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.

Burnout is a psychological concept that have got much attention since it was first defined in the middle of the 1970s. Although the definition of burnout differ there is consensus about exhaustion as the most important part of the concept. Burnout have also been in focus in sport psychology research. Mostly athletes have been studied but interest the coach profession have also been of interest. Research on coach burnout have mostly been directed towards demographic variables, organizational issues, behaviors and emotions and more holistic perspectives covering larger models or theories. The aims with this thesis was to try to fill some of the knowledge gaps from earlier coach burnout research with three studies. Study 1 aimed to study subjective experiences associated with perceived causes and symptoms of burnout and the subsequent recovery process. Eight elite soccer coaches who previously had been troubled with high scores of the exhaustion was interviewed. We found two burnout profiles that matched the coaches’ perceived causes of burnout. The first was associatedwith problems in handling the performance culture itself and the second had to do with the overall situation, including workload, family and health. Our findings describe coach burnout as stemming from a combination of issues, related to both home and work. When combined with work overload, coaches who have problems handling the performance culture in elite sports, and who lack the tools to enhance recovery, are particularly vulnerable to burnout. Study 2 focused on evaluating three self-report burnout measures that are available for researchers to use. Our analysis included Maslach Burnout Inventory (MBI), Oldenburg Burnout Inventory (OLBI) and Coach Burnout Questionnaire (CBQ). The main findings were that there are psychometric problems with all three measures and that MBI and OLBI cover similar definitions of burnout and CBQ cover somewhat different dimensions. Of the three methods that were tested CBQ seem to be most suitable for the coaching context. However, CBQ also have several problems and other burnout measures need to be evaluated in the coach context. Study 3 focused on the associations between workaholic tendencies and combining coaching job with having a family or a spouse, which can be a stressor since the work situation and family situation can be hard to combine. The main findings were that work seem to interfere more with family life than family life interfere with working live. Further workaholic tendencies and exhaustion was not associated. When interpreting the aggregated results from the thesis there are two main findings. First, the way coach burnout has been measured until now is unsatisfying. Although the development of a coach specific measure (CBQ) is promising, further development is needed, both when it comes to the theoretical aspects of the burnout construct and psychometric issues. Second, the symptoms and perceived causes in coach burnout is highly individual and makes burnout a very personal experience. Future research should focus on both the origins as well as the measurement of thisdetrimental concept. / Utbrändhet är ett psykologiskt begrepp som har fått mycket uppmärksamhet sedan den först introducerades i mitten av 1970-talet. Även om synen på vad utbrändhet är skiljer sig åt finns en enighet om att utmattning är huvudsymptomet. Utbrändhet har studerats inom idrottspsykologisk forskning sedan början av 1980-talet. Mestadels har intresset legat på idrottare men intresse har också riktats mot tränaryrket. Forskning om tränares utbrändhet har främst intresserat sig för demografiska variabler, organisationens påverkan, beteenden och känslor samt mer övergripande modeller eller teorier som täcker flera områden. Syftet med denna avhandling var att försöka fylla en del av de kunskapsluckor som funnits i tidigare forskning med tre studier. Studie 1 syftade till att studera tränares subjektiva upplevelser av utmattning kopplat till upplevda orsaker och symptom av utbrändhet samt vägen tillbaka från utbrändhet. Åtta elitfotbollstränare som tidigare hade haft problem med utmattning intervjuades. Huvudresultatet i studien var att det fanns två sätt att uppfatta utbrändhetsprocessen. Antingen såg man miljön runt elitfotbollen som den stora orsaken eller så upplevdes hela livssituationen med små stressande händelser kopplade till arbetsbelastning, familj och hälsa som problematiska. Studie 2 fokuserade på att utvärdera tre frågeformulär som är lämpliga i en tränarkontext. I analysen ingår Maslach Burnout Inventory (MBI), som oftast