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A psychometric evaluation of the Job Demands-Resources Scale in South Africa / Madelyn StrydomStrydom, Madelyn January 2005 (has links)
Although different occupations/organisations have unique work characteristics, it seems
possible to divide them into two categories, namely job demands and job resources. A valid,
equivalent and reliable instrument is needed to measure job demands and resources and to
compare them among different occupations/organisations. The aim of this study was to
investigate the construct equivalence, validity and reliability of a measuring instrument of job
demands and resources and to assess the differences between the job demands and job
resources in various occupations/organisations in South Africa.
A cross-sectional survey design was used. A stratified random sample (N = 2717) was taken
from a population consisting of employees in various occupations and organisations. The
occupations/organisations included academics (higher education institutions), staff at a
university of technology, correctional officers. insurance staff and engineers. The Job
Demands-Resources Scale (JDRS) was used to assess job demands and job resources in the
different occupations/organisations. Descriptive statistics, exploratory factor analysis,
reliability analysis and multivariate analysis of variance were used to analyse the data.
Five reliable factors were extracted using principal component analysis, namely: overload,
growth opportunities, organisational support, advancement and job insecurity. The results
showed that the structure of job demands and job resources in the different
occupations/organisations were equivalent. with the exception of one factor, namely
organisational support.
Engineers showed higher scores on overload and growth opportunities than
Occupations/organisations. Academics in higher education institutions also experienced more
growth opportunities than other groups. Engineers, academics in higher education institutions
and employees in the insurance industry reported higher levels of organisational support than
correctional officers and employees at a university of technology. Engineers obtained the
highest score on advancement, while academics in higher education institutions obtained the
lowest scores. Job insecurity was the highest for correctional officers and employees of a
university of technology, and the lowest for engineers.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Experiences of work and life circumstances, burnout, work engagement and performance among military nursing students in Gauteng / Gerhard Hendrik RabieRabie, Gerhard Hendrik January 2005 (has links)
The global shortage of registered nursing practitioners is widely reported in the literature.
This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students
graduating from nursing education programmes, more nurses leaving the profession shortly
after completion of their studies, and other factors. Burnout amongst registered nurses may
contribute to the above and can also serve as an indication of the reason these shortages in the
nursing profession occur.
The South African National Defence Force (SANDF) is also affected by the shortage of
registered nurses. This shortage is increased by the involvement of the SANDF in
peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers
of registered nursing personnel to qualify from the South African Military Health Services
(SAMHS) Nursing College. In order to increase the number of students qualifying from this
college and, to retain them after qualifying, research is needed regarding the occurrence of
non-completion of studies at the college and the tendency to leave the SANDF shortly after
qualifying. The objective of this study was to identify possible stressors (job demands and/or
job resources) in the military nursing-student environment, to investigate their effects on
students (burnout or engagement), and to assess whether it has any influence on their
academic performance.
A cross-sectional survey design was used. A sample of 167 nursing students (completing the
four-year integrated nursing diploma) at second, third and fourth-year levels was obtained.
The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the
Wellness Survey (WS), together with a biographical questionnaire, were administered. The
Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout
Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive
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Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work
Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002).
Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and
structural equation modelling were used to analyse the results.
The results showed that job demands (consisting of overload, organisational influences and
work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism
and cognitive weariness). A negative relationship was found between burnout and academic
performance. Job resources (consisting of social support, growth and advancement, contact
with others and organisational support) had a strong relationship with work engagement
(consisting of vigour and dedication) and a significant negative relationship with performance
(academic results). A negative relationship was also shown to exist between work
engagement and academic performance.
Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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The relationship between burnout and cognition in a South African metal manufacturing company / Carla SalvadorSalvador, Carla marisa Rosa January 2005 (has links)
Employees in South African organisations are faced with increasing work pressures as
economic and business factors (such as globalisation) lead to extensive restructuring,
cost cutting and initiatives to continuously improve organisational processes. These
conditions are conducive to the occurrence of burnout in the South African private
sector. Burnout has been extensively researched in areas such as health services and
law enforcement, however, the subject has received less focus in the private sector.
Given the negative impact of burnout on employees and organisations, it becomes
valuable to study burnout in this context. The aim of this study was to investigate the
relationship between job demands, job resources, cognition and burnout.
