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Occupational stress, coping, burnout and work engagement of hospital pharmacists in South Africa / Agatha Madeleine MalanMalan, Agatha Madeleine January 2005 (has links)
The environment in which hospital pharmacists currently function demands more of them
than did any previous period. Employees in pharmacy companies have to cope with the
demands that arise from fulfilling various roles, as well as with increased pressures such as
managed health care and primary health care. Tracking and addressing their effectiveness in
coping with new demands and stimulating their growth in areas that could possibly impact on
the standard of pharmacy services are therefore of great importance. The first step in the
enhancement of the work-related well-being of hospital pharmacists is the successful
diagnosis of occupational stress, burnout and work engagement. However, in order to
measure these constructs, it is important to use reliable and valid instruments, and at the same
time take biographical differences into account.
The objectives of this study were to validate the Maslach Burnout Inventory - Human
Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES) and the Pharmacist
Stress Inventory (PSI) for hospital pharmacists in South Africa, to assess the effect of
biographical factors on the levels of burnout, engagement and occupational stress, and to
investigate the role of job stress and coping strategies in the work-related well-being (burnout
and work engagement) of hospital pharmacists in South Africa.
A cross-sectional survey design was used. The study population consisted of an accidental
sample (N = 187) of South African hospital pharmacists in both public and private hospital
facilities on a national basis. The MBI-HSS, UWES, PSI, the Coping Orientation for Problem
Experienced (COPE) as well as a biographical questionnaire were administered. Descriptive
statistics, Cronbach alpha coefficients, confirmatory and exploratory factor analyses,
multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests and multiple regression analysis were used to analyse the data Confirmatory factor analysis by means of structural equation modelling of the MBI-HSS, confirmed a three-factor model of burnout, consisting of Emotional Exhaustion, Depersonalisation and Personal Accomplishment. The scales showed acceptable reliabilities.
The results indicated that 35% of the hospital pharmacists showed high levels of emotional exhaustion, while 25% showed high levels of depersonalisation. Biographical factors such as age, years in pharmacy practice, home language, average number of hours worked per week, as well as the level of job satisfaction were related to the burnout levels of hospital pharmacists. Exploratory factor analysis of the UWES resulted in two factors, namely Vigour/dedication and Absorption. These factors showed acceptable Cronbach alpha coefficients. In the same sample (but in a different analysis where the two factors were used separately), it was indicated that compared to a South African norm, 38,5% and 48,9% of the hospital pharmacists showed low levels of vigour and dedication respectively. Position, home language, and the educational level were related to work engagement of hospital pharmacists. The PSI was developed as a measuring instrument for the purposes of this study. Three internally consistent factors, namely Job Demands, Pharmacy-Specific Stressors and Lack of Resources were extracted. The level of severity of the various stressors was calculated and the unavailability of medicine proved to be the most severe stressor. Other severe stressors included frequent interruptions, co-workers not doing their jobs, workload and insufficient salaries. Finally it was investigated whether job stress and coping strategies could predict the work related well-being of hospital pharmacists in South Africa. The results showed that job stress
(as a result of job demands and lack of job resources), as well as three coping strategies
(approach coping, avoidance coping and turning to religion) predicted burnout and work
engagement of South African hospital pharmacists. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Job resources, positive work-home interaction and work engagement in a sample of police officers / S. CronjeCronje, Sherril January 2006 (has links)
The two most significant domains in the lives of employed individuals are work and home,
which can influence each other in both a negative and a positive way. However, there has
been a lack of empirical research investigating the positive interaction between the work and
home domains, as well as the possible antecedents and outcomes associated with it, including
job resources and work engagement.
The objectives of this study were to test a structural model that includes job resources,
positive work-home interaction (WHI) and work engagement, and to determine the mediating
role of positive WHI in the relationship between job resources and work engagement for
police officers in the North West Province. A cross-sectional survey design was used.
Random samples (n = 468) were taken of employees in the South African Police Service in
the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the
Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement
Scale (UWES) were administered.
Structural equation modelling showed that people who receive sufficient job resources
(including organisational support, possibilities for advancement, growth opportunities and
contact with colleagues) experience positive WHI that leads to work engagement. In
addition, job resources help to enhance work engagement. These results provided evidence
for the partial mediating role of positive work-home interaction in the relationship between
job resources and work engagement.
Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Job demands, job resources, and work engagement of employees in a manufacturing organisation / Michiel Frederick CoetzerCoetzer, Michiel Frederick January 2006 (has links)
The manufacturing industry today is seen as a demanding world of work where employees
are constantly exposed to high demands. This may have an influence on their work
engagement levels and their organisational commitment. It seems that in these industries,
employee turnover and absenteeism levels are high, while employees also seem to be
demotivated in their work.