använts, Oldenburg Burnout Inventory (OLBI) och Coach Burnout Questionnaire (CBQ). De viktigaste resultaten var att det dels finns problem med alla tre samt att MBI och OLBI täcker liknande definitioner av utbrändhet medan CBQ mäter lite andra aspekter. Slutsatsen från studien är att CBQ verkar passa bäst för den kontext där idrottstränare arbetar även om CBQ också har en del problematiska inslag. Studie 3 fokuserade på arbetsnarkomani och att kombinera tränarjobb med familjeliv har ett samband med utmattning. Huvudresultaten i studie 3 var att det framförallt verkar vara arbetet som störa familjelivet än familjelivet som stör arbetslivet. Ytterligare fanns inget statistiskt stöd att arbetsnarkomani skulle ha ett samband med utmattning. När det sammanlagda resultatet från hela avhandlingen tolkas utifrån vilken ny kunskap denna avhandling tillför finns två huvudbidrag. Det första är att problemen med de frågeformulär som hittills använts för att mäta utbrändhet har lyfts upp. Även om det är lovande att det utvecklats ett idrottsspecifikt formulär finns tillgängligt så finns det både teoretiska och mättekniska aspekter som behöver utvecklas. Det andra bidraget är att de symptom som ingår i upplevelsen av utbrändhet verkar vara olika för olika individer. Framtida forskning bör fokusera både på hur teoretiska och mättekninska aspekter av utbrändhetsbegreppet.

Si les fragilités individuelles et les conditions de travail sont accusées de conduire à l'épuisement professionnel, cela n'explique pas pourquoi un individu décide de s'enfermer dans une situation intenable pouvant le mener au suicide plutôt que de mettre fin au lien l'unissant à son organisation. Ce lien se nomme l'implication organisationnelle (Mathieu et Zajac, 1990). Ainsi, dans un contexte où les organisations cherchent à renforcer le lien qui les unit à chacun de leurs salariés, nous nous interrogeons sur le rôle joué par l'implication organisationnelle dans l'explication de l'épuisement professionnel. L'implication organisationnelle est un concept multidimensionnel (Meyer et Allen, 1991) négativement lié à l'épuisement professionnel, notamment dans sa dimension affective. Les études relatives aux autres dimensions sont beaucoup plus rares. Par ailleurs, Meyer et Maltin (2010) soulignent la contradiction des recherches s'intéressant au lien indirect entre l'implication organisationnelle et l'épuisement professionnel. Dans cette recherche nous nous intéresserons à toutes les dimensions de manière simultanée à l'aide d'une approche par profil permettant de capter les interactions entre les dimensions (Meyer et al., 2012). Le lien direct et indirect qui unit implication organisationnelle et épuisement professionnel sera étudié à la lumière de la conservation des ressources. Pour cela, nous mobilisons une méthodologie mixte combinant principalement une étude qualitative et deux études quantitatives. Les données analysées dans cette recherche défendent la thèse selon laquelle l'implication organisationnelle est une ressource à double tranchant qui permet de protéger les individus de l'épuisement professionnel mais qui peut devenir néfaste sous certaines conditions. / If individual weaknesses and working conditions are accused to lead to burnout, this does not explain why an individual decides to stay in an unbearable situation that could lead him to suicide rather than cut the link binding him to his organization. This link is called organizational commitment (Mathieu & Zajac, 1990). Thus, in a context where organizations seek to strengthen the bond between each of their employees, we question the role of organizational commitment in explaining burnout. Organizational commitment is a multidimensional concept (Meyer & Allen, 1991) negatively related to burnout, especially in its affective dimension (Meyer & Maltin, 2010). Studies related to the other dimensions are rare. Besides, Meyer and Maltin (2010) highlight the contradiction of the researches related to the indirect link between organizational commitment and burnout. In this research, we focus on all dimensions simultaneously, using an approach-based profile to capture the interactions between dimensions (Meyer et al., 2012). The direct and indirect relations that link organizational commitment to burnout are enlightened by the conservation of resources theory (Hobfoll, 1988, 2001). To do this, we mobilize a mixed methodology combining a qualitative study and two quantitative studies. The data analyzed in this study defend the thesis that organizational commitment is a double-edged resource that protects individuals from burnout but that can be harmful under certain conditions.

