute to job stress. In this study, job insecurity is regarded as a stressor, and its possible relationship with burnout, work engagement and coping is explored. A cross-sectional survey design was used. The Job Insecurity Questionnaire, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale and the COPE Questionnaire were administered together with biographical questionnaires. Descriptive and inferential statistics were used to analyse the data. Low levels of job insecurity and burnout and high levels of engagement were found in the study population. Results also indicated that job insecurity is related to burnout, that burnout has a negative correlation with work engagement and coping, and that a positive relationship exists between work engagement and coping. Finally, a regression analysis showed that nine percent of variance in burnout, as measured by the OLBI, is predicted by total job insecurity. Job insecurity can thus partially be used in the prediction of burnout. Limitations in the research are identified and recommendations for future research are made. / Thesis (M.A.)--North-West University, Vaal Triangle Campus, 2005.

In South Africa, organisations are exposed to economical, political, social, demographical and technological forces that encourage change. Tremendous pressure is placed on organisations to improve their performance and increase their global competitiveness in this continuously changing world of work. As organisations focus on competition and profit margins, workers are confronted with real or anticipated job loss, causing many to feel insecure about their jobs and future work life. Employees who consider themselves empowered, experience reduced emotional strain. Empowered employees thus derive a sense of meaning from their work, and these results in work engagement. The entire population of employees working at a government organisation in Gauteng was targeted for this research. The study population included workers from all levels, ranging from semi-skilled to professionals. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely the Job Insecurity Inventory, the Measuring Empowerment Questionnaire and the Utrecht Work Engagement scale. Results indicated lower levels of job insecurity, psychological empowerment and work engagement compared to previous studies. No correlations were found between job insecurity and psychological empowerment or between job insecurity and work engagement. Psychological empowerment showed a positive correlation with work engagement. Regression analysis indicated that meaning did not show a significant predictive value towards cognitive job insecurity, but indicated significant predictive value towards affective job insecurity and towards work engagement. Cognitive job insecurity predicted work engagement significantly. Conclusions and limitations of the current research were discussed and recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

Organisations are faced with challenges and opportunities due to the constantly changing world of work. These changes lead to organisational members to compete or survive in the dynamic world of work. Job Insecurity, Psychological Empowerment, Work Engagement as well as the employee's well-being are affected by these changes. The South African education environment has been changing since the beginning of the new political dispensation in 1994. The changes include the social, economic, technological and organisational environment. The unsuccessful implementation of the outcome based education and subsequent review has placed Educators under considerable pressure. The changes are being exacerbated by the unprecedented world economic down turn which has created further uncertainty in employment and has resulted in increased levels of Job Insecurity and employee disengagement. Employee engagement and job satisfaction become the key aspects that may contribute to high performance levels and the retention of motivated employees during this period of uncertainty. The schools that would engage their staff members are likely to retain their Educators whilst unengaged Educators will feel more insecure and are likely to look for other jobs elsewhere. The objective of this study was to establish the relationship between Job Insecurity, Psychological Empowerment, Work Engagement and General Health of Educators in the Sedibeng West District. A cross sectional survey design was used to collect data from an available sample of Educators in the specified district. A Job Insecurity Questionnaire (JIQ), Psychological Empowerment Questionnaire (PEQ), Work Engagement Scale (UWES) and General Health questionnaire (GHQ) as well as a Biographical Questionnaire were administered in this regard. Results indicated a statistically significant and negative relationship between Job Insecurity and Psychological Empowerment as measured by Influence and Attitude. Higher levels of Job Insecurity are therefore associated with lower levels of perceived Psychological Empowerment (as measured by Influence and Attitude). A statistically significant negative correlation was obtained between Job Insecurity and Work Engagement. Job Insecurity was found to be statistically significant associated with three dimensions of General Health (Somatic Symptoms, Social Dysfunction and Severe Depression). A practically significant correlation of medium effect was obtained between Influence and Work Engagement as measured by the UWES. Influence also showed statistically significant negative correlations with Somatic Symptoms, Social Dysfunction and Severe Depression. The Attitude factor obtained a practically significant correlation of large effect with Work Engagement and furthermore statistically negatively correlates with the three GHQ factors, being Somatic Symptoms, Social Dysfunction and Severe Depression. A practically significant negative correlation of medium effect was obtained between Work Engagement and Social Dysfunction. Somatic Symptoms and Severe Depression showed a statistically significant correlation with Work Engagement. Regression analysis indicated that Job Insecurity and Psychological Empowerment as measured by Attitude have a significant predictive value towards Work Engagement and General Health as measured by Somatic Symptoms, Social Dysfunction and Severe Depression. Based on the findings, limitations of the research followed by recommendations for the Department of Education and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2009

The current economic situation has reconfirmed the importance of researching job insecurity and the impact it has on the individual as well as the organisation. An individual outcome which is normally negatively affected is general health. Engagement, although an experience on individual level, is an organisational outcome affected by job insecurity. With the introduction of positive psychology, emotions in the workplace created new research grounds. It seems that hope and happiness have a positive influence on negative consequences, which can assist managers in finding a competitive advantage in their human capital. The objectives of this study were to investigate the relationship between job insecurity, general health, work engagement, hope and happiness of employees (N = 286) of a co-operation in the North-West Province by using a cross-sectional survey design. The measuring instruments used were Job Insecurity Scale (JIS), General Health Questionnaire (GHQ), Utrecht Work Engagement Scale (UWES), Hope Scale (HS), Satisfaction with Life Scale (SWL), and a biographical questionnaire. The measuring instruments were translated into Afrikaans which is the language mostly used by the target population. Four articles explained the study through a brief literature review and empirical study in each. Factor analyses were done to determine construct validity, and Cronbach's alphas and inter-item correlation coefficients assessed the internal consistency of the instruments. Descriptive statistics was used to analyse the data and Pearson product moment correlation coefficient as well as regressions, MANOVA and ANOVA was done to determine relationships between variables. Hierarchical regression was performed to test for moderation and mediation. JIS, GHQ, HS and SWLS confirmed their structural models and proved good internal consistencies. Gender, cultural group and qualification were found to have statistically significant influence on job insecurity. Females regarded the importance of job features and importance of changes to total job higher than their male colleagues. The cultural group 'other' indicated higher levels of job insecurity with regard to likelihood to loose a job feature. This fear was also experienced by participants with a qualification Grade 7 and lower as well as likelihood to changes in total job. No correlation was found between job insecurity and general health, but job insecurity did show correlations with engagement and hope. Hope and happiness were also positively correlated and hope was found to predict happiness. Hope did not moderate the job insecurity general health relationship, but did moderate the relationship between job insecurity and engagement. Hope explained 7% of the variance in general health and 14% of the variance in engagement. Happiness moderated the effect of job insecurity on general health but not of job insecurity on engagement. Happiness also showed a main effect of 13% on general health and predicted 10% of the variance in engagement. When tested, a partial mediation of happiness on the relationship between job insecurity and engagement was found. Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.