The objective of this study was to investigate the levels of work engagement among
employees in a manufacturing organisation and to assess which job demands and resources
would predict work engagement. A random sample of 83 employees in a manufacturing
organisation was taken. The Utrecht Work Engagement Scale (UWJ3S) and Job Demands-
Resources Scale (IDRS) were used as measuring instruments. Descriptive statistics were used
to explore the data Cronbach alpha coefficients were used to assess the internal consistency /
reliability of the measuring instruments. Pearson correlation coefficients were used to specify
the relationships between the variables. A multiple regression analysis was used to determine
the effects of job demands and job resources on work engagement.
The results of the Pearson Correlations showed that two job resources, namely organisational
support (i.e. relationship with supervisor, role clarity, information, communication, and
participation) and growth opportunities (i.e. variety in the job, opportunities to learn, and
autonomy) were strongly related to the levels of work engagement. Social support (from
colleagues) and advancement (i.e. remuneration, training and advawement opportunities)
were moderately related to work engagement. The results of the regression analyses further
indicated that an increase in two job resources, organisational support and growth
opportunities, will probably increase the overall work engagement level of employee in a
manufacturing organisation. The results also indicated that job demands (i.e. pace of work,
quantitative workload, and emotional load) had a weak relationship with work engagement. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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The relationship between job characteristics, work wellness and work-related flow of call centre agents in an insurance company / Joline SwartSwart, Joline January 2006 (has links)
The technological era in which modern day organisations function, attempting to make every
aspect of service more efficient and customer friendly, has cultivated a need within organisations
to invent new ways of service. Call centres are one way in which organisations are trying to
improve their customer service. For this reason, telephone call centres are one of the fastest
growing segments of the service sector. The growth in call centres is attributable to the benefits
that they offer organisations. Call centres can improve service and retain customers, increase
sales and/or revenue and reduce costs and/or improve efficiency. For this reason, organisations
are placing an increasing emphasis on the role of call centres regarding the competitiveness of the
company and increased pressure on call centre agents. Research indicated that there are certain
stressors in the call centre industry. This is emphasised by the high turnover rate and by high
absenteeism levels in call centres. Although some studies seem to suggest that working in call
centres can be interesting, overall it seems that working in call centres is a stressful experience.
The objective of this research was to investigate the relationship between job characteristics,
work wellness and work-related flow of call centre agents in an insurance company. A cross-sectional
design was used with an availability sample (N = 176). A self-constructed instrument
(JDRS) was used to measure the unique job demands and job resources in the insurance industry.
Along with the JDRS, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale
and the Work-Related Flow Scale were used as measuring instruments.
Results showed that the unique job demands in a call centre are pressure, working conditions,
workload, and job security. The unique job resources are supervision, resources availability, task
freedom, pay and benefits, opportunity for growth, and support. Work wellness was found to
comprise burnout, work engagement and work-related flow. Multiple regression analysis showed
that 6% of the variance in Mental Distance was predicted by Job Demands, with Working
Conditions being the only significant predictor. Within Exhaustion, 11% of the variance
explained was predicted by Job Demands, with Job Security and Working Conditions being the
only significant predictors. No statistically significant predictions were obtained for Work
Engagement and Work-Related Flow (i.e. Absorption and Flow).
Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007
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Job demands, job resources, burnout, health and life satisfaction of support staff in a higher education institution / Elanie OlivierOlivier, Elanie January 2006 (has links)
Higher education institutions in South Africa are undergoing transformation because of
increasing student numbers, government and the private sector relying on tertiary institutions
to assist in solving problems in addition to the globalisation of knowledge. University staff is
continuously faced major changes. Immense pressure is placed on academic institutions,
including support staff. Support staff are constantly faced with increasing job demands and
decreasing job resources. This imbalance and the increase of job stress over a prolonged
period of time can lead to the devastating result of burnout.
The objective of this study was to investigate the relationship between task characteristics,
burnout, health and life satisfaction in a higher education institution in the North West
Province. A cross-sectional design was used. The study population (N=334) consisted of
support staff members of higher education institutions in the North West Province. The Job
Demands-Resources Scale (JDRS), The Maslach Burnout Inventory - GS (MBI-GS), the
Health subscale of the ASSET and The Satisfaction with Life Scale (SWLS) were used as
measuring instruments. Descriptive statistics (for example, means, standard deviations and
kurtosis) were used to analyse the data. Pearson correlations and multiple regression analyses
were used to assess the relationships between job demands, job resources, burnout, physical
health, psychological health and life satisfaction.