A cross-sectional survey design was used. Stratified random samples (N = 80) were
taken from employees at a South African metals manufacturing company. The
Maslach Burnout Inventory (MBI), Cognitive Flexibility Scale (CFS) and Job
Demands-Resources Scale (JDRS) were administered. The reliability of the
measuring instruments was assessed with the use of Cronbach alpha coefficients.
Descriptive statistics (e.g., means and standard deviations) were used to analyse the
data. Pearson correlations and multiple regression analyses were used to assess the
relationships between job demands, job resources, burnout and cognition.
The correlation coefficients indicated that cynicism is negatively related to growth
opportunities and organisational support. Professional efficacy was positively related
to organisational support, growth opportunities, advancement and cognitive
flexibility. Multiple regression analysis showed that job demands, job resources, and
cognitive flexibility predicted 18% of the variance in the exhaustion of employees.
Job demands, job resources, and cognitive flexibility predicted 28% of cynicism and
44% of the variance in professional efficacy.
Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Experiences of work and life circumstances, burnout, work engagement and performance among military nursing students in Gauteng / Gerhard Hendrik RabieRabie, Gerhard Hendrik January 2005 (has links)
The global shortage of registered nursing practitioners is widely reported in the literature.
This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students
graduating from nursing education programmes, more nurses leaving the profession shortly
after completion of their studies, and other factors. Burnout amongst registered nurses may
contribute to the above and can also serve as an indication of the reason these shortages in the
nursing profession occur.
The South African National Defence Force (SANDF) is also affected by the shortage of
registered nurses. This shortage is increased by the involvement of the SANDF in
peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers
of registered nursing personnel to qualify from the South African Military Health Services
(SAMHS) Nursing College. In order to increase the number of students qualifying from this
college and, to retain them after qualifying, research is needed regarding the occurrence of
non-completion of studies at the college and the tendency to leave the SANDF shortly after
qualifying. The objective of this study was to identify possible stressors (job demands and/or
job resources) in the military nursing-student environment, to investigate their effects on
students (burnout or engagement), and to assess whether it has any influence on their
academic performance.
A cross-sectional survey design was used. A sample of 167 nursing students (completing the
four-year integrated nursing diploma) at second, third and fourth-year levels was obtained.
The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the
Wellness Survey (WS), together with a biographical questionnaire, were administered. The
Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout
Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive
vii
Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work
Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002).
Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and
structural equation modelling were used to analyse the results.
The results showed that job demands (consisting of overload, organisational influences and
work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism
and cognitive weariness). A negative relationship was found between burnout and academic
performance. Job resources (consisting of social support, growth and advancement, contact
with others and organisational support) had a strong relationship with work engagement
(consisting of vigour and dedication) and a significant negative relationship with performance
(academic results). A negative relationship was also shown to exist between work
engagement and academic performance.
Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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The relationship between burnout and cognition in a South African metal manufacturing company / Carla SalvadorSalvador, Carla marisa Rosa January 2005 (has links)
Employees in South African organisations are faced with increasing work pressures as
economic and business factors (such as globalisation) lead to extensive restructuring,
cost cutting and initiatives to continuously improve organisational processes. These
conditions are conducive to the occurrence of burnout in the South African private
sector. Burnout has been extensively researched in areas such as health services and
law enforcement, however, the subject has received less focus in the private sector.
Given the negative impact of burnout on employees and organisations, it becomes
valuable to study burnout in this context. The aim of this study was to investigate the
relationship between job demands, job resources, cognition and burnout.
A cross-sectional survey design was used. Stratified random samples (N = 80) were
taken from employees at a South African metals manufacturing company. The
Maslach Burnout Inventory (MBI), Cognitive Flexibility Scale (CFS) and Job
Demands-Resources Scale (JDRS) were administered. The reliability of the
measuring instruments was assessed with the use of Cronbach alpha coefficients.
Descriptive statistics (e.g., means and standard deviations) were used to analyse the
data. Pearson correlations and multiple regression analyses were used to assess the
relationships between job demands, job resources, burnout and cognition.
The correlation coefficients indicated that cynicism is negatively related to growth
opportunities and organisational support. Professional efficacy was positively related
to organisational support, growth opportunities, advancement and cognitive
flexibility. Multiple regression analysis showed that job demands, job resources, and
cognitive flexibility predicted 18% of the variance in the exhaustion of employees.