The main goal of this thesis is to study of the influence of organizational culture on workaholism. Workaholism is an addiction to work that requires working excessively and compulsively. The existing literature on the subject has enabled us to distinguish workaholism leading to burnout from workaholism not leading to burnout. We have developed a typology of workaholics’ profiles which classifies workers along two continuums: the vertical axis represents the degree of workaholism (we will here contrast individuals showing no sign of addiction to highly addicted individuals). The horizontal axis provides information on the degree of burnout. It leads to four groups of workers: relaxed workers, tired workers, non-toxic workaholics and toxic workaholics. The data comes from the SALVEO study conducted in Canada by the Équipe de Recherche sur le Travail et la Santé Mentale (ERTSM). The data was collected between 2009 and 2012 in 63 workplaces with a response rate of 71.3%, equivalent to 2,162 employees. First, performed descriptive analyzes of our population in order to know the fundamental characteristics of the entire SALVEO sample. Then, we performed bivariate analyzes to determine the absence or presence of a significant linear relationship between the variables. We have then performed multivariate analyzes of our variables in order to obtain the net effects of our variables on the workaholic profil. These have shown that rational culture associates positively with workers with toxic workaholism and, conversely, group culture associates negatively with workers with toxic workaholism. / L’objectif principal de ce mémoire est l’étude de l’influence de la culture organisationnelle sur l’addiction au travail, nommée ici ergomanie. L’ergomanie représente une dépendance au travail qui implique de travailler excessivement et compulsivement. La littérature existante sur le sujet nous a permis de distinguer l’ergomanie menant à l’épuisement professionnel de celle ne menant pas à l’épuisement professionnel. Nous avons élaboré une typologie du profil ergomaniaque qui classe les travailleurs le long de deux continuums : l’axe vertical représente le degré d’ergomanie (on va ici contraster des individus ne présentant aucun signe d’addiction aux individus fortement addictés). L’axe horizontal informe sur le degré d’épuisement professionnel. On trouve ainsi quatre types de travailleurs : les travailleurs détendus, les travailleurs fatigués, les travailleurs présentant une ergomanie non toxique et les les travailleurs présentant une ergomanie toxique. Les données proviennent de l’étude SALVEO menée au Canada par l’Équipe de Recherche sur le Travail et la Santé Mentale (ERTSM). Les données ont été recueillies entre 2009 et 2012 dans 63 milieux de travail selon un taux de réponse de 71.3 %, équivalent à 2162 employés. Nous avons réalisé des analyses descriptives de notre population afin de connaitre les caractéristiques fondamentales de l’ensemble de l’échantillon SALVEO. Dans un second temps, nous avons fait des analyses bivariées pour déterminer l’absence ou la présence d’une relation linéaire significative entre les variables. Enfin, nous avons réalisé des analyses multivariées de nos variables afin d’obtenir les effets nets de nos variables sur le profil ergomaniaque. Ces dernières ont montré que la culture rationnelle s’associe positivement aux travailleurs présentant une ergomanie toxique et, à l’inverse, la culture groupale s’associe négativement aux travailleurs présentant une ergomanie toxique.