The correlation coefficients indicated that exhaustion was positively related to psychological
ill-health. Cynicism correlated negatively with growth opportunities. Multiple regression
analysis showed that overload and growth opportunities predicted 26% of the variance for
exhaustion and 29% of the variance in cynicism. Exhaustion predicted 24% of the variance
for physical ill-health and 37% of the variance for psychological ill-health. Psychological ill-health
predicted 16% of the variance of life satisfaction. Recommendations for future research and the organisation were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Job characteristics, coping and work-home interaction in a nursing environment / Bernard OosthuizenOosthuizen, Bernard January 2005 (has links)
Nurses make up the largest group of health workers in South Africa and are likely to play an
important role in the transformation of the health sector. Health caregivers, especially those
dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at
risk of developing work-related psychological disorders. Furthermore, long working hours,
pressure, role clarity and lack of support from colleagues are the four most common work
stressors reported. People are constantly faced with the challenge of simultaneously managing
multiple roles in their work as well as their home-sphere. It therefore becomes increasingly
important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the
positive and negative side of work-home interaction as most research focuses on the negative
side. It also seems that, despite the importance of work-home interaction of nurses, relatively few
studies investigate the role of specific job characteristics and coping strategies that could play a
role in negative and positive work-home interaction.
The objective of this study was to determine which job characteristics and coping strategies
predict negative and positive work-home interaction in the nursing environment. A cross-sectional
survey design was used. Stratified random samples (n = 300) were taken of registered
nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A
self-constructed questionnaire was used to measure job characteristics. The Coping Strategy
Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction-
NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses
and Cronbach alpha coefficients were used to determine the validity and reliability of the
questionnaires. Product-moment correlation coefficients were used to determine the relationship
between job characteristics, coping and work-home interaction. Multiple regression analyses
were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping
strategies).
The results showed that time demands, pressure, role clarity and colleague support are the main
job characteristics that predict negative work-home interference. Problem-solving coping was
associated with less negative work-home interference, while avoidance coping seems to predict
higher levels of negative work-home interference. Time demands, autonomy and role clarity
were the main predictors of positive work-home interference. Problem-solving coping was the
only coping strategy associated with positive work-home interference.
Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007
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Work wellness in a government organisation in South Africa / Kenneth Kingsley Kwasi BoemahBoemah, Kenneth Kingsley Kwasi January 2006 (has links)
Various occupational stressors like the physical environment, noise, lighting, temperature.
aspects of the job, role conflict, workload, lack of career path, poor relationships with peers.
and lack of participation arc likely to lead to various stress outcomes, namely behavioural;
proneness to accidents, cognitive, inability to make sound decisions, physiological: increased
blood pressure, physical and mental health, and organisational: lower productivity, and high
turnover rate. These outcomes could however be influenced by moderator variables like age
and gender, physiological experience and affective behaviours (type 'A' behaviour, life
change, and social support). Studies have also found instances where some workers, exposed
10 the same unbearable work environments, did suffer from neither stress nor burnout. These
findings have therefore led to the study of work engagement, which is considered the opposite
of burnout.
The study of stress, burnout and work engagement has therefore become vehicles through
which employees' effectiveness and efficiency can be facilitated. It has become necessary to
jointly study stress with burnout and work engagement in a holistic model so as to how a
better understanding of work wellness. Burnout and work engagement therefore represent the
two aspects of wellness namely, the energy dimension and the identification with work
dimension. Studies have identified two underlying dimensions of work wellness in which they
identified activation as ranging from exhaustion to vigour, arid identification as ranging from
mental distance to dedication.
Thus burnout according to them is characterised by a combination of exhaustion (low
activation) and mental distance (low identification), while engagement is represented by
vigour (high activation) and dedication (high identification). Extreme exhaustion may render
employees emotionally and physically drained which may lead them to distance themselves
emotionally and cognitively from their work and clients, while an engaged worker develops
high levels of energy, and derives a sense of significance, attachment and dedication to work. However, to measure burnout, work engagement, stress, commitment and ill health requires
valid and reliable instruments. In South Africa there aren't many systematic studies that have
investigated stress, burnout, work engagement, commitment and ill health among civil
servants. It is this dearth of well-designed studies in the area that makes this study very
important.
