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Work-related well-being of engineers in South Africa / Marna MalanMalan, Marna Magdalena January 2004 (has links)
With the introduction of positive psychology the aim with organisational psychology
shifted to finding the 'happy/productive' worker and focusing more on work wellness.
Working as an engineer has generally been considered challenging, but tough demands
on today's engineers can cause exhaustion, which is due to a combination of personal
stressors, job and organisational stressors. However, recently the world of work has
started to change drastically - which also holds true for the engineering profession. One
of the focus areas of redress is the work-related well-being of engineers, and specifically
burnout, stress and work engagement.
This research focused on the total spectrum of wellness - from unwell-being (e.g.
burnout and stress) to well-being (e.g. work engagement). The moderating effects of
organisational commitment and dispositional optimism were investigated in order to
establish a causal model for burnout and engagement. The objectives of this research
were to standardise the MBI and the UWES for engineers, to determine the occupational
stressors of engineers and to develop and test a causal models of work-related well-being
of engineers.
The research findings are set out as four separate articles, each consisting of a brief
literature overview and an empirical study. A cross-sectional research design with a
survey as technique of data collection was used to achieve the objectives of this research.
The study population consisted of 369 engineers. A biographical questionnaire, the
Maslach Burnout Inventory - General Survey WI-GS), the Utrecht Work Engagement
Scale (UWES), the Job Characteristics Scale (JCS), the Organisational Stress Screening
Tool (ASSET), the Health subscales of the ASSET, the Organisational Commitment
subscale of the ASSET, and the Life Orientation Test-Revised (LOT-R) were used.
Descriptive statistics, correlations, analysis of variance, factor analyses, multiple
regression analysis and structural equation modelling were used to analyse the data.
A three-factor model of burnout, comprising exhaustion, cynicism and professional
efficacy was confirmed. The internal consistencies of the scales were acceptable. The
results obtained from comparing burnout levels of various demographic groups showed
that practically significant differences existed between burnout of engineers with
different levels of job satisfaction, age, years of experience and self-rated performance.
Compared to normative data, participants reported lower levels of physical ill-health and
psychological outcomes of stress. The most important stressors identified were work-life
balance, work demands and work overload. The results do not support previous findings
that commitment has a protective effect against the negative consequences of workplace
stress. The buffer hypothesis of organisational commitment is not supported by the data.
Structural equation modelling confirmed a model of work engagement, consisting of
Vigour, Dedication and Absorption. These three factors had acceptable internal
consistencies. The results showed that the self-rated performance and job satisfaction of
engineers varied depending on their levels of work engagement. No demographic
differences regarding engagement levels could be found between the different age
groups, engineering environments, job levels and years of experience.
A good fit was found for a model in which exhaustion mediated the relationship between
job demands and ill-health, and work engagement (vigour and dedication) mediated the
relationship between job resources and organisational commitment. The results
suggested that the effect of a lack of job resources on exhaustion and the effect of job
resources on work engagement depends on the level of dispositional optimism.
Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Work wellness, sense of coherence and health of protection services members / René van der LindeVan der Linde, René January 2004 (has links)
The impact of change on organisations and the transforming role of the protection services
member means that protection services members perform under more stress than members of
almost any other profession. They are human and experience the same or sometimes more
severe forms of depression, anxiety and other symptoms than other people.
The objectives of this study were to determine the construct validity and internal consistency
of the MBI-GS, UWES, OTLQ and Health subscales of the ASSET for protection services
members. The relationship between work wellness, sense of coherence and health and the
development of a model of work wellness for protection services members was determined.
The research method consists of a literature review and an empirical study using a cross-sectional
survey design to collect data. An availability sample (N = 341) from protection
services members was taken. The Maslach Burnout Inventory - General Survey (MI-GS),
Utrecht Work Engagement Scale (UWES), Orientation to Life Questionnaire (OTLQ),
Health subscales of the ASSET and a Biographical questionnaire were administered. The
statistical analysis was carried out with the help of the SPSS-programme and AMOS. The
statistical methods utilised in the article consisted of descriptive statistics, Cronbach alpha
coefficients, exploratory factor analysis, Pearson product-moment correlation coefficients
and structural equation modelling methods.
