AFRIKAANS : In hierdie studie is daar enersyds bepaal of daar spesifieke stressore aanwesig is wat tot werknemers van die betrokke tersiêre opleidingsinstelling se verhoogde stresvlakke en gepaardgaande siening van ‘n negatiewe gehalte van werklewe (GWL) bydra. Andersyds was die fokus op die effektiwiteit van die huidige Stresbeheerprogram (SBP), waar vasgestel is of deelname aan die spesifieke program tot 'n beter en meer positiewe ervaring in die werknemer se GWL bydra. Die studie het uitgebreide teoretiese perspektiewe op die gehalte van werk, stres, welstand en intervensies in die werkplek voorsien. Vanuit die literstuurstudie in gemelde hoofstukke 2, 3, 4 en 5 blyk dit duidelik dat verandering in die werksomgewing en die gevolglike stres wat dit meebring op die werknemer se belewenis van welstand en gehalte van werklewe impakteer, en dat die werknemer se reaksie op beide voorafgaande die deurslaggewende faktor in die bereiking van gesondheid en welstand is. Werkgewers het die verantwoordelikheid om ‘n gelukkige werkplek te vestig deur die benutting van intervensieprogramme ten einde werknemers in staat te stel om eienaarskap van hul lewens te aanvaar in die bereiking van optimale gesondheid en welstand. Die literatuurstudie is opgevolg deur ‘n empiriese ondersoek waartydens evaluatiewe navorsing benut is. Die kwantitatief-kwalitatiewe navorsingsbenaderings met fokus op Creswell se ‘dominant- less-dominant’ model is gebruik, waar die kwantitatiewe fases as oorheersende paradigma gebruik is. Die kwantitatiewe beskrywende opname-ontwerp se ewekansige kruisseksie-opname is benut om ondersoek in te stel na die aard, omvang en impak van stres op die GWL van werknemers aan die betrokke tersiêre opleidingsinstelling. Die aangepaste ‘ASSET’-posvraelys is aan respondente van die twee gekose fakulteite en respondente van die SBP voorsien. Die kwasieksperimentele navorsingsontwerp se een-groep voortoets-na-toets ontwerp en handafgelewerde vraelyste het gedien as tweede kwantitatiewe fase van die studie. Tydens fase drie, die kwalitatiewe fase, is die gevallestudie met fokus op kollektiewe gevallestudie as navorsingstrategie gevolg waartydens semi-gestruktureerde onderhoude met ‘n onderhoudskedule gebruik is om addisionele inligting te bekom. Die belewenisse en behoeftes van die respondente, wat die SBP opleiding voltooi het, is bepaal ten einde sodanige belewenisse en behoeftes tydens die aanpassings van die SBP in ag te neem. Die gestruktureerde vraelyste, sowel as die semigestruktureerde onderhoude is as voor- en na-toets gebruik om die effektiwiteit en die benuttingswaarde van die huidige SBP te bepaal. Die keuse van die onderskeie benaderings, strategie en ontwerpe, wat tydens die navorsingsproses gevolg is, was relevant en suksesvol ten einde die geformuleerde probleem aan te spreek, die navorsingsvrae sinvol te beantwoord, en die hipotese te bevestig. Die navorser kon dus daarin slaag om, deur gebruikmaking van metodologiese triangulasie, die kwantitatiefkwalitatiewe benaderings te kombineer waartydens meervoudige metodes aangewend is om alle moontlike aspekte van dieselfde fenomeen te beskou en te vergelyk, en sodoende die geldigheid daarvan te verifieer. Gebaseer op bevindinge, kan die gevolgtrekking gemaak word dat stressore wel by werknemers van die betrokke tersiêre opleidingsinstelling aanwesig is, dat stres ‘n wesenlike impak op die GWL van werknemers het, en dat die huidige Stresbeheerprogram wel ‘n verbetering in die GWL van werknemers teweeggebring het. ENGLISH : On the one hand this study determines whether there are specific stressors present, which lead to higher stress levels and contribute to the accompanying negative quality of worklife perspective of employees at the relevant tertiary institution (QWL). On the other hand the focus is on the effectiveness of the current Stress Management Programme (SMP), in order to determine whether participation in this specific programme contributes to a better and more positive experience of the employee's QWL. This study provides extensive theoretic perspectives on the quality of work, stress, wellbeing and interventions in the workplace. From the literature review in Chapters 2, 3, 4 and 5, it is clear that change in the work environment, and the subsequent stress it imposes, impacts on the employee's experience of quality of worklife and wellbeing and the employee's reaction to both these is the decisive factor in reaching health and wellbeing in the workplace. Employers have the responsibility