The current socio-economic climate has induced stress on organisations and employees, since they are expected to double their efforts with limited resources. Organisational culture poses a challenge to employees, especially in a high-pressure environment. A highly competitive environment demands organisations that have the ability to change constantly to ensure sustainability. This has resulted in employees feeling that organisational culture has changed to that of sales culture with disregard for people resulting in a lack of work-life balance (WLB). This study intends to contribute to developing a framework of how organisational culture could support work-life balance. When negative in nature, organisational culture can impact negatively on organisational performance and quality of work-life causing best workers to leave. The problem identified by this study is a poor organisational culture in banking that may discourage work-life balance practices. When an organisations’ primary focus is on sales and less on people, this leads to work-life imbalances. A comprehensive questionnaire was developed for this study to establish the perception of employees towards organisational culture and work-life as an aspect of employee wellness. The total sample was forty-four (44) respondents who are from business and private banking space of the four major banks. The results showed that the type of organisational culture that is prevalent in business and private banking is a combination of market and hierarchy culture. Job satisfaction is also positively correlated to organisational culture. Management must ensure that the workforce is satisfied in order to create a positive culture. A positive organisational culture has a positive influence on employees, attaining the desired work-life balance in business and private banking space.

Homosociality, the societal norm toward same-gender social bonding, has been hypothesized as an important explanatory variable in the maintenance of occupational segregation by gender and the low status of women in traditionally male-dominated occupations (Lipman-Blumen, 1976; Reagan & Blaxall, 1976). In this investigation of homosociality in the workplace, 257 women and 197 men employed in managerial, supervisory, professional, and technical positions in seven organizations completed a questionnaire regarding their career development and interpersonal relationships in their current organization. Predictions derived from homosociality theory and the literature and research on mentoring, friendship, and organizational networks were tested. Of the 17 hypotheses associated with five research questions, 8 were fully or partially supported, 6 were not supported, and 3 could not be tested because factor analysis did not support the variable of interest (lifetime attachment). Alpha was apportioned using the Bonferroni inequality procedure; probability levels ranged from .025 to .0025 depending on the number of significance tests conducted for each question. Analysis of variance (Gender x Gender Composition of Network) and simple main effects analysis performed on mentoring and relationship provisions (intimacy, similarity, defiance of convention, respect for differences) scores indicated one significant main effect for gender: women's same-gender networks provided more intimacy than men's. Significant main effects for gender composition were: (a) men's same-gender networks provided more mentoring than their cross-gender networks; (b) women's same-gender networks provided more intimacy than their cross-gender networks; and (c) for both genders, same-gender networks provided higher levels of similarity and defiance of convention than cross-gender networks. Correlational analyses indicated: (a) for women, but generally not for men, homosocial attitudes were significantly related to the size and activities of same- and cross-gender networks; (b) for both genders, same- and cross-gender mentoring and primarily same-gender relationship provisions were positively and significantly related to career- and job-related outcomes. Homosociality was evident in attitudes, network activities, and outcomes. Results also indicated signs of organizational gender integration. Implications for theory and counselling, and suggestions for future research, are discussed. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.

Interviews conducted with patients receiving treatment for insomnia at one of two sleep medicine clinics, located in Texas and Oregon, suggest that work is a pivotal influence in shaping the respondents' interpretations, explanations and behaviors relating to insomnia. "Work" includes such facets as the nature of one's occupation, the associated volume or amount of work required, mental demands related to work, work schedules and work-related stress. Specifically, results reveal: 1) nearly 60% of the sample identify work as a primary or perpetuating cause of their insomnia, 2) respondents often report work as influencing the nature and importance of their sleep, 3) sleep is considered a problem, and medical intervention is solicited, after work is affected, and 4) work performance is a major consideration in determining treatment efficacy and compliance.