Exploratory factor analysis confirmed a two-factor model of work engagement, consisting of
vigour/dedication and absorption. In previous research of protection services members, two
factors in the MBI-GS could also be extracted, namely, burnout and professional efficacy.
The MBI-GS and UWES both showed acceptable internal consistencies. Construct
equivalence for different language groups was confirmed for the MBI-GS and UWES.
vii
Product-moment correlation coefficients showed significant negative correlations between
Burnout and Vigour/Dedication, Burnout and Sense of Coherence, Sense of Coherence and
Physical Health, Sense of Coherence and Psychological Health.
There were significant positive correlations between Physical Health and Psychological
Health, Professional Efficacy and Vigour/Dedication, Professional Efficacy and Absorption,
Vigour/Dedication and Absorption and lastly Physical Health and Psychological Health.
A causal model of work wellness was developed. The first two hypothesis were accepted:
Work Wellness consists of Burnout and Work Engagement and high levels of burnout may
result in either physical of psychological health problems. The third hypothesis was only
partially accepted: the path coefficient from Sense of Coherence to Work Wellness and I11
Health is significant. Sense of Coherence partially mediated the impact of Burnout as part of
Work Wellness on Ill Health. The path coefficient from Sense of Coherence to Ill Health was
also found to be significant, indicating that higher levels of Sense of Coherence can result in
fewer health problems.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Work-related well-being in sector education training authorities / A.J.H. PietersePieterse, Abraham Johannes Hendrik January 2005 (has links)
A growing economy demands a skilled workforce, and the reality of the situation in South
Africa is that, due to former apartheid policies and job reservation, there are large numbers of
unemployed people with little hope of employment in the formal sector because they lack
skills and experience. The National Skills Development and the Skills Development Levy
Act gave rise to the development of the National Skills Development Strategy (NSDS). The
NSDS is now entering its second five-year cycle with the scoreboard reflecting both gains
and challenges for Sector Education Training Authorities (SETAs) as the primary delivery
institutions of the NSDS.
The objective of this study was to investigate the relationship between job demands and job
resources and the work wellness of employees in SETAs, using a cross-sectional survey
design. The survey consisted of 159 SETA employees in South Africa. The Maslach Burnout
Inventory - General Survey, the Utrecht Work engagement Scale, the ASSET (An
Organizational Stress Screening Evaluation Tool) and the Orientation to Life Questionnaire,
were administered. Descriptive statistics, exploratory factor analyses, Pearson correlations
and structural equation modelling were used to analyse the data.
The results of this study confirmed the construct validity and reliability of the scales which
were employed to measure work-related well-being. Furthermore, the results showed that
overload predict exhaustion. Cynicism was best predicted by a lack of resources (specifically
growth opportunities and lack of organisational support) and a weak sense of coherence.
Vigour and dedication were predicted by growth opportunities, organisational support and a
strong sense of coherence Exhaustion predicted physical ill-health, while both exhaustion
and cynicism contributed to psychological ill-health. Affective organisational commitment
was predicted by vigour and dedication, while behavioural organisational commitment was
predicted by high vigour and low exhaustion.
Recommendations for SETAs and future research were made / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Job insecurity, job satisfaction, work wellness and organisational commitment in a petroleum/oil company / Carol Matshepo SelepeSelepe, Carol Matshepo January 2004 (has links)
The primary objectives of this study were to investigate the relationship between job insecurity, job satisfaction, work wellness, and organisational commitment of employees (N = 66) at a petroleum / oil company. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey Inventory (JISI), the Minnesota Job Satisfaction Questionnaire (MSQ), the Oldenburg Burnout
Inventory (OLBI), the Utrecht Work Engagement Scale (UWES), the General Health
Questionnaire (GHQ), and the Organisational Commitment Questionnaire (OCQ).