to establish a healthy workplace by utilising intervention programmes in order to enable employees to accept ownership of their lives in reaching optimum health and wellbeing. The literature review is followed by an empirical investigation during which evaluative research was utilised. The quantitative-qualitative research approaches, with focus on Creswell's ‘dominant-less-dominant’ model was used where the quantitative phases were used as the dominant paradigm. The quantitative descriptive design's random cross section is utilized to investigate the nature, extent and impact of stress on the QWL of employees at the relevant tertiary education institution. The adapted ‘ASSET’ mailed questionnaire was provided to respondents from two chosen faculties and respondents who participated in the SMP. The quasiexperimental research design's one-group pre-test / post-test design and hand-delivered questionnaires served as the second quantitative phase of this study. During the qualitative third phase, the case study, with focus on a collective case study as research strategy, was followed during which semi-structured interviews with an interview schedule were used to obtain additional information. The experiences and needs of respondents, who completed the SMP training, were determined in order to take into account these experiences and needs when the SMP is adapted. The structured questionnaires, as well as the semi-structured interviews were used as pre-test and post-test to determine the effectiveness and the utilization value of the current SMP. The choice of the different approaches, strategy and design which were followed during the research process, were relevant and successful in order to address the formulated problem, to provide a sensible answer to the research question, and to confirm the hypothesis. The researcher could therefore succeed to, by using methodological triangulation, combine the quantitative-qualitative approaches, during which multiple methods were applied to explore and compare all possible aspects of the same phenomenon and to subsequently verify the validity thereof. Based on findings, the following conclusion can be made: firstly, there are stressors present at the relevant tertiary education institution; secondly, stress has a substantial impact on the QWL of employees; and the current Stress Management Programme contributes to an improved QWL of employees. / Thesis (DPhil)--University of Pretoria, 2009. / Social Work and Criminology / unrestricted

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Current policy to extend early childhood education by placing grade R in public primary schools is politically, economically and educationally motivated. Quality education in grade R has definite long term economic advantages and could ensure equal educational opportunities. The educator is a key factor in this issue and her perception of her work life determines to a large extent the success of the initiative. The work fulfilment of the grade R educator is approached in this research from a labour law perspective and was conducted in the field of Education Law. The philosophic base of Education Law is found in the German educational term geborgenheit, which refers to the safety and security of all role players in education. The experience of security is regarded as a prerequisite for work fulfilment. The Constitution, education legislation, labour law, relevant case law and the common law were studied as legal determinants for work fulfilment. A qualitative enquiry into educators’ perceptions of their work life was conducted amongst participants in a specific area, which included schools from different socio–economic and cultural backgrounds. The essence of the findings is that, in spite of the existence of legislation which in principle should provide for physical and psychological security, educators still experience insecurity and therefore a lack of work fulfilment because of the ineffective implementation of law and policy. Widespread ignorance regarding the nature of quality education in grade R exists and the insistence on educator centralised teaching limits the work fulfilment of especially well–trained educators. Awareness of the advantages of a play based, whole–child approach has to be developed. This approach, as well as knowledge of legal determinants, promote work fulfilment, since both serve the best interests of the child as well as the educator. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2011.