The objectives of this study were to assess the reliability and validity of the MBI-GS, the
UWES, the ASSET, the Job Demands-Resource Scale, Commitment and Ill Health subscales
Tor civil servants, determine the occupational stressors that they experience and whether the
biographic variables by any way increase or moderate the effects of the stressors, and to
finally test a structural model of work wellness consisting of burnout, work engagement, job
demands-job resources, ill health, and commitment.
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 accidental sample (N = 500)
for research articles 1, 2 and 3 were targeted from the civil servants in the Mafikeng area of
the North West Province of South Africa. The measuring instruments used in this study are;
the Maslach Burnout Inventory-General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Job Demands and Job Resources Scale (JDRS), Health subscales. Organizational
Commitment subscales, the ASSET questionnaire and a biographical questionnaire.
Structural equation modelling was used to test the factor structures of the Maslach Burnout
Inventory-General Sunley (MBI-GS), and the Utrecht Work Engagement Scale (UWES)
respectively. namely exhaustion, cynicism, cognitive weariness, and professional efficacy,
and vigour, dedication and absorption. In respect of the MBI-GS, a four-factor model of
burnout. consisting of exhaustion (physically drained), cynicism (distancing oneself from
colleagues and clients), professional efficacy (feeling of accomplishment) and cognitive
weariness (lack of focus on one's work), was found to fit the sample data best in comparison
to the three-factor, two-factor and one-factor models. Thus the study established burnout as a
bur-dimensional construct.
In the case of the UWES a two-factor model of work engagement, consisting of vigour and
dedication fined the data best as compared to a three-factor or one-factor model. This means
that the UWES is a two-dimensional construct and not a three-factor nor a one-factor dimensional construct. The scales of the MBI-GS, UWES, and the ASSET subscales of work
relationships, work life balance, overload, job security, control, resources/communication.
aspects of the job, and the stress outcomes of organisational commitment, individual
commitment physical health and psychological (un)well-being showed acceptable internal
consistencies. There existed no statistically significant differences between burnout, work
engagement. the stress dimensions, commitment and ill health respectively and any of the
biographical variables.
The study found that psychological (un)well-being, is a major stress outcome for the civil
servants followed by physical (un)health, respectively. It was discovered that the civil
servants generally have low levels of stress, and security was the lowest stressor. Employee
commitment was also found to be high. Stress, due to lack of resources, predicted physical ill
health and explained 21% of the variance of ill health among the sample of civil servants.
Stress relating to aspects of the job and security, predicted psychological ill health and
explained 31% of the variance in psychological ill health. Issues relating to control on the job
and security predicted organisational and individual commitment respectively and further
explained 28% and 20% of organisational commitment and individual commitment. Stress
due to lack of job resources, security and aspects of [he job seem to be the most important
stressors.
Another objective of the study was to find out if energy and identification with work could be
predicted from job demands and job resources respectively. It was found that job demands
and lack of job resources lead to ill health through burnout, and job resources could lead to
commitment via engagement. The implications are that employees who experience excessive
workload are likely to experience burnout, which in turn leads to health related problems.
Continuous availability of job resources would lead to work engagement, which in turn leads
to organisational commitment, while lack of it would lead to burnout.
Recommendations for further research were accordingly made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007
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Job characteristics, emotional labour and work-related flow in an insurance industry call centre / Madelein VisagieVisagie, Madelein January 2007 (has links)
Thesis (M.Comm. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.
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The well-being of ministers in South Africa / Chenell BuysBuys, Chenell January 2008 (has links)
The objectives of this research were to investigate ministers' job demands and job resources, to study the relationship between the different job demands and job resources that ministers experience, to investigate the effects of job demands and job resources on minister's burnout and engagement, to investigate the factors impacting on the health and congregational commitment of ministers, to analyse the effects of job demands and job resources on ministers' psychological conditions of meaningfulness, safety and availability, to determine whether engagement can mediate the impact that psychological conditions have on levels of congregational commitment and to investigate the effects of religious coping on ministers' psychological conditions. The research method for each of the three articles consisted of a brief literature review and an empirical study. A non-probability purposive voluntary sample of 115 ministers was used. A qualitative design was used in article one to determine the relevant job demands and job resources of ministers. A cross-sectional design, with a survey as the data collection technique was used. The Job Demands-Resources Questionnaire (JD-RQ), 14 items of the Maslach Burnout Inventory (MBI), eight items of the Oldenburg Burnout Inventory (OLBI), the Work Engagement Scale (WES), 26 items of the General Health Questionnaire (GHQ-28), the Congregational Commitment Questionnaire (CCQ), the Psychological Conditions Questionnaire (PCQ), the Religious Coping Questionnaire (RCQ) and a biographical questionnaire were administered. The statistical analyses were carried out with the help of the SPSS program. The statistical methods utilised in the three articles consisted of descriptive statistics, Cronbach alpha coefficients, principal factor analysis, Pearson product-moment correlation coefficients and regression analyses. The results indicated that the job demands experienced by ministers were: pace and amount of work and emotional demands and job resources were: growth opportunities, instrumental support, congregational support, autonomy, social support, and job significance. It was found that pace and amount of work correlated positively with emotional demands while, emotional demands correlated negatively with growth opportunities, autonomy, instrumental support, congregational support and social support. Furthermore, pace and amount of work and a lack of growth opportunities and to a lesser extent emotional demands and a lack of congregational support were indicators of exhaustion. Mental distance was best predicted by emotional demands. Growth opportunities, social support and job significance were predictors of engagement.