Job demands, job resources, and cognitive flexibility predicted 28% of cynicism and
44% of the variance in professional efficacy.
Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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A psychometric evaluation of the Job Demands-Resources Scale in South Africa / Madelyn StrydomStrydom, Madelyn January 2005 (has links)
Although different occupations/organisations have unique work characteristics, it seems
possible to divide them into two categories, namely job demands and job resources. A valid,
equivalent and reliable instrument is needed to measure job demands and resources and to
compare them among different occupations/organisations. The aim of this study was to
investigate the construct equivalence, validity and reliability of a measuring instrument of job
demands and resources and to assess the differences between the job demands and job
resources in various occupations/organisations in South Africa.
A cross-sectional survey design was used. A stratified random sample (N = 2717) was taken
from a population consisting of employees in various occupations and organisations. The
occupations/organisations included academics (higher education institutions), staff at a
university of technology, correctional officers. insurance staff and engineers. The Job
Demands-Resources Scale (JDRS) was used to assess job demands and job resources in the
different occupations/organisations. Descriptive statistics, exploratory factor analysis,
reliability analysis and multivariate analysis of variance were used to analyse the data.
Five reliable factors were extracted using principal component analysis, namely: overload,
growth opportunities, organisational support, advancement and job insecurity. The results
showed that the structure of job demands and job resources in the different
occupations/organisations were equivalent. with the exception of one factor, namely
organisational support.
Engineers showed higher scores on overload and growth opportunities than
Occupations/organisations. Academics in higher education institutions also experienced more
growth opportunities than other groups. Engineers, academics in higher education institutions
and employees in the insurance industry reported higher levels of organisational support than
correctional officers and employees at a university of technology. Engineers obtained the
highest score on advancement, while academics in higher education institutions obtained the
lowest scores. Job insecurity was the highest for correctional officers and employees of a
university of technology, and the lowest for engineers.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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A model of work-related well-being in the chemical industry / Yvette NiemandNiemand, Yvette January 2008 (has links)
Organisations in the chemical industry face many demands. They have to distinguish themselves from their competitors in the market through technological advancement, market changes and the constant drive to be the best. Other demands include political pressures, e.g. employment equity and diversity management. Furthermore they have to attempt to reduce costs as well as to increase productivity. These pressures may have either a negative or positive effect on employees which could in turn impact on their energy and motivation. Higher job demands and a lack of job resources could result in high levels of exhaustion, demotivation, dissatisfaction and disengagement. Job demands refer to those physical, psychological or organisational aspects of the job that require specific effort and are associated with physiological and psychological costs. Job resources refer to the aspects of the job that may be functional in meeting task requirements and may reduce the physiological and psychological costs; they may also stimulate growth as well as the development of an individual.
The objective of this study was to test a structural model of work-related well-being showing the relationships amongst the variables of job demands, job resources, exhaustion, mental distance, vitality, work devotion, health and organisational commitment. A cross-sectional survey design was used. The participants (JV=265) included employees working for a business within the chemical industry. The South-African Employee Health and Wellness Survey (SAEHWS) was used to gather data on the work-related well-being of employees. Descriptive statistics, Cronbach's alpha coefficients, correlation coefficients and structural equation modelling were used to analyse the data.
The results indicated that high job demands and insufficient job resources resulted in high levels of burnout (exhaustion and mental distance), which led to physical and psychological ill health. Adequate job resources on the other hand resulted in work-related well-being (low burnout and high work engagement), which in turn resulted in organisational commitment.
Growth opportunities within the job and organisational support played an important role in the well-being of the employees.
Recommendations for future research were made. / Thesis (M.A. (Industrial psychology))--North-West University, Potchefstroom Campus, 2009.
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A model of work-related well-being in the chemical industry / Yvette NiemandNiemand, Yvette January 2008 (has links)
Organisations in the chemical industry face many demands. They have to distinguish themselves from their competitors in the market through technological advancement, market changes and the constant drive to be the best. Other demands include political pressures, e.g. employment equity and diversity management. Furthermore they have to attempt to reduce costs as well as to increase productivity. These pressures may have either a negative or positive effect on employees which could in turn impact on their energy and motivation. Higher job demands and a lack of job resources could result in high levels of exhaustion, demotivation, dissatisfaction and disengagement. Job demands refer to those physical, psychological or organisational aspects of the job that require specific effort and are associated with physiological and psychological costs. Job resources refer to the aspects of the job that may be functional in meeting task requirements and may reduce the physiological and psychological costs; they may also stimulate growth as well as the development of an individual.