For many employees, the changes in working life we have witnessed over the past two decades have caused feelings of insecurity concerning the nature and future existence of their jobs (Hartley, Jacobson, Klandermans, & van Vuuren, 1991). Job insecurity is not only problematic for the individual employees, but also for the company in which they work. Greenhalgh and Rosenblatt (1984) found that the impact of job insecurity on individual employees could erode the effectiveness of the organisation. A downward spiral is created, where productivity decreases, and in such a manner that the competitive strength of the company is undermined. The risk of further redundancies is increased, which in turn increases feelings of job insecurity. The impact of job insecurity as noted above, inter alia, lowered job satisfaction, lowered trust in management, lowered organisational commitment, produced a greater tendency to leave the organisation, caused an increase in psychosomatic complaints and depression, and ultimately spreads into negative consequences for the organisation. It is for these reasons that the researchers felt the need to conduct research on job insecurity. All scales used in this research demonstrated adequate internal consistencies. Job insecurity and job satisfaction were not found to be correlated as there was no negative correlation found between job insecurity and intrinsic job satisfaction. Affective job insecurity demonstrated a practically significant positive correlation of medium effect with intrinsic job satisfaction. This therefore suggested that the higher the levels of affective job insecurity, the higher the levels of intrinsic job satisfaction. These findings are contrary to literature, which suggests that job insecurity has been associated with lowered job satisfaction (Probst & Baker, 2001). Both job insecurity subscales, cognitive and affective job insecurity, demonstrated a practically significant positive correlation of medium effect with both of the OLBI subscales, implying that increased levels of both job insecurity subscales are associated with increased levels of burnout as measured by the OLBI. Job insecurity (particularly affective job insecurity) was found to be positively associated with the anxiety and insomnia subscale as measured by the GHQ, which suggested that the higher the levels of job insecurity, the higher the levels of anxiety and insomnia experienced by the participants.
Participants with increased levels of tenure (more than 5 years) presented with higher levels of social dysfunction than participants who had been working in the organisation for less than five years. Employees with tertiary qualifications, as well as employees younger than 35 years, displayed lower levels of continuance commitment compared to employees without tertiary qualifications and were older than 35 years. White employees presented with higher levels of anxiety and insomnia, as well as higher levels of social dysfunction compared to participants falling within the Blacklother categories. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.
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Job insecurity, job satisfaction, work wellness and organisational commitment in a petroleum/oil company / Carol Matshepo SelepeSelepe, Carol Matshepo January 2004 (has links)
The primary objectives of this study were to investigate the relationship between job insecurity, job satisfaction, work wellness, and organisational commitment of employees (N = 66) at a petroleum / oil company. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey Inventory (JISI), the Minnesota Job Satisfaction Questionnaire (MSQ), the Oldenburg Burnout
Inventory (OLBI), the Utrecht Work Engagement Scale (UWES), the General Health
Questionnaire (GHQ), and the Organisational Commitment Questionnaire (OCQ).
