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The present study examined the relationship between fundamentalism and certain work-related attitudes and behaviors. The research was based on the idea that fundamentalist churches socialize their members in values complimentary to capitalism. Specifically, it was hypothesized that fundamentalism would be positively correlated with attitude toward work, attitude toward supervisor, and faith-in-people. A questionnaire was designed to quantify these attitudes and measure specific work-related behaviors and limited demographic data.The sample for the study consisted of 39 blue-collar workers. Approximately half of the subjects were obtained from a local industry, while the other half were from four fundamentalist churches in the area.Pearson product-moment correlations revealed that fundamentalism correlated significantly at the .05 level with the three attitudinal variables (attitude toward supervisor, attitude toward work, and faith-in-people). It was concluded therefore, that fundamentalism did indeed relate to one's generalized attitude toward work.

&lsquo / Human capital&rsquo / is the buzzword of the 21st century and is becoming the core value of organisations. In South Africa it is estimated that more than R500 million is lost annually through absenteeism and loss of productivity as a result of stress. Employees are key contributors to the bottom-line and should be selected, placed and applied in such a way that the company only benefits from their output. Therefore, if the human element is a crucial element it becomes essential for the organisation to nurture, protect and optimise individuals to their full potential.<br /> <br /> There is a fair degree of agreement on the variables that act as organizational stressors, however, studies on stress and salutogenic functioning in a state owned enterprise have not been found. According to the literature, salutogenic factors function as generalised resistance resources and a high score on sense of coherence, as well as an internal locus of control correlates with low scores on stress. The present research has a general aim of exploring the relationship between stress and salutogenic functioning, within a state owned enterprise. The levels of stress were correlated with the presence of high or low levels of sense of coherence and whether the individuals display an internal or an external locus of control. A sample of 240 employees (N=240) was used from the organisation.<br /> <br /> The following questionnaires were utilised to measure the range of variables. Levels of stress were measured by the Experience of Work and Life Circumstances Questionnaire (WLQ). Whereas the salutogenic construct, sense of coherence was measured by the Orientation to Life Questionnaire (OLQ) and the second salutogenic construct, locus of control, was measured by the Locus of Control Inventory (LCI). The statistical analyses included inferential (correlation, t-test and analysis of variance) and descriptive statistics. The results demonstrated significant relationships between low stress levels, sense of coherence and internal locus of control. As such, salutogenic functioning in terms of sense of coherence and locus of control, had a significant correlation with levels of stress.

M.Phil. / People are living in a stressful world, which is characterised by materialism, narrow self-centeredness, lack of meaning and dearth commitment (1.1). This results in people loosing touch of their spiritual core. They are searching for meaning and purpose in their lives, both at home and at work. Furthermore, companies seem not to take into account that people are more than just mind and body, with unique and special gifts. Companies treat people as numbers and not as people (1.2). The purpose of this study was to create an understanding of the concept spirituality and secondly to understand how employees experience spiritual fulfilment in the workplace and if the employer addresses their spiritual needs (as per 1.3). The study consequently aimed to describe the key elements of the concept spirituality in the workplace (as per Chapter 2), in an attempt to identify and disclose the current experience of spiritual fulfilment in the workplace (described in Chapter 3) — which might aid us in increasing employee productivity. The research has been done from a Personal and Professional Leadership perspective (1.6). This perspective is based on the assumption that human beings have an ongoing commitment and accompaniment to growth and dev'elopment, through self-knowledge and self-awareness, finding a purpose, realising one's full potential and co-operation with and adding value to other people's lives. In endeavoring to address the study's problem, the researcher subsequently decided to make use of a hermeneutic phenomenological research strategy, and to conduct an extensive literature review, word and concept analysis as well as focus group and individual interviews in order to meet the research objectives. The result of the literature study has consequently been described in Chapter 2 in an attempt to: meet the research objective (1.4) of what can be seen as the spiritual needs of workers, as well as to establish the link between the productivity of the workers and their spiritual fulfilment.

