The purpose of this investigation is to gather insights from construction workers regarding their perceptions of the impact personal stress may have on their own behavior, and, in turn, how their behavior can affect the safety and work quality of the entire construction crew. It has been found in this investigation that although personal stress is not always verbally shared with coworkers, it is recognized by colleagues via nonverbal cues. In addition, most construction workers report that they do not receive appropriate social support from their co-workers, despite their need for it. / Department of Communication Studies

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D.Ed. (Educational Psychology) / The problem of strikes in South Africa has infiltrated the whole work industry, and has led to the Municipalities also participating in strike action; this affects service delivery and often has a negative impact on the mental health of those who participate. The overall goal of this study is to develop and describe a psycho-educational model to be used as a framework of reference to facilitate the mental health of workers involved in strike action, before during and after strikes. The research also focused on developing guidelines for operationalisation of the model for impact and sustainability of the therapeutic interventions after the termination phase. Garber's (1972) (in Myburgh, Niehaus &Poggenpoel2000: 150-156) psychoeducational developmental model was employed as a departure premise to for this study in order to capacitate the workers with the skills to manage the effects of strike action. Focus groups as well as individual interviews were held with workers and worker representatives of a Metropolitan Municipality respectively to identify empirical evidence and the central concepts for the model. A theory generative design that is, qualitative, explorative, descriptive and contextual in nature was used to develop the model and the operational guidelines. The model was developed according to the approach of Chinn and Kramer (1991); Walker and Avant (1995) of theory generation, which embraces the following steps: Concept analysis which includes identification of the central concepts for the model through conducting a field study to explore and describe the lived experiences of the workers as well as the worker representatives ...

This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.

This research addressed the need for the development of a multi-method needs assessment framework that could be used by Training Directors within the 40 Community Service Boards in Virginia to identify the training and staff development needs of professional staff. The study was carried out over a one year time period. First a multi-method needs assessment framework was developed. This framework consisted of three different needs assessment methods designed to produce a list of the top ranked needs in relation to (a) clinical, (b) prevention and consultation and (c) administration training and staff development needs. These methods were: (a) the review of performance evaluations by a three person committee, (b) the use of a nominal group technique by a five person Training Assessment Committee and (c) the completion of a Self-assessment Questionnaire by the professional staff on the rate of hindrance on each of 150 competencies that pertain to community mental health and mental retardation professional practice. Following review and verification by a panel of experts, this multi-method framework was field tested in the Rockbridge Mental Health Center, Lexington, Virginia. Those needs that were identified by all three methods of the multi-method framework for this CSB were listed as the primary training and staff development needs. The research concluded that the multi-method needs assessment framework had sufficient utility for it to be used throughout Virginia in the 40 CSBs to assess training and staff development needs. The triangularization of data allowed the needs identified by one method to validate the needs identified by the other methods. / Ed. D.

Recovery during nonwork time is essential for restoring resources that have been lost throughout the working day. Recent research has begun to explore the nature of recovery experiences as boundary conditions between various job stressors and employee well-being. Interpersonal conflict is an important work stressor that has been associated with several negative employee outcomes, such as higher levels of psychosomatic complaints, anxiety, depression, and frustration. This study contributes to recovery research by examining the moderating role of recovery experiences on the relationship between workplace interpersonal conflict and employee well-being. Specifically, it was hypothesized that recovery experiences (e.g., psychological detachment, mastery, control, relaxation, negative work reflection, positive work reflection, and social activities) would moderate the relationship between interpersonal conflict and employee well-being (e.g., job satisfaction, burnout, life satisfaction, and general health complaints). Hierarchical regression was used to examine the hypotheses. Relaxation was found to be a significant moderator of the relationship between self-reported interpersonal conflict and employee exhaustion. Additional analyses found mastery experiences to be a significant moderator of the relationship between coworker reported interpersonal conflict and both dimensions of burnout (exhaustion and disengagement). Several main relationships between recovery experiences and employee well-being were found that support and extend earlier research on recovery from work. Practical implications for future research are discussed.