本研究旨在以Spence和Robbins（1992）工作狂熱建構中的內在驅迫因素和工作樂趣因素為基礎，並加入外在驅迫因素，來探討高科技研發人員過度工作的不同因素對於工作時數以及健康生活工作等層面變項的預測力或關聯性，最後由因素劃分出過度工作者類型，並比較不同類型過度工作者的差異性。本研究採問卷調查法，以249位台灣北部地區的高科技研發人員為樣本以及52位高科技行政人員為工作時數的對照組。研究結果發現：（1）研發人員與全國製造業工作者及高科技行政人員相較下，有顯著的過度工作現象。（2）外在驅迫因素意指源自專業工作環境而迫使個體長時數工作的各影響因素。針對研發人員，包括工作負荷過重、產業特性、組織文化酬賞等外在驅迫因素，以及內在驅迫因素，皆對過度工作具有顯著的預測力。而外在驅迫因素對研發人員過度工作的相對預測力高於內在因素。（3）對於健康生活工作三層面的影響性而言，內在因素中的內在驅迫有廣泛不利於三層面的顯著影響性而屬於健康生活工作的危險因子，內在因素中的工作樂趣則相對地於三層面皆有顯著助益而在三層面居於保護因子的角色；外在驅迫因素中的工作負荷過重，對於生活層面有顯著的不良影響，但對健康和工作沒有顯著影響。（4）辨識出三類型的過度工作研發人員，其中內在驅迫高工作樂趣低的「被驅迫狂」在各層面皆有最不利的行為表現，屬於積極的健康定義下的高危險群，內在驅迫高工作樂趣高的「幹勁狂」則較「被驅迫狂」有顯著較高的生活滿足，內在驅迫普通而工作樂趣高的「幹勁者」雖然長時數工作，但各層面狀況反而有優於全體研發人員平均值的傾向。最後，本研究針對上述研究結果做更深層的探討，並說明在個人層次和組織層次實務上的意涵。 / Two internal factors, “driveness” and “enjoyment of work” from the workaholism model of Spence and Robbins (1992), and “external force” factors were adopted to investigate the phenomenon of excessive work (defined as long hours of working) in the population of high-tech R&D professionals. The purpose of this study is to clarify the effects of these factors on high-tech R&D professionals’ working habits, as well as on their health and life styles. These factors were used to categorize high-tech R&D professionals further. The results showed (1) R&D professionals worked significantly longer hours than high-tech administrative staff and workers in manufacturing industry. (2) “Work overload”, one external force factor, compared to other factors, predicted best to R&D professionals’ hours of working. Moreover, the amount of variance explained by the external force factors was relatively larger than the internal factors. (3) Driveness was constantly found to be a risk factor for one’s holistic health, whereas the enjoyment of work was found to be a protective factor. The third factor, work overload, influenced one’s health only on one’s social life. (4) Three types of overworkers were identified: the nonenthusiastic workaholics (NWs), the enthusiastic workaholics (EWs), and the enthusiasts (Es). Among these overworkers, the NWs acted most consistently with the indicators of unhealthiness, showing that the NWs may be most vulnerable to health complaints, unsatisfied social life, and inefficient work habits. The EWs, though acted similarly as the NWs, were not as extreme as the NWs and had higher life-satisfaction than the NWs. As for Es, who also worked long hours, their health complains were the least of all workers and they had relatively healthy life styles than the other two kinds of workers. Implications of the internal and external factors on the high-tech R&D professionals, as well as the typology of the overworkers, were discussed.

My diploma thesis is both theoretical and empirical. It deals with modern nondrug addictions which are not yet classified as addictions according to the International Classification of Diseases, but their symptoms and common characteristics with recognised addictions allow us to label them as such. The theoretical part of my thesis concerns mainly a definition of these addictions, their typical symptoms, prevention and therapy. The practical part contains tables derived from the results of research carried out in the form of questionnaire surveys. One questionnaire was designed for adults,another for children and youth adults. Both aim to monitor the occurrence of modern addictions in today's population. The practical part also contains a questionnaire which confirmed or disconfirmed a suspicion of workaholism in the case of two selected persons. The appendixes to my thesis contains all the mentioned questionnaires and a case study of a person cured from a gambling addiction. The appendixes also contain graphs supplementing the practical part of the thesis, a list of rehabilitation institutions where individual addictions can be treated as well as contact information of various workplaces which provide help and counselling.