Current policy to extend early childhood education by placing grade R in public primary schools is politically, economically and educationally motivated. Quality education in grade R has definite long term economic advantages and could ensure equal educational opportunities. The educator is a key factor in this issue and her perception of her work life determines to a large extent the success of the initiative. The work fulfilment of the grade R educator is approached in this research from a labour law perspective and was conducted in the field of Education Law. The philosophic base of Education Law is found in the German educational term geborgenheit, which refers to the safety and security of all role players in education. The experience of security is regarded as a prerequisite for work fulfilment. The Constitution, education legislation, labour law, relevant case law and the common law were studied as legal determinants for work fulfilment. A qualitative enquiry into educators’ perceptions of their work life was conducted amongst participants in a specific area, which included schools from different socio–economic and cultural backgrounds. The essence of the findings is that, in spite of the existence of legislation which in principle should provide for physical and psychological security, educators still experience insecurity and therefore a lack of work fulfilment because of the ineffective implementation of law and policy. Widespread ignorance regarding the nature of quality education in grade R exists and the insistence on educator centralised teaching limits the work fulfilment of especially well–trained educators. Awareness of the advantages of a play based, whole–child approach has to be developed. This approach, as well as knowledge of legal determinants, promote work fulfilment, since both serve the best interests of the child as well as the educator. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2011.

Abstracts in English and Afrikaans / There is a growing recognition of the role internal communications play in the overall functioning of an organisation. Scholars link effective internal communications with business performance and in the context of a government institution it means that in order to improve service delivery they must pay attention to the effectiveness of their communication practices. To execute its mandate effectively the Government Communications and Information systems (GCIS) as an entity responsible for managing communications on behalf of government has to ensure that it leads by example in this regard. The purpose of this study is to explore and describe communication experiences of GCIS employees. To answer the research question a cross-sectional survey of n=40 randomly selected employees was conducted at the GCIS head office. The survey resulted in initial findings which were further explored by interviewing nine (n=9) purposefully selected individuals. Results indicate that employees are satisfied with communications in general. Evidence suggests that not all communication channels are considered reliable however, perceptions of trust or reliability regarding channels is influenced by an inherent culture at the GCIS that equates authority and rank with trust. Concerns were raised with official channels in particular which are perceived as slow, outdated and irrelevant, blamed in part on bureaucratic processes. Findings show that there is a strong positive relationship between communication satisfaction and job satisfaction in line with findings from other studies. This underscores the importance of effective internal communication practices in state institutions. If communication is effective, evidence suggests that it will lead to employee job satisfaction. It is therefore recommended that the GCIS conducts a strategic review of its internal communication systems and practises in order to evaluate their effectiveness in helping to achieve communication goals of the organisation. A follow up study be conducted at the GCIS to measure the implementation of recommendations made in this study. Furthermore, research is recommended within the government sector as this will provide a holistic view of communication experiences within state institutions in South Africa, in particular the influence of bureaucratic systems. / Daar word toenemend erkenning gegee aan die rol wat interne kommunikasie speel in die algemene funksionering van 'n organisasie. Geleerdes koppel effektiewe interne kommunikasie met ondernemingsprestasie, en in die konteks van 'n regeringsinstelling beteken dit dat hulle, ten einde dienslewering te verbeter, moet let op die effektiwiteit van hul kommunikasiepraktyke. Om sy mandaat effektief uit te voer, moet die Regeringskommunikasie- en Inligtingstelsels (GCIS) as 'n entiteit wat namens die regering verantwoordelik is vir die bestuur van kommunikasie verseker dat dit 'n voorbeeld hiervan is. Die doel van hierdie studie is om kommunikasieervarings van werknemers van GCIS te verken en te beskryf. Om die navorsingsvraag te beantwoord, is 'n deursnee-opname van (n=40) lukraak geselekteerde werknemers by die GCIS-hoofkantoor gedoen. Die opname het gelei tot aanvanklike bevindings wat verder ondersoek is deur nege (n =9) onderhoude met doelgerigte geselekteerde onderhoude. Die resultate dui daarop dat werknemers oor die algemeen tevrede is met kommunikasie. Bewyse dui daarop dat nie alle metodes as betroubaar beskou word nie, