No description available.

Alice-Salomon-Fachhochschule für Sozialarbeit und Sozialpädagogik, Diplomarbeit--Berlin, 2004. / Literaturverz. S. 120-131.

Universiẗat, Diss., 2005--Leipzig. / Literaturverz.

Beitr. teilw. dt., teilw. engl. - Literaturangaben.

Universiẗat, Diss., 1999--Kassel.

Univ., Diss.--Freiburg, 2002.

Work–life balance is one of the most central issues and concerns for 21st century societies, and according to the American Psychological Association balancing work and family is one of the major challenges for the current generation of employees. Helping employees balance their work and family life is viewed as a social and business imperative since work–life imbalance experienced by employees negatively impacts on employers and society as a whole. Evidence from a study of international employers indicates significant increases in the implementation and use of workplace flexibility, more commonly known as flexitime, as a work–life balance policy. Research into the use and implementation of flexitime within South Africa is limited, especially with regard to the aspects that influence the use of flexitime as well as the associated benefits, challenges and consequences for both South African employees and organisations. Consequently, organisations are left to design, implement and manage their own flexitime policies, with very little information or guidance available to ensure employee and organisational benefit. In this study, a qualitative research design with an exploratory approach was used to explore and describe employees? perceptions regarding the implementation of flexitime. A non–probability purposive, voluntary sample of 15 participants was taken from the offices of an international auditing and consulting organisation located in Johannesburg. Data was collected by means of semi–structured individual interviews and the verbatim transcripts were analysed by means of content analysis. Seven themes were extracted from the interviews, namely: variations in the use of flexitime; factors influencing the use of flexitime; challenges relating to the use of flexitime; perceptions regarding the use of flexitime; required aspects for the effective use of flexitime; consequences relating to the use of flexitime; and the benefits resulting from the use of flexitime. Organisations should be made more aware of the individual as well as organisational benefits, challenges and consequences of flexitime as highlighted in this research. When implementing such policies, specific required aspects for the effective use of flexitime should be taken in consideration. Organisations interested in successfully implementing flexitime for the benefit of both the employee and organisation are advised to consider the findings of this study and take heed of the critical findings presented. Efforts should be made to accommodate employee preferences regarding their use of flexitime. Organisations should be alert to the potential challenges, consequences and negative perceptions surrounding flexitime and, consequently, the importance of ensuring that prerequisites or those aspects required for the implementation of flexitime are in place and perceptions relating to the policy are managed. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Work–life balance is one of the most central issues and concerns for 21st century societies, and according to the American Psychological Association balancing work and family is one of the major challenges for the current generation of employees. Helping employees balance their work and family life is viewed as a social and business imperative since work–life imbalance experienced by employees negatively impacts on employers and society as a whole. Evidence from a study of international employers indicates significant increases in the implementation and use of workplace flexibility, more commonly known as flexitime, as a work–life balance policy. Research into the use and implementation of flexitime within South Africa is limited, especially with regard to the aspects that influence the use of flexitime as well as the associated benefits, challenges and consequences for both South African employees and organisations. Consequently, organisations are left to design, implement and manage their own flexitime policies, with very little information or guidance available to ensure employee and organisational benefit. In this study, a qualitative research design with an exploratory approach was used to explore and describe employees? perceptions regarding the implementation of flexitime. A non–probability purposive, voluntary sample of 15 participants was taken from the offices of an international auditing and consulting organisation located in Johannesburg. Data was collected by means of semi–structured individual interviews and the verbatim transcripts were analysed by means of content analysis. Seven themes were extracted from the interviews, namely: variations in the use of flexitime; factors influencing the use of flexitime; challenges relating to the use of flexitime; perceptions regarding the use of flexitime; required aspects for the effective use of flexitime; consequences relating to the use of flexitime; and the benefits resulting from the use of flexitime. Organisations should be made more aware of the individual as well as organisational benefits, challenges and consequences of flexitime as highlighted in this research. When implementing such policies, specific required aspects for the effective use of flexitime should be taken in consideration. Organisations interested in successfully implementing flexitime for the benefit of both the employee and organisation are advised to consider the findings of this study and take heed of the critical findings presented. Efforts should be made to accommodate employee preferences regarding their use of flexitime. Organisations should be alert to the potential challenges, consequences and negative perceptions surrounding flexitime and, consequently, the importance of ensuring that prerequisites or those aspects required for the implementation of flexitime are in place and perceptions relating to the policy are managed. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