O fenômeno da economia solidária no Brasil tem se expandido como resposta ao desemprego e a exclusão social. É constituído por empreendimentos econômicos solidários cujo propósito é a geração de trabalho e renda para aqueles trabalhadores que, num dado momento, ficaram alijados do mercado formal de trabalho, como na situação de massas falidas de empresas privadas. Neste contexto a cooperativa é tida como a forma típica de empreendimento econômico solidário, alicerçada em pressupostos de igualdade de participação na gestão e na posse coletiva dos meios de produção aos seus associados, pela via de práticas de autogestão. Contudo a literatura da economia solidária admite que esta modalidade de gestão não se constitua na única forma de gestão presente no interior das cooperativas, ou seja, nestas ocorrem também práticas heterogestionárias oriundas da sociedade de mercado regida sob as bases do capitalismo. A coexistência destes padrões, a princípio, antagônicos de gestão implica em práticas paradoxais, que por sua vez, se refletem na qualidade de vida no trabalho dos cooperados. Deste modo, esta tese objetivou compreender como o paradoxo entre autogestão e heterogestão se reflete na qualidade de vida no trabalho percebida pelos cooperados de uma cooperativa oriunda de massa falida. Para tal, foi realizada uma pesquisa exploratória-interpretativista, por meio de um estudo de caso qualitativo na cooperativa Cotravic, utilizando como procedimentos metodológicos entrevistas espontâneas e semi-estruturadas, e observação de campo, tendo sido os dados tratado mediante análise de conteúdo. Os resultados evidenciaram a existência do paradoxo autogestão e heterogestão principalmente nas práticas de gestão relativas à organização das instâncias de tomada de decisão, participação democrática e remuneração do trabalho realizado, revelando oscilações quanto à satisfação com a qualidade de vida no trabalho em função de padrões autogestionários e heterogestionários. O presente estudo defende a gestão do paradoxo numa concepção de complementaridade em que a ambiguidade entre autogestão e heterogestão seja reconhecida e sintetizada como uma alternativa de gestão em prol da eficiência produtiva da cooperativa e do bem-estar individual e coletivo de seus cooperados. / The phenomenon of solidarity economy in Brazil has expanded in response to unemployment and social exclusion. It consists of solidarity economic enterprises which have the purpose of generating employment and income for those workers who, at a given moment, were shut out of the formal labor market, as in the situation of bankrupt estates of private companies. In this context, cooperative associations are regarded as the typical form of economic solidarity enterprises, based on assumptions of equal participation in the management and collective ownership of the means of production by its members, through practices of self-management. But the literature of the solidarity economy admits that this type of management does not constitute the only form of management present within the cooperative, that is, at these cooperatives also occur hetero-management practices arising from market society governed under the foundations of neoliberal capitalism. The coexistence of these management patterns implies in antagonistic paradoxical practices, which in turn are reflected in the quality of work life of members. Thus, this thesis is aimed at understanding how the paradox between hetero and self-management is reflected in the quality of work life perceived by a cooperative of cooperatives survey arising from the bankruptcy estate. For this purpose, a exploratory-interpretive was conducted, through qualitative case study on cooperative Cotravic, using as instruments mainly spontaneous interviews and semi-structured interviews and field observation, proceeding to an analysis of the outcome. The results confirmed the existence of the self versus hetero management paradox and mainly in management practices relating to: organization of instances of decision-making, democratic participation of members and remuneration for work performed, resulting in improving the quality of life at work perceived by the cooperative Cotravic members, revealing oscillations regarding satisfaction with the quality of work life in terms of and self-managed hetero-managed standards. The conclusion of the study points to the importance of the paradox between self versus hetero management embedded in management practices of the Cooperative for reflecting on the quality of work life perceived by members. In this sense, the present study proposes a management paradox conception of complementarity in which ambiguity can be leveraged in support of the productive efficiency of the cooperative and the welfare of their individual and collective members.