Bibliography: pages 273-351 / The context of this research is the occupational wellbeing of employees in the healthcare industry in South Africa. The purpose of this study was to identify occupational wellbeing types that cluster as a result of variables (burnout, work engagement, workaholism and job satisfaction) which can be plotted on the circumplex model of wellbeing, and determining the extent of type differences in as far as it pertains to psychosocial antecedent variables (age, job demands, job resources and work-related sense of coherence), as well as positive and negative outcome variables (comprising organisational commitment and turnover intention). A quantitative survey was conducted on a convenience sample of healthcare workers (N = 461). The population consisted of predominately black African females, aged between 31 and 45 from the nursing profession. Cluster analysis using k-means found statistically significant support for three occupational wellbeing types, namely, Exhausted, Engaged and Burned-Out. Results from MANOVA revealed a difference between all occupational wellbeing types and the psychosocial antecedent variables of job demands, job resources and work-related sense of coherence. The occupational wellbeing types did not however differ, based on the age of the participants. Multinomial logistic regression analysis revealed that age was additionally not a significant predictor of the occupational wellbeing types, whilst Work-SoC predicted the engaged type, and job demands and job resources predicted the engaged and exhausted types in comparison to the burned-out type. Hierarchical moderated regression analysis concluded that each of the occupational wellbeing types played a significant role by moderating the relationship between the psychosocial antecedent variables of job resources and work-related sense of coherence, and the positive and negative outcomes of organisational commitment and turnover intention. Theoretically the study highlighted the importance of addressing the occupational wellbeing concerns and challenges faced by healthcare employees in South Africa face. The empirical value of the study was the identification of the occupational wellbeing types and a potential nomological net. The knowledge derived from the relationship between the variables may be valuable in informing a holistic affective wellbeing model which could direct practices within the healthcare industry in South Africa. / Die konteks van hierdie navorsing is die beroepswelstand van werknemers in die gesondheidsorgbedryf in Suid-Afrika. Die doel van hierdie studie was om tipes beroepsmatige welstand te identifiseer wat saamgevoeg word as gevolg van veranderlikes, naamlik uitbranding, werkbetrokkenheid, werksverslawing en werkstevredenheid wat op die sirkumpleksmodel van welstand geteken kan word, en om die omvang van tipe verskille in so ver aangesien dit betrekking het op psigososiale antesedente veranderlikes, naamlik ouderdom, werksvereistes, werksbronne en werkverwante samehang, sowel as positiewe en negatiewe uitkomsveranderlikes (wat organisatoriese toewyding en omsetintensiteit bevat). 'N Kwantitatiewe opname is gedoen oor 'n gerieflikheidsteekproef van gesondheidswerkers (N = 461). Die bevolking het bestaan uit hoofsaaklik swart vroulike vroue, tussen 31 en 45 jaar oud, uit die verpleegberoep. Cluster-analise met behulp van k-middele het statisties beduidende ondersteuning gevind vir drie tipes beroepswelstand, naamlik uitgeputting, betrokkenheid en uitgebranding. Resultate van MANOVA het 'n verskil aan die lig gebring tussen alle tipes beroepswelstand en die psigososiale antesedente veranderlikes van werksvereistes, werkbronne en werkverwante samehang. Die tipes beroepswelstand verskil egter nie op grond van die ouderdom van die deelnemers nie. Multinomiale logistieke