This dissertation attempts to understand the causes and levels of work stress and burnout in a department of the South African Public Service, by using three quantitative questionnaires, namely the ‘Work Experience Life Questionnaire’, ‘Maslach Burnout's Questionnaire’, and a ‘Biographical Questionnaire’. A qualitative questionnaire was administered to illicit in-depth responses in relation to the quantitative aspects of the study. The sample constituted of 341 senior officials whose positions ranged from Assistant Director to the Director-General. 231 quantitative questionnaires were completed, pointing to an acceptable response rate of 67.7%, which accounts for more than two thirds of the total study population. Qualitative questionnaires were emailed to 20 individuals, resulting in a returned response rate of 50%. A cross-sectional approach was adopted. The literature review was followed by an empirical investigation. The quantitativequalitative research approach, with a focus on Creswell's dominant-less-dominant model was used, where the quantitative phases were the dominant approach. A non-experimental approach was followed in the form of a cross-sectional study to examine the relationship between job stress and burnout in a specific time of study, by using the experience of Work and Life Circumstances Questionnaire (WLQ) and Maslach's Burnout (MBI-General Survey). In order to address the gaps with regards to the above-mentioned two questionnaires, a qualitative investigation was also conducted, where semi-structured questionnaires were sent to a number of officials. The qualitative survey was carried out to give an in-depth meaning to the quantitative data. It also extensively addressed the issues of organizational politics. / Hierdie verhandeling se hoof fokus is om die vlakke en oorsake van bestuurder stres en –uitbranding in ʼn departement van die Suid-Afrikaanse staatsdiens te ondersoek, deur gebruik te maak van 3 kwantitatiewe vraelyste (Ervaring van Werk en Lewens vraelys, Maslach se Uitbrandings vraelys, en ʼn biografiese vraelys), sowel as ʼn kwalitatiewe navorsings gedeelte. Vanuit ʼn populasie van 341 senior amptenare in poste vanaf assistentdirekteur tot Direkteur-generaal het 231 die vraelyste voltooi (67.7%). ʼn Kruis-seksionele benadering is toegepas. Hierdie studie voorsien ʼn in-diepte, en uitgebreide teoretiese perspektief en bespreking oor stres, werk stres, en werk uitbranding in die staatsdiens. In hoofstuk drie is ʼn in-diepte uiteensetting gegee oor die rol wat organisasie politiek in die werk organisasie speel. Meer spesifiek dui die literatuur oorsig aan dat daar ʼn sterk verhouding tussen organisasie politiek, werk stres en –uitbranding bestaan. ʼn Belangrike tekortkoming in hierdie oorsig is dat daar nie baie literatuur oor die onderwerp beskikbaar is nie en dat van die bronne ook baie verouderd is. Die literatuur studies, internasionaal en plaaslik, in hoofstuk vier, dui aan dat hoë vlakke van stres lei tot gesondheidsprobleme, wat dan ook kan lei tot hoë vlakke van personeelomset en –uitbranding in vroulike en manlike werknemers. Die literatuurstudie is opgevolg deur ʼn empiriese ondersoek. Die kwantitatiefkwalitatiewe navorsing benaderings, met ʼn fokus op Creswell se dominant-less-dominant model, waar die kwantitatiewe fases as oorheersende benadering gebruik is. ʼn Nieeksperimentele benadering is gevolg in die vorm van ʼn kruis-seksionele studie om die verhouding tussen werk stres en -uitbranding op een spesifieke tyd te bestudeer deur gebruik te maak van die ervaring van Werk- en Lewensomstandighede vraelys (WLV) en Maslach se Uitbrandings vraelys (MBI- Algemene Opname). Om die behoeftes van die twee vraelyste aan te spreek is ʼn kwalitatiewe ondersoek uitgevoer waar semi-gestruktureerde vraelyste aan ʼn aantal amptenare gestuur is. Die kwalitatiewe opname is uitgevoer om ʼn in-diepte betekenis aan die kwantitatiewe data te gee. Verder het dit ook die kwessies van organisasie politiek breedvoerig aangespreek. / Thesis (PhD)--University of Pretoria, 2014. / gm2014 / Psychology / Unrestricted

Afrikaans text / Die doel van hierdie studie is om die rol van die maatskaplike werk professie in die hantering van slagoffers van xenofobie te verken en te beskryf, ten einde aanbevelings te maak aan maatskaplike werkers. Die deelnemers was praktiserende maatskaplike werkers in die Kaapse Wynland Overberg Distrik wat gesinsorgdienste lewer. Die kwalitatiewe navorsingsbenadering, tesame met die fenomenologiese, kontekstuele, verkennende en beskrywende navorsingsontwerpe was benut. Data is binne die raamwerk van Tesch se stappe vir kwalitatiewe data-analise geanaliseer. Guba se model vir data verifikasie is benut om die geldigheid van die studie te verseker. Die navorsingsbevindinge het die navorser in staat gestel om aanbevelings aan maatskaplike werkers te maak in terme van die oorsake van xenofobie, die rol van die maatskaplike werk professie rakende dienste aan slagoffers van xenofobie, tipe maatskaplike dienste wat aan slagoffers van xenofobie gelewer moet word en hulpbronne wat benodig word vir effektiewe dienslewering. / The goal of this study is to explore and describe the role of the social work profession regarding interventions aimed at victims of xenophobia in order to make recommendations to social workers. Participants were practicing social workers in the Cape Wineland Overberg District who provided family services. The qualitative research approach, together with the phenomenological, contextual, explorative and descriptive research designs, was implemented. Data was analysed within the framework of Tesch’s steps for qualitative data analysis. Guba’s model for data verification was used to ensure the validity of the data. The research findings assisted the researcher to make recommendations to social workers in terms of the causes of xenophobia, the role of the social work profession regarding services to victims of xenophobia, the type of services that should be rendered to these victims and resources needed for effective service delivery. / Social Work / M.A. (SW)