The objective of this study was to test a structural model of work-related well-being showing the relationships amongst the variables of job demands, job resources, exhaustion, mental distance, vitality, work devotion, health and organisational commitment. A cross-sectional survey design was used. The participants (JV=265) included employees working for a business within the chemical industry. The South-African Employee Health and Wellness Survey (SAEHWS) was used to gather data on the work-related well-being of employees. Descriptive statistics, Cronbach's alpha coefficients, correlation coefficients and structural equation modelling were used to analyse the data.
The results indicated that high job demands and insufficient job resources resulted in high levels of burnout (exhaustion and mental distance), which led to physical and psychological ill health. Adequate job resources on the other hand resulted in work-related well-being (low burnout and high work engagement), which in turn resulted in organisational commitment.
Growth opportunities within the job and organisational support played an important role in the well-being of the employees.
Recommendations for future research were made. / Thesis (M.A. (Industrial psychology))--North-West University, Potchefstroom Campus, 2009.
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Job resources, job demands, burnout and work engagement of employees in the public sectorMeyer, Nadia January 2012 (has links)
Magister Artium - MA / The variables in this study are explored from a positive psychology paradigm, which is largely concerned with effecting psychological health and well-being of employees. The aim of this study will be to examine the impact of job resources, job demands on work engagement and burnout of employees within the public sector.Both survey and data analysis will be employed to guide the investigation. Standardised questionnaires will be used for the two different constructs, using the responses of employees on a composite questionnaire. Pearson correlation analysis and analysis of variance will be used to determine the relationship between the constructs of the study.The contribution of this study to the existing theory and literature is the exploration and inclusion of job resources and job demands and its relationship with burnout and work engagement. Various studies have reported that work engagement is important for organisations because it is related to job satisfaction, organisational commitment, low turnover intention and employee performance.The strengths in conducting the research could assist organisations to determine the level of engagement of employees in their current jobs. It may also assist organisations to implement interventions to address and manage burnout of employees in order to deal more effectively with symptoms. Furthermore it may be useful for organisations in order to act timeously to prevent those employees who are already showing signs of burnout from becoming sick as well as to increase work engagement. In addition, support those who are suffering from ill-health or decreased well-being caused by chronic occupational stress.
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Assessing the dynamics of conflict among nurses in public hospitals / David Ross MiltonMilton, David Ross January 2014 (has links)
Nursing in South Africa has become a difficult and stressful profession. Nurses are faced with many challenges on a daily basis, including; heavy workloads, shortages of staff, lack of resources and reduced managerial support (Von Holdt & Murphy, 2007). The demands of their job exceed the resources they have to cope with, which in turn, leads to conflict, which ultimately affects their wellbeing.
The objective of this is research is to investigate the most and least employed conflict handling styles of nurses in public hospitals and to investigate the relationship between job demands, job resources and the different conflict handling styles, among nurses in public hospitals. A cross-sectional survey design was used. A convenience sample of nursing staff (N=205) was taken from three different public hospitals on the West Rand area in the Gauteng province. The following scales were used in this study: Rahim‟s Organisational Conflict Inventory (ROCI-II) and a self-developed job characteristics questionnaire.
Descriptive statistics, Cronbach Alpha Coefficients and inferential statistics such as; MANOVAS, ANOVAS, product-moment correlations and standard regression analysis were used to analyse the data using the SPSS programme. The results indicated that nurses used the integrating style most frequently and used the dominating style least when dealing with a conflict situation. Furthermore, time demands, crisis management and colleague support predicted an avoiding style; while, workload, time demands, job security, feedback and colleague support predicted the use of an integrating style. The obliging conflict handling style was predicted by time demands and payment; workload, crisis management and payment predicted the use of a dominating style and finally, colleague support predicted the use of a compromising style.
Further discussion and recommendations were made for future research and for the nursing profession in general. One of the recommendations is that a model can be constructed to help prevent or reduce conflict within public hospitals. / MCom (Labour Relations Management), North-West University, Potchefstroom Campus, 2014
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