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Research reveals that rehabilitation counselors who are satisfied with their work environment tend to be more effective and have increased productivity. Rehabilitation counselors work with persons with disabilities to assist them in maximizing their ability to live independently in their communities.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019 / Municipal firefighters face a number of risks and much stress at work. In the South African context, the quality of work life (QWL) is impacted considerably by high stress levels and work-related demands. Currently, firefighting organisations face serious challenges that hamper the QWL among municipal firefighters. These challenges include physical and mental challenges, and the element of work which negatively affects the job performance among the firefighters. The primary research objective has been to identify the key factors that impact on the QWL of municipal firefighters in the Western Cape, South Africa. In addition, this study explores a common approach for measuring the QWL and determining an effective way to maintain a better work life for the firefighters. The quantitative research method was employed. This study measured and analysed the key factors that had impacted on the QWL of municipal firefighters in the Western Cape, South Africa. A questionnaire was used to collect data from a group of 120 municipal firefighters from the Goodwood Fire Department. This study used the ethical principles of informed consent, the right to privacy and honesty, and confidentiality/anonymity in the research process. The quantitative data were analysed using the Statistical Package for the Social Sciences (SPSS). The findings and results provide insight into and guidance to management and employees in a practical way to improve the QWL among municipal firefighters. The fire department should upgrade the QWL of its workers so as to hold them and get its very own vital needs. The fire department should develop and keep up QWL programmes. Support from ranking employees are basic to a useful QWL programme. In addition, unmistakable upper level management contribution is one of the critical factors in the procedure accomplishment.

The aim of this study was to determine the quality of work-life (QWL) of nurse educators at South African universities. The objectives of the research was to describe the demography, home, and work factors of these nurse educators, and its effect on their experience of QWL. It also entailed triangulation of these experiences with the perceptions of the heads of nursing departments (HODs) for a thorough understanding, and designing guidelines to address the situation. A mixed methods methodology was followed, with a partly mixed sequential equal status sampling design and equal weight to the first quantitative and second qualitative phases. The population for the first phase was all the nurse educators teaching at South African universities, who on invitation completed an electronic questionnaire. The data obtained was analysed by utilising both descriptive and inferential statistics. The population for the second phase was all the HODs of the nursing departments of the 22 South African universities. The qualitative data obtained in the second phase was analysed with the Atlas.ti 8 program. The results of the study indicate that nurse educators’ QWL is influenced by meso, macro and micro environmental factors, with work, home and individual situations that are contextual to the African and specifically South African positioning on the globe. A conceptual framework improving on Easton and Van Laar ‘s (2007) model are v proposed for the African higher education edcuation (HEI) context, to better understand these influences. Recommendations to address the situation include: • Mitigation of international, national and provinical influences through attention to curriculisation and improved governance and funding • Strengthening the structure across the HEIs by improved governance, consideration of salaries and benefits of all staff to be fair and equal, investing in good technology for better output, developing methods to distribute the workload fairly, and support to staff for research • Support of nursing departmental output by addressing the needs of HODs, line managers, the nurse educators themselves, supportive staff and students, with the focus on personal and individual factors that influence physical, mental and social health, inclusive of the support of family life The developed guidelines flows from application of industrial psychological principles to propose improving both the QWL and symbiotically, the output for HEI nursing departments. / Health Studies

The study sought to examine the relationship between quality of work-life and quality of life depending on how central work is in an individual’s life and what value work holds for them. Literature internationally has shown that because work forms such an integral part of individuals’ lives, that this could influence their experience of quality of life, indicating that a high quality of work life could lead to a high quality of life. Similarly, if work is a central life interest and dependent on the value that work holds, the loss of work could potentially influence quality of life. A cross-sectional, descriptive design was used, with a correlational approach. Snowball sampling was used to gather a sample of 163 working adults in South Africa, through a personal network of family and friends. Participants completed scales assessing the four variables of interest provided in an online questionnaire. The results indicated that individuals who experienced their quality of work-life as more positive also indicated a higher quality of life. This relationship was stronger when individuals saw work as having intrinsic value. However, the degree to which work was central to a person’s life, and to which work was seen as having value as it provided monetary rewards (extrinsic value), social connections and relationships (social value), or status (prestige value) were not found to alter the relationship between quality of work-life and quality of life. As shown previously in both international and local literature, work is always placed second to family in importance. Based on these findings, limitations and recommendations were suggested, as well as theoretical and practical implications.