Although 1 in 5 Americans will experience a mental illness at some point, each year people with mental illnesses continue to face high levels of stigmatization and discrimination at work. Recognizing this, many organizational researchers and practitioners have sought to improve workplaces for employees with mental illness through a variety of organizational interventions. Unfortunately, few interventions are thoroughly evaluated. One barrier to evaluating such interventions is the lack of a theoretically meaningful measure of workplace mental illness stigma. In this dissertation, I proposed to develop and evaluate such a measure (the W-MISS) based on Jones, Farina, Hastorf, Markus, Miller, and Scott's (1984) six-dimension stigma framework (i.e., concealability, course, disruptiveness, aesthetics, origin, and peril). To do so, I used Hinkin's (1998) approach: Phase 1) item generation was completed by 8 subject matter experts; Phase 2) content validity evidence was provided by 47 adults with management experience and 7 subject matter experts; Phase 3) exploratory factor analysis was conducted based on responses from 300 adults with management experience; Phase 4) confirmatory factor analysis was conducted based on responses from 200 adults with management experience; Phase 5) convergent and discriminant validity evidence was provided by 101 adults with management experience; and Phase 6) predictive validity evidence with regard to hiring discrimination was provided by 365 adults with management experience. Overall, the results supported the hypothesized factorial structure, convergent and discriminant validity, and predictive utility of the W-MISS. Findings provide empirical support for Jones et al.'s (1984) theoretical stigma framework in a workplace context for mental illness and represent the first comprehensive measure development drawing on these dimensions for any stigmatized identity in a workplace context. Further, results demonstrate the potential for scholarly and practical utility of such a measure.

The labor force is aging globally. It is projected that the number of older workers will increase in the workforce in the near future. At the same time, it is estimated that workplaces will grow more age-diverse, where younger and older workers will work side-by-side more often than they used to. These demographic shifts in the workforce necessitate a further understanding of the differences between the values, needs and motivation, and work outcomes of employees of different ages. To this end, few studies to date have investigated whether job-related resources are differentially useful for the work and non-work outcomes of younger and older workers. Guided by Conservation of Resources (COR) theory and two lifespan development theories (Selection-Optimization-Compensation, SOC; Socio-emotional Selectivity Theory, SST), this dissertation suggests that the utility of resources is age-dependent. Specifically, this dissertation includes three studies that expand our knowledge of age-based differences in the usefulness of job-specific, social, and personal resources, and how they relate to various job attitudes, different forms of job performance, and employee well-being. Study 1, which was published in the Journal of Vocational Behavior, examines the moderating role of age in the relationship between baseline resources (skill discretion, leader-member exchange, and procedural fairness) and perceived stress after one year in a sample of U.S. construction workers (N = 243). As hypothesized, the findings of this study showed that these autonomy and support resources were more important for older workers: When resources were high in the workplace, all employees reported lower levels of stress. However, when resources were low, older workers experienced greater stress compared to their younger colleagues. In Study 2, multi-source data from Turkish manufacturing employees (N = 156) are utilized to investigate the age-based differences in the link between social support resources (leader-member exchange, perceived organizational support) and supervisory ratings of in-role performance and organizational citizenship behaviors in a cultural context other than the U.S. It was hypothesized that these social support resources would be more important for older workers' performance. However, the findings showed that both leader-member exchange and perceived organizational support were considered as equally important by older and younger workers to perform well at work. Finally, Study 3 explores whether resource from job (decision-making autonomy) and personal resources (optimism, perceived work ability) differentially relate to work attitudes (job satisfaction, work engagement) and well-being (perceived stress, emotional exhaustion) of older and younger nurses (N = 111) working in the Pacific Northwest, U.S. The findings of this study supported that the usefulness of decision-making autonomy and optimism were more pronounced for older workers. Overall, the results suggested that, when these resources were low, all employees had lower job satisfaction and work engagement, and greater emotional exhaustion and perceived stress independent of their ages. However, under high resource conditions, older employees shined at work and in life: When resourceful, they enjoyed their job more and felt strong and vigorous at work, and they perceived an overall sense of control over life as well as had an ease of mind at and outside of their work environments. Taken together, the findings of these three studies suggest several implications for theory and practice, particularly those pertaining to the key role that age may play in understanding different workers' needs for job-related resources and how this may affect their work attitudes, behavior, and well-being. Theoretical implications suggest that COR theory can be integrated with lifespan development theories to address the age-related differences in the resource utility. In addition, the findings of this dissertation highlight the need to examine employee age as a main study variable to explore the boundary conditions of various resources -- work and non-work outcomes. Implications for practice include recommendations such as facilitating job crafting and job redesigns for older workers, developing managerial trainings on relationship building with subordinates, creating a fair work environment through transparent organizational policies and practices, and improving personal capacities through stress management interventions. Avenues for future research are discussed as well, including identifying additional resources (e.g., overqualification, support from coworkers and family), and work and well-being outcomes (e.g., objective health measures such as sleep, sick days, and injuries) that may show age-based differences based on lifespan development theories. Finally, this dissertation highlights the need to replicate these study findings across industries, job types, gender, and culture as the usefulness of resources may be context-specific.