As for health, somatic symptoms were best predicated by exhaustion while depression was found to be predicted by exhaustion and mental distance. Poor social functioning was found to be predicted by exhaustion, mental distance, and low engagement. Affective commitment was found to be best predicted by engagement and low mental distance. Furthermore, psychological meaningfulness was best predicted by less emotional demands and more growth opportunities whereas psychological availability was best predicted by a lower pace and amount of work and more social support.
Engagement was found to mediate the relationship between psychological meaningfulness and affective commitment but not the relationship between psychological availability and affective commitment. It was also found that engagement was best predicted by psychological meaningfulness and psychological availability, but if engagement were not controlled, engagement and psychological meaningfulness predicted affective commitment. Furthermore, religious coping affected perceptions of pace and amount of work, social support and psychological availability. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.
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Work-related well-being of employees in a South African parastatal / Matthews Mbangwa PhalePhale, Matthews Mbangwa January 2008 (has links)
The mandates for government-owned enterprises (parastatals) have drastically changed in light of the changes in the government's post-democratic dispensation. There are more pressures and obligations related to governance, business operations, sustainability and financial viability prescribed for these institutions. Parastatals have moved from fully utilising government subsidies and incurring more debts at the expense of government, to income-generating entities. This change has exposed parastatals to global challenges, experienced by all organisations related to human capital management. Employees are the most critical assets that assist organisations to fulfil their mandates and drive their competitive advantage. While organisations experience challenges and pressures in the market, employees are also positively and adversely affected, depending on their dispositions and general functioning. The extent of employee participation and involvement in their work roles impacts on the success of the institution. Thus, work-related well-being of employees is an integral part of any organisational functioning and this relates to interplay between constructs of job demands, job resources, psychological conditions at work, health, work engagement, self-efficacy and organisational commitment.
The general objective of this research was to study work engagement and its relationship with various other antecedents, mediators and outcomes of employees within a parastatal in the South African context. Furthermore, the study aimed to understand the relationships between factors of job demands, job resources, psychological conditions, self-efficacy and work engagement. In addition to the above, this study also aimed to determine relationships between psychological conditions, job demands, job resources, work engagement, self-efficacy, health and organisational commitment.
The findings are presented in three articles, each consisting of a brief literature review and an empirical study. A cross-sectional survey design was used. The study included 288 participants in a parastatal in different job categories and levels. The questionnaires used in
the empirical study comprised of the Work Engagement Scale, the Antecedents Scale, the Job Demands-Re sources Scale, the Organisational Commitment Questionnaire, the Psychological Conditions Questionnaire, the Self-Efficacy Scale, the General Health Questionnaire and a biographical questionnaire. Exploratory factor analyses were carried out to determine the construct validity of the measuring instruments. Pearson-product moment correlation coefficients were used to assess the relationships between the variables, while multiple regression analyses were used to investigate the predictive value of factors on each other.
The results showed that psychological meaning fulness and psychological availability were significant predictors of work engagement, with person-environment fit and growth opportunities in the job as strongest predictors of psychological meaningfulness. Person-environment fit was the strongest predictor of work engagement and psychological availability was best predicted by physical resources.
Overload and psychological meaningfulness were the best predictors of work engagement. Growth opportunities in the job and organisational support were the best predictors of psychological meaningfulness, which also strongly predicted work engagement. Psychological availability was found to be positively related to organisational support and self-efficacy. Low psychological availability predicted physical and psychological ill health, while low psychological meaningfulness predicted psychological ill health. Work engagement was the strongest predictor of normative and affective commitment, while psychological meaningfulness strongly predicted normative commitment.
Recommendations for future research are made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.
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