regressie-analise het aan die lig gebring dat ouderdom ook nie 'n beduidende voorspeller was van die tipes beroepswelstand nie, terwyl Work-SoC die betrokke tipe voorspelling en werksvereistes voorspel het, en dat werkbronne die betrokke en uitgeputte tipes voorspel in vergelyking met die uitgebrande tipe. Hiërargiese gemodereerde regressie-analise het tot die gevolgtrekking gekom dat elkeen van die tipes beroepswelstand 'n belangrike rol gespeel het deur die verhouding tussen die psigososiale voorgaande veranderlikes van werkbronne en werkverwante sin vir samehang te modereer, en die positiewe en negatiewe uitkomste van organisatoriese toewyding en omsetintensiteit. Teoreties het die studie die belangrikheid daarvan beklemtoon om die kommer en uitdagings wat gesondheidswerkers in Suid-Afrika in die gesig staar, aan te spreek. Die empiriese waarde van die studie was die identifisering van die tipes beroepswelstand en 'n potensiële nomologiese netwerk. Die kennis wat verkry word uit die verband tussen die veranderlikes, kan waardevol wees om 'n holistiese affektiewe welstandsmodel in te lig wat praktyke binne die gesondheidsbedryf in Suid-Afrika kan rig. / Umongo walolu cwaningo wukuphila kahle kwabasebenzi abasembonini yezokunakekelwa kwempilo eNingizimu Afrika. Inhloso yalolu cwaningo kwakuwukuhlonza izinhlobo zenhlalakahle yomsebenzi ezihlangana ngenxa yokuguquguqukayo (ukutubeka, ukuzibandakanya emsebenzini, ukusebenza ngokweqile nokweneliseka emsebenzini) okungabekwa kumodeli yenhlalakahle ye-circumplex, nokunquma ubukhulu bezinhlobonhlobo zohlobo kuze kube manje njengoba kumayelana nokuhlukahluka kokuphikisana kwengqondo (iminyaka, izidingo zomsebenzi, izinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi), kanye nokuhlukahluka kwemiphumela emihle nemibi (ehlanganisa ukuzibophezela kwenhlangano kanye nenhloso yenzuzo). Ucwaningo oluningi lwenziwe kusampula elula yabasebenzi bezokunakekelwa kwezempilo (N = 461). Isibalo besinabantu besifazane ikakhulukazi abamnyama base-Afrika, abaneminyaka ephakathi kuka-31 no-45 abavela emsebenzini wobunesi. Ukuhlaziywa kweqoqo ngokusebenzisa izindlela ezingama-k kutholwe ukwesekwa okubalulekile kwezibalo zezinhlobo ezintathu zomsebenzi, okungukuthi, Ukhathele, Ukuhlanganyela kanye Nokushiswa. Imiphumela evela kwa-MANOVA iveze umehluko phakathi kwazo zonke izinhlobo zenhlalakahle yomsebenzi kanye nokuhlukahluka kokuphikiswa kwengqondo kwezidingo zomsebenzi, izinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi. Izinhlobo zezenhlalakahle zomsebenzi azizange zehluke, ngokuya ngeminyaka yabahlanganyeli. Ukuhlaziywa kokuhlelwa kabusha kwezinto kwamazwe amaningi kuveze ukuthi iminyaka yobudala ibingeyona imbonakaliso ebalulekile yezinhlobo zenhlalakahle yomsebenzi, ngenkathi i-Work-SoC ibikezela uhlobo lokuzibandakanya, nezimfuno zomsebenzi, nezinsizakusebenza zibikezela izinhlobo ezibandakanyekile nezikhathele uma kuqhathaniswa nohlobo olushile. Ukuhlaziywa kokuhlehliswa kwe-hierarchical kuphethe ukuthi uhlobo ngalunye lwezinhlalakahle zomsebenzi lubambe iqhaza elibalulekile ngokuhlolisisa ubudlelwano phakathi kokuhlukahluka kokuphikiswa kwengqondo kwengqondo kwezinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi, kanye nemiphumela emihle nemibi yokuzibophezela kwenhlangano kanye nenhloso yenzuzo. Ngokwezifundo lolu cwaningo luqhakambisa ukubaluleka kokubhekana nezinkinga nezinselele ezibhekene nabasebenzi bezempilo eNingizimu Afrika ababhekene nazo. Inani lezobuciko lolo cwaningo kwakuwukuhlonzwa kwezinhlobo zenhlalakahle yomsebenzi kanye nenetha elingaba namandla lokuqanjwa. Ulwazi olususelwe ebudlelwaneni obuphakathi kokuguquguqukayo lungaba lusizo ekwaziseni imodeli yenhlalakahle ephelele engaqondisa izindlela ezenziwa embonini yezokunakekelwa kwempilo eNingizimu Afrika. / Industrial and Organisational Psychology / D. Phil. (Psychology)