This study was carried out in order to gain an understanding of work engagement among bus drivers in Zimbabwe. The study seeks to assess work engagement, job satisfaction, happiness and burnout in terms of relationships, significant differences and lived experiences among bus drivers in Harare (Zimbabwe). Further investigation is done to determine whether job demands and job resources are strong predictors for the relationship between work engagement, happiness, job satisfaction and burnout. Thus findings in this study are significant in that they provide insight into the well-being of bus drivers and its impact on employee work engagement. The study entails a mixed method to research. For the qualitative part of this study semi structured interviews were be used in data collection. Questionnaires are used for the quantitative part of the study. The research instruments were based on the stated objectives as a guide of what to include and leave in the research instrument. For the Questionnaires, the shortened version of the Utrecht Work Engagement Scale (UWES), the Minnesota Satisfaction Questionnaire (MSQ), the Work-related Flow inventory (WOLF), the Oldenburg Burnout Inventory (OLBI) and the Job Demands Resources Scale and is adopted. Results showed practically and statistically significant positive relationships between variables of work engagement, work happiness, job satisfaction and job resources. However, burnout had practically and statistically significant negative relationships, of medium effect, with variables of work engagement, work happiness and job satisfaction. A possible explanation for this is that when employees withdraw mentally as a result of burnout, their work engagement levels will decrease. Job demands and job resources are strong predictors of work engagement, work happiness, job satisfaction and burnout. A possible explanation for the results is the organisational citizenship and commitment among the employees. Results indicated that all the demographic variables (such as different age groups, education level attained, tenure, bus ranks and marital status) had a significant difference with regards to total work engagement, job satisfaction, overall happiness, overall job resources and overall burnout. The bus drivers were engaged, happy and satisfied with their jobs in spite of the stressors. A possible explanation of the results could be the buffering effect job resources had on job demands. The tickets from the police’, peak hours’ and bad weather were sum of the stressors leading to burnout. However, positive attitudes and stress coping strategies led the bus drivers to be happy in spite of the stressors. Themes such as good working environment, socialising at work and supportive co- workers emerged on job resources. A limitation of the present study is its cross-sectional character. However, despite these limitations, the present findings have important implications for both future research and practice. For instance future research should be longitudinal. Furthermore future research efforts should focus on the different aspects of job demands and resources inclusive of rewards, work overload, growth opportunities, social support, organisational support, job security and job advancement. This information is useful because it will allow managers and organisations to adjust jobs, training, and the work environment based on the factors that contribute the most to workplace happiness, job satisfaction and work engagement. Results in this study suggest that recovery from burnout help individuals to cope with job demands and to create new resources. These findings suggest that organisations should provide employees with facilities to recover and promote the development of leisure activities to help them overcome the daily strains of work. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