D.Com. (Industrial Psychology) / Please refer to full text to view abstract

During the research an attempt was made to gain an understanding of the perceived value of work in psychosocial rehabilitation with the Sate patient at Komani Hospital. The respondents' motivation to work and what they gain from working, was investigated, as well as the experience of the nonworking respondents and their motivation not to work. To achieve this, ten respondents who were working and ten respondents who were not working, were interviewed. This study involves only a limited number of State patients at Komani Hospital and therefore findings cannot be generalised and also because the study was done at one Hospital only. A literature study was undertaken during which it was evident that work as part of vocational rehabilitation contributed to the well being of the mentally disabled person. It was also stated in the literature that the disabled person must be actively involved in his/her own rehabilitation planning and that the person must make conscious decisions to move away from the "sick" role and participate in his/her rehabilitation process. Interview schedules were developed. Response received from the twenty participants was analysed. The overall findings of the study showed that the majority of respondents who were working, were motivated by money. The fact that the respondents work from Hospital and therefore disrupt the Hospital routine, work with abled co-workers and feeling needed by the factory where they are employed. also emphasised the respondents' motivation to keep on working. The findings of the study with the non-working group showed that some respondents want to work, but there are not enough work opportunities available in and from Hospital. The non-working respondents are not interested in working at the occupational therapy department because the pay patients get for work done at the department is too little, and therefore they reject the work there. Some respondents do not want to work. whether work is available or not. The non-working group is largely dependent on staff and co-patients for an income, or tobacco. The predominant activity of the non-working group of respondents during the day, as well as that of the majority of the working group respondents during weekends was sleeping, talking to friends, and smoking. The research findings, conclusions and recommendations could contribute to a better understanding of patients and the value of work for the patient in a Psychiatric Hospital.

Please read the abstract in the front matter of this document. / Dissertation (MEd)--University of Pretoria, 2007. / Educational Psychology / MEd / Unrestricted

Psychological capital and work engagement, both constructs rooted in positive psychology, have been associated with positive outcomes in the workplace, such as better job performance and organisational citizenship behaviours. The rewards practices of organisations have not been widely studied in relation to these positive psychological constructs, despite the clear importance of understanding how the way that employees are rewarded serves to motivate behaviour in the workplace. This study sought to bring together two rewards-centred constructs, namely, the perceptions of equity of rewards and the equity sensitivity of employees, and the two positive psychological constructs of psychological capital and work engagement, with the aim of understanding how these constructs relate to each other and, ultimately, discerning how reward systems might best be aligned to improve employee performance. A theoretical model was constructed based on a review of relevant literature, and eight hypotheses were set to test the model. This research took the form of a cross-sectional design, using a composite questionnaire to measure psychological capital, work engagement, equity sensitivity and perceptions of equity in rewards by means of a self-report electronic survey. Employees at a South African university were invited to participate in the study by means of an emailed invitation, and a sample of 305 respondents was achieved. Data analysis was conducted using descriptive and inferential statistics, which included frequency tables, Cronbach’s alpha testing, Pearson’s Product-Moment Correlations, chi-square tests, t-tests, analysis of variance, hierarchical regression analysis, confirmatory factor analysis, and structural equation modelling. The results of the survey showed that respondents had high levels of psychological capital with the exception of the medium scores on the Optimism dimension; levels of work engagement were high overall; responses regarding the perceptions of equity of rewards relating to promotions were most negative, with the rest of the perceptions of equity of rewards dimensions being scored neutrally; and scores for equity sensitivity showed a tendency toward a benevolent disposition. Significant differences were found between demographic groups in the sample for all of the constructs under investigation. Evidence was found in support of the hypothesised relationships in the theoretical model, with the exception of the hypothesised link between equity sensitivity and the perceptions of equity of rewards. The hypotheses regarding moderation relationships were not accepted, based on the results of the hierarchical regression analysis. Structural equation model testing resulted in unsatisfactory fit of the statistical model. Confirmatory factor analysis results provided support for the acceptability of the Equity Sensitivity Instrument, Utrecht Work Engagement Scale and Psychological Capital Questionnaire for use on a South African sample. As far as it could be ascertained, the constructs under investigation have not been examined together before. The study therefore contributes uniquely to the existing body of positive organisational behaviour research, and begins to fill the gap identified in the Rewards literature. A number of recommendations for researchers and for organisations stemming from the study are put forward.

The objective of this study was to identify the strategies (primary, secondary and tertiary) that can be employed to manage work related stress. A questionnaire, was designed based on the strategies found in a literature study on the topic and used to gather inputs from academic head of department and lecturers. The questionnaire was delivered by hand to 18 potential respondents. All 16 questionnaires returned could be used. These were processed and analysed using Microsoft Excel spreadsheets. In general support was found for primary stress management strategies pertaining to work schedule, work load and work pace, job content, career development, the home-work relationship and work environment. Lifestyle management in terms of physical activities and a healthy diet were regarded as the preferred secondary stress management strategies. The strategies related to lifestyle management which were identified from the literature study were physical activities, healthy diet, relaxation techniques such as meditation and yoga. Support was found for tertiary stress management strategies but most of the respondents were not sure if their organisation offered any wellness, employee assistance or stress management programmes. Wellness programmes were indicated as a strategy that will have the most impact on reducing work related stress and employee assistance programmes (EAPs) ranked there after. Overall respondents indicated that they did not perceive their work as very stressful.