For many employees, the changes in working life we have witnessed over the past two decades have caused feelings of insecurity concerning the nature and future existence of their jobs (Hartley, Jacobson, Klandermans, & van Vuuren, 1991). Job insecurity is not only problematic for the individual employees, but also for the company in which they work. Greenhalgh and Rosenblatt (1984) found that the impact of job insecurity on individual employees could erode the effectiveness of the organisation. A downward spiral is created, where productivity decreases, and in such a manner that the competitive strength of the company is undermined. The risk of further redundancies is increased, which in turn increases feelings of job insecurity. The impact of job insecurity as noted above, inter alia, lowered job satisfaction, lowered trust in management, lowered organisational commitment, produced a greater tendency to leave the organisation, caused an increase in psychosomatic complaints and depression, and ultimately spreads into negative consequences for the organisation. It is for these reasons that the researchers felt the need to conduct research on job insecurity. All scales used in this research demonstrated adequate internal consistencies. Job insecurity and job satisfaction were not found to be correlated as there was no negative correlation found between job insecurity and intrinsic job satisfaction. Affective job insecurity demonstrated a practically significant positive correlation of medium effect with intrinsic job satisfaction. This therefore suggested that the higher the levels of affective job insecurity, the higher the levels of intrinsic job satisfaction. These findings are contrary to literature, which suggests that job insecurity has been associated with lowered job satisfaction (Probst & Baker, 2001). Both job insecurity subscales, cognitive and affective job insecurity, demonstrated a practically significant positive correlation of medium effect with both of the OLBI subscales, implying that increased levels of both job insecurity subscales are associated with increased levels of burnout as measured by the OLBI. Job insecurity (particularly affective job insecurity) was found to be positively associated with the anxiety and insomnia subscale as measured by the GHQ, which suggested that the higher the levels of job insecurity, the higher the levels of anxiety and insomnia experienced by the participants.
Participants with increased levels of tenure (more than 5 years) presented with higher levels of social dysfunction than participants who had been working in the organisation for less than five years. Employees with tertiary qualifications, as well as employees younger than 35 years, displayed lower levels of continuance commitment compared to employees without tertiary qualifications and were older than 35 years. White employees presented with higher levels of anxiety and insomnia, as well as higher levels of social dysfunction compared to participants falling within the Blacklother categories. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.
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The relationship between talent mindset, organisational energy and work wellness of employeesPienaar, Yvette 13 May 2013 (has links)
Background and Aim:
Most organisations today operate in a globally complex environment that is dynamic, highly competitive and extremely unpredictable (Tarique & Schuler, 2010). Other than the external circumstances, these authors further maintain that organisations are facing various global challenges: talent exiting organisations, managing older mature workers versus managing younger workers and a scarcity in the required competencies for the specific requirements of the positions within the organisation. As mentioned by Bersin (2011) “We are entering a new era of unparalleled talent scarcity which will put a brake on economic growth around the world, and fundamentally change the way we approach workforce challenges.” The challenge arguably presented to many organisations is that they have to think globally and at the same time manage their human capital in a systematic manner in an attempt to gain and sustain future competitive advantage (Tarique & Schuler, 2010).
The Talent Mindset of leaders plays an important role in the effective implementation of Talent Management practices. Talent management is a construct that evolves around the concept of leadership mindset (McArdle & Ramerman, 2008). Talent management involves the implementation of integrated human resource strategies to attract, develop, retain and productively utilize employees “with the required skills and abilities to meet current and future business needs” (Kontoghiorges & Frangou, 2009). It is a culture that contributes to and unleashes passion, commitment, and performance of people which in turn contributes to the organisation achieving its mission, vision, and business goals (McArdle & Ramerman, 2008). This means that the leaders of an organisation need to apply a talent mindset and the outcomes thereof on employees and the organisation as a whole.
According to Schiuma, Mason and Kennery (2007) leaders have the task of unleashing organisational energy which in turn can have a significant impact on the well-being of employees (Derman, 2009). Managing talent and organisational energy thus means managing the sources of energy dynamics and creating a thriving work environment in which individuals will experience both a sense of vitality and a sense of learning at work (Schiuma et al., 2007; Spreitzer et al. 2005). Individuals who feel a sense of vitality and aliveness are more likely to be mentally and physically healthy (Keyes cited in Spreitzer et al. 2005).
The overall purpose of this study was to determine the relationship between Talent Mindset, Organisational Energy and Work Wellness of employees in a multi-national company. This study aimed to describe, explore and understand the concepts Talent Mindset, Organisational Energy and Work Wellness and the interrelationships between them.