Thesis (MA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: Background: South African companies need to contend with numerous transformation and development issues since the country's re-entry into the international marketplace. One component that is receiving increasing attention is the wellbeing of employees in the drive to remain competitive within the global economy. This study argues that mental illness is a component of employee wellbeing that has been ignored, even though these conditions are highly prevalent and costly to businesses. The lack of recognition, research and information about mental illness in the workplace raises questions about the knowledge and orientation of human resource (HR) practitioners. This study therefore aimed to investigate and describe the mental health literacy and attitudes ofHR practitioners in South Africa. Methodology: This study had a descriptive purpose and employed a sample survey research design to distribute a mail questionnaire to a randomly selected sample of human resource practitioners registered with the South African Board for Personnel Practice (SABPP). The measuring instrument comprised mental health literacy and attitudes scales that have been extensively researched and reported to have sound psychometric properties. Three vignettes portraying mental disorders selected for their relevance to the business world (i.e., depression, panic disorder and alcohol abuse) were used as aids to achieving the research aim. A standard statistical package (SPSS 10.0) was utilised to determine descriptive and inferential statistics with an accepted 5% level of significance. Results: A response rate of 31% was achieved yielding an equal distribution of responses across the study vignettes. HR practitioners who acted as respondents to this study were found to be illiterate regarding mental illness and to hold subtle negative attitudes towards the mentally ill. Less than 10% could recognise mental illness as opposed to the majority who regarded the behaviour in the vignettes as normal responses. Whereas just over a third could correctly name the diagnosis described in the vignettes, only 7% were able to identify panic disorder. Most respondents believed that psychosocial stress factors caused mental illness, while only 29% where of the opinion that biological factors had a role in the aetiology of mental illness. Respondents favoured psychological and lifestyle treatment strategies and opposed medical treatments, irrespective of the type of mental illness presented with. Although as a group respondents showed mainly positive attitudes towards the mentally ill, evidence was found that the commonly held myths of danger/violence and the irresponsible/ childlike nature of the mentally ill were adhered to. Conclusions: The HR field should take cognisance of the reality of mental illness. Urgent steps need to be taken to adequately equip HR practitioners and students with both evidencebased knowledge and a positive orientation to enable the effective management of these conditions in the workplace. Attention should be given to addressing common mistruths and misconceptions, and to creating an awareness of the significant role that the HR practitioner can play in timeously recognising and appropriately dealing with employee mental health problems so that companies can benefit by the optimal utilisation of human resources. / AFRIKAANSE OPSOMMING: Agtergrond: Suid-Afrikaanse maatskappye het te doen met verskeie transformasie- en ontwikkelings aangeleenthede sedert die land se terugkeer na die internasionale mark. Die welstand van werkers is 'n aspek wat toenemend aandag verkry met hierdie strewe om mededingend te bly in die globale ekonomie. Hierdie studie argumenteer dat geestessiekte as 'n komponent van werkerwelstand geïgnoreer word, alhoewel dit algemeen voorkom en besighede heelwat geld kos. Die beperkte herkenning, navorsing en inligting oor geestessiekte in die werkplek lei tot vrae omtrent die kennis en inslag van Menslike Hulpbron- (MR) praktisyns. Derhalwe, ondersoek en beskryf hierdie studie die kennis en houding jeens geestesgesondheid van MH-praktisyns in Suid-Afrika. Metodologie: Hierdie studie se doel is beskrywend van aard en maak gebruik van 'n steekproef opname navorsingsontwerp. 'n Vraelys is gepos aan 'n ewekansig gesellekteerde steekproef van MH-praktisyns wat geregistreer is by die Suid-Afrikaanse Raad vir Personeelpraktyk. Die meetinstrument bestaan uit geestesgesondheid kennis- en houdingskale wat ekstensief nagevors is en wat beskryf is om goeie psigometriese eienskappe te besit. Drie gevaUestudies van geestessteurings relevant tot die besigheidswêreld (depressie, panieksteuring en alkoholmisbruik) is gebruik as hulpmiddels om die navorsingsdoeiwit te bereik. Standaard statistiese sagteware (SPSS 10.0) is gebruik om beskrywende en afleidende statistiek te bepaal met 'n aangenome 5% vlak van betekenisvolheid. Bevindings: Altesaam 31% van vraelyste is beantwoord en dit was eweredig verdeel tussen die verskillende gevallestudies. MH-praktisyns wat deelgeneem het aan hierdie studie het swak kennis omtrent geestessiekte en subtiele negatiewe houdings ten opsigte van persone met geestesiekte getoon. Minder as 10% kon geestessiekte identifiseer teenoor die meerderheid wat die gedrag in die gevallestudies as normaal beskou het. Net oor 'n derde kon die diagnose korrek benoem en slegs 7% kon panieksteuring korrek identifiseer. Meeste van die respondente het geglo dat psigososiale stresfaktore geestessiekte veroorsaak, terwyl net 29% van mening was dat biologiese faktore 'n rol speel in die etiologie van geestessiekte. Respondente het psigologiese en lewensstyl behandelingsmodaliteite verkies bo mediese behandeling en dit was onafhanklik van die tipe geestessteuring wat voorgekom het. Alhoewel die respondente as 'n groep hoofsaaklik 'n positiewe houding getoon het ten opsigte van persone met geestessiekte, was daar bewyse dat algemene mites ondersteun is en dat persone met geestessiekte beskou is as gevaarlik/aggressief en as onverantwoordeliklkinderlik. Gevolgtrekkings: Die MH veld moet die realiteit van geestessiekte aanvaar. Dringende stappe moet geneem word om MH-praktisyns en studente te voorsien van uitkomsgebaseerde kennis en 'n positiewe houding sodat effektiewe hantering van hierdie toestande kan plaasvind in die werkplek. Algemene onwaarhede en miskonsepsies moet aangespreek word en die bewustheid van die betekenisvolle rol van die MH-praktisyn moet benadruk word. Geestesgesondheidsprobleme van die werker moet betyds herken word en toepaslik gehanteer word sodat maatskappye voordeel kan trek uit die optimale gebruik van menslike hulpbronne.