Certain job characteristics have been shown to be important for improving employee job fit. In particular, the degree of autonomy and feedback employees are afforded could allow them to more effectively manage job stressors, and acquire and/or uphold the requisite skills to maintain satisfactory work performance. These job characteristics may also lead to greater job satisfaction by supporting employees’ need for continuous growth, desire for social connectedness, and fulfillment of basic psychological needs. Accordingly, a model was proposed wherein the facets of person-job fit (demands-abilities fit and needs-supplies fit) are expected to mediate the relationship between both autonomy and feedback and both employee job satisfaction and task performance. The sample contained 228 individuals who were either working professionals or employed college students. Structural equation modeling (SEM) analysis was used to test the direct and indirect effects. Results indicated that both autonomy and feedback increase satisfaction, but not effectiveness, by improving job fit. In summary, the findings of this study could be used for developing and implementing organizational strategies to improve or maintain person-job fit.

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.Comm. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

Universities worldwide are developing a disturbing imbalance with their environments. In recent years, academic working conditions in South African universities have changed dramatically as a result of the country's post-apartheid policies and the accelerating globalisation of knowledge. Academic staff are continually confronted with an overload of job demands without corresponding increases in job resources. These prolonged job stressors that academic staff are subjected to over lengthy periods of time coupled with inadequate job resources can lead to the development of a pathogenically defined construct, namely burnout. The objective of this research was to investigate the relationships between burnout, strain, job characteristics and dispositional optimism in universities in the North-West Province. A cross-sectional design was used. The study population (N = 279) consisted of academic staff of universities in the North-West Province. The Maslach Burnout Inventory - General Survey (MBI-GS), The Life Orientation Test - Revised (LOT-R), Job Characteristics Scale (JCS) and General Health Questionnaire (GHQI9) were used as measuring instruments. Descriptive statistics (e.g. means, standard deviations and kurtosis) were used to analyse the data. Exploratory factor analysis and structural equation modelling were used to confirm the structure of the measuring instruments and to test theoretical models. The results showed that the stressors of overload was associated with high levels of exhaustion and low professional efficacy. Job resources (i.e. social support, task characteristics) were related to low levels of exhaustion and cynicism and higher levels of professional efficacy. Exhaustion and low professional efficacy were significantly related to physical and psychological health problems. Exhaustion and cynicism were negatively related to optimism, whereas professional efficacy were positively related to the latter. Optimism moderated the effects of a lack of resources on exhaustion and the effects of job resources on professional efficacy. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Call centre employees in the insurance industry constantly interacts and negotiates with strangers, and are confronted with the unknown, unfamiliar and the unpredictable. They use interactive display terminals during telephone calls and thus perform multiple-tasks with frequent interruptions. Their jobs are also characterised by repetitive movements, while complex information is processed. In addition, call centre employees often work in noisy environments under time pressure, and their performance is usually monitored on line. Job demands and job resources can influence the well-being of call centre employees. Emotional intelligence is deemed to aid in the conceptualisation of psychological well-being and can be applied as a means to successfully cope with daily demands and pressures. The objective of this research was to determine the relationship between job demands, job resources, emotional intelligence (EQ) and work-related well-being of call centre employees. A cross-sectional survey design was used. The study population (n = 141) consisted of call centre employees in a corporate insurance environment in Gauteng. The Bar-On EQ-i, Maslach Burnout Inventory-General survey, UWES, Job characteristics scale and a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, inter-item correlation coefficients, factor analysis, Pearson product moment correlation coefficients and structural equation modelling were used to analyse the data. Principal component analysis resulted in a fifteen factor model of emotional intelligence namely emotional self-awareness, assertiveness, self-regard, self-actualisation, independence, empathy, interpersonal relationship, social responsibility, problem-solving, reality testing, flexibility, stress tolerance, impulse control, happiness and optimism. Regarding the Job Characteristics Scale, eight factors were extracted, namely role clarity, supervision, pay and benefits, workload, job security, colleague support, opportunity to grow and social contact between the call centre agents. For the MBI-GS two factors were extracted namely: exhaustion and cynicism and for the UWES one factor was extracted, namely vigour/dedication. The correlation coefficients indicated that exhaustion was statistically a significant positive correlation (practically significant, large effect) with cynicism and a statistically significant positive correlation (practical1y significant, medium effect) with workload. Exhaustion was also a statistically significant negative correlation (practical1y significant, large effect) with engagement and a statistically significant negative correlation (practically significant, medium effect) with role clarity, col1eague support, self-regard, self-actualisation, flexibility, stress tolerance, impulse control, and happiness. Cynicism showed a statistically significant negative correlation (practical significant, large effect) with engagement and a statistically significant negative correlation (practical significant, medium effect) with role clarity, supervision, opportunity to grow, engagement, emotional self-awareness, self-regard, self actualisation, flexibility, and happiness. The results indicated that EQ directly influences the experience of burnout (main effect), however, no results could be obtained supporting the moderating effect of EQ between emotional demands and burnout. Recommendations were made for cal1 centre management in the insurance industry and for future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.