Research Method:
A quantitative approach was used to gather the data by means of three questionnaires namely the Talent Mindset Index (TMI), the EnergyScapes Profile (ESP) and the Shirom – Melamed Vigour Measure (SMVM). The questionnaires were distributed among a convenience sample of employees (N=485) in a South African multi-national company operating in the financial industry. The data were analysed by means of descriptive statistics, and factor analysis, which were followed by multiple regressions and Manovas/ Anovas to test each hypothesis.
Results: The regression analysis conducted showed that talent mindset is a significant predictor of organisational energy and work wellness. Organisational energy is a significant predictor of work wellness and organisational energy mediates the relationship between talent mindset and work wellness.
The results showed a statistically significant difference between age and the Talent Mindset dimensions but there was no statistically significant difference between gender, home language, race, years in the company, job level and basis of employment. The results further indicated that there is no statistically significant difference between organisational energy and the different biographical variables. It also indicated a statistically significant difference between gender and the SMVM dimensions, but not between marital status, home language, age, years in the company, geographical region, job level and basis of employment.
Practical Relevance:
This research highlighted the importance of a leader’s Talent Mindset and the impact thereof on individual outcomes such as organisational energy and individual well-being. This research clearly showed that Leaders who apply Talent Management practices sufficiently in organisations enhances employees’ perceptions of organisational energy which in turn have a positive impact on their wellness in the workplace. / Thesis (PhD)--University of Pretoria, 2012. / Human Resource Management / Unrestricted
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Work-related well-being among police members in the North West Province / Lené Ilyna JorgensenJorgensen, Lené Ilyna January 2006 (has links)
Harsh realities exist in the South African Police Service (SAPS) that require concepts such as
burnout and work engagement to be studied in the context of work-related well-being. Although
these difficulties relate to police officials experiencing work-related trauma, more stressors seem
to manifest on an organisational level, which in turn affects the psychological well-being of
police officials. This study seeks to focus on the burnout and engagement of members of the
Local Criminal and Record Centre (LCRC) in the SAPS. The members of the LCRC are exposed
to severe occupational stressors relating to their job content, which necessitates research in
occupational stress relating to the health of SAPS members. For the purposes of this study, the
model of occupational stress, commitment and ill health of Cartwright and Cooper (2002) will be
utilised to explain strain and organisational commitment. Work-related well-being, on the other
hand, can best be explained by referring to the model of well-being developed by Schaufeli and
Bakker (200 1 ).
Since job demands play a central role in burnout, it is necessary to implement preventive
organisationally-based strategies to address high job demands. Upon reviewing stress research, it
became clear that a serious lack of intervention research exists. Little information is available
about the work-related well-being of SAPS members, whilst no documented research could be
found regarding the effects of an intervention programme on the work-related well-being of
LCRC members.
The study aimed at utilising three levels of intervention (primary, secondary and tertiary) on
organisational and individual level. An integrated classification scheme of both the positive and
negative aspects of work-related well-being on the organisational and individual level was
developed and presented to members from the LCRC over a one-year period.
The research method for each of the three articles of this study consisted of a brief literature
review and an empirical study. An availability non-randomised sample was selected because the
entire in-tact group of the LCRC of the SAPS (N=111) in the North West Province was included
in the study. A survey design was used to achieve the research objectives of both Articles 1 and
2, whilst a longitudinal survey design was utilised in Article 3, where the same instruments were
administered at two different times (over a one-year period) to the same group of participants.
The measuring instruments used in this study are the Maslach Burnout Inventory-General Survey
(MBI-GS), Utrecht Work Engagement Scale (UWES), Job Demands-Resources Scale (JDRS),
Health subscales, Organisational Commitment subscales, the ASSET questionnaire and a
biographical questionnaire.
Structural equation modelling was implemented to test a structural model of work-related wellbeing.
A good fit was found for the model in which perceived job demands contributed to
burnout which, in turn, impacted on ill health. Work wellness was determined by the relationship
between two opposite constructs, namely burnout and engagement. The work-related well-being
of members of the LCRC was affected by an environment of high job demands and inadequate
resources.
In Article 2, multiple regression analyses showed that occupational stress explained 19% of the
variance in psychological ill health and 17% of the variance in physical ill health. A two-step
multiple regression analysis conducted with the variables in their continuous form revealed that
control was a statistically significant predictor of both physical and psychological ill health, while
job overload statistically significantly predicted psychological ill health. Occupational stress also
explained 17% of the variance in individual commitment and 16% of the variance in
organisational commitment. It was concluded that individual commitment moderated the effects
of stressful work relations on ill health.
LCRC members portrayed a high risk to fall ill due to exhaustion; they were less enthusiastic
about their job and tended to derive a lower sense of significance from their work. In addition,
members showed a major risk for developing low affective commitment due to low work
engagement. Exhaustion influenced the way members view their job demands, organisational and
social support, as well as growth opportunities available to them. A lack of advancement
opportunities and job insecurity contributed to feelings of exhaustion and cynicism.
Another objective of this study was to evaluate interventions used to promote work-related wellbeing
of LCRC members. Although no significant differences were found between the pre- and
post-measurements, some positive aspects did flow from the interventions. For instance an active
effort by management to address resource needs.
Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Roles and wellness of human resource professionals / Ferdinandus Lukas Johannes Bartholomeus PietersePieterse, Ferdinandus Lukas Johannes Bartholomeus January 2007 (has links)
The continuous alignment of human resource strategies, activities. processes and
competencies within an ever-changing business environment poses certain challenges for the
human resource profession in a global petrochemical industry. Modem business managers
have realised the necessity of work wellness initiatives and that a relationship exists between
employee wellness and business results, but very few companies measure whether such
initiatives actually had any impact on work performance.
Defining performance indicators and competence models for human resource practitioners
has developed into a dynamic activity. Adaptation to continuously changing business needs
has the potential to create a sense of incompetence, exhaustion, decreased motivation and
dysfunctional work attitudes, collective1y defined as burnout. This highlights the need to
identify and research psychological constructs that hold predictable value for the ability of
human resource practitioners to prevent and overcome burnout by generating sufficient
emotional energy to adapt to changing business needs, acquiring strategic human resource
competencies to increase their feelings of professional efficacy and increasing their
contribution towards organisational performance.
The objective of this study was to determine perceived importance and actual performance of
human resource practitioners in a global petrochemical company in terms of human resource
roles, and to determine the influence of work wellness (burnout, engagement and
workaholism) on the perceived value adding contribution of human resource practitioners in a
global petrochemical company.
The research method for each of the three articles of this study consisted of a brief literature
review and an empirical study. Stratified samples were taken of human resource personnel (N
= 128) and their internal line customers (N = 67). The measuring instruments used in this
study included the Ulrich Human Resource Role Assessment Survey (HRRAS), Maslach
Burnout Inventory-General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES) and
the Workaholism Scale. Article I compared perceptions of human resource practitioners and
their internal customers regarding expected and actual contributions of human resource
practitioners towards business performance in a global petrochemical company. It was found
that human resource practitioners and their line customers are in agreement concerning the
importance of the human resource roles that enable business performance, indicating that
human resource practitioners have a good understanding of their job requirements. Both
human resource practitioners and their line customers perceived the performance of human
resource practitioners as average, which is lower than the expected level of performance as
indicated by importance scales.
In Article 2, a correlation study revealed that burnout (Exhaustion, Professional Efficacy and
Cynicism) statistically significantly predicted the perceived level of performance of human
resource practitioners in the organisation. It was found that Cynicism was a statistically
significant predictor of the perceived level of performance of human resource practitioners in
the organisation in terms of all the human resource roles (Strategic Partnering, Administrative
Support, Employee Support and Change Management). Vigour and Dedication statistically
significantly predicted perceived performance on the Administrative Support role.
In Article 3, a three-factor model of workaholism (consisting of Compulsiveness,
Involvement and Overwork) was found which showed positive relationship with burnout
factors. Statistical analysis indicated that workaholism factors of the Workaholism Scale
practically significantly correlate. Multiple regression analysis showed that burnout and
workaholism factors can explain perceptions of human resource practitioner performance.
Recommendations were made for future research. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Roles and wellness of human resource professionals / Ferdinandus Lukas Johannes Bartholomeus PietersePieterse, Ferdinandus Lukas Johannes Bartholomeus January 2007 (has links)
Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Burnout and work engagement of employees in an insurance company / Wilhelmina Johanna CoetzerCoetzer, Wilhelmina Johanna January 2004 (has links)
Continuous changes along with the increased pressure to perform may result in feelings of
distrust, strain in interpersonal relations, psychological strain, fatigue and tension, all
affecting the well-being of employees. Tracking and addressing the effectiveness of
employees in the work context in areas that could impact on the standard of their services is
important. Burnout and work engagement are specific focus areas in this regard. To measure
burnout and work engagement, it is important to use reliable and valid instruments. However,
there is a lack of empirical research systematically investigating burnout and work
engagement in South Africa, as well as serious limitations, including poorly designed studies,
a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, South
Africa is a multicultural society and therefore, when burnout and work engagement measures
are applied to different cultural groups, issues of equivalence become important.
The objectives of this study were to standardise the MBI-GS and UWES for employees in an
insurance company and to determine equivalence for each instrument, to determine the
occupational stressors experienced and demographic differences in terms of the experience of
occupational stressors and to test a causal model of work wellness consisting of burnout,
work engagement, job demands, job resources, health, optimism and intention to leave.
The research method for each of the three articles consists of a brief literature review and an
empirical study. A cross-sectional survey design was used. An availability sample (N = 613)
fiom employees in an insurance company was taken. The Maslach Burnout Inventory -
General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Life Orientation Test
- Revised (LOT-R), An Organisational Stress Screening Tool (ASSET), Job Characteristics
Scale (JCS) and a biographical questionnaire were administered. The statistical analysis was
carried out with the help of the SAS program and AMOS. The statistical methods utilised in
the three articles consisted of descriptive statistics, Cronbach alpha coefficients, inter-item correlations, Pearson product-moment correlation coefficients and structural equation
modelling methods. One-way analysis of variance (ANOVA) was also utilised to determine
differences between the subgroups of the sample.
Structural equation modelling confirmed a three-factor model of burnout, consisting of
exhaustion, cynicism and professional efficacy. The three-factor model of work engagement
represented the data quite well after certain items had been replaced due to semantic
differences. The MBI-GS and UWES both showed acceptable internal consistencies.
Construct equivalence for different language groups were confumed for the MBI-GS and
UWES.
The continuous exposure to things like change, competitiveness and rivalry may result in
feelings of stress. Stress may have a negative impact on the health and well-being of
individuals. Physical and psychological ill health was found to be the major outcome of stress
for employees. Commitment moderated the effect of occupational stress on ill health.
Specific occupational stressors indicated in an insurance company had to do with
performance management, job characteristics, redundancy of skills and remuneration.
Biographical factors (i.e. department, level, years' experience) had an impact on the
experience of occupational stressors.
A one-factor, four-factor and three-factor wellness model was tested. The three-factor model,
comprising exhaustion and cynicism loading on burnout and a combined work engagement
(vigour and dedication) dimension, provided the best fit with the data. The causal model of
work wellness provides support for the COBE model, assuming job demands and job
resources. A lack of job resources increases the levels of burnout of employees, as well as the
intention to leave the organisation. The availability of job resources increases the levels of
work engagement. Employees who experience excessive workloads are likely to develop high
levels of burnout which, in turn, may lead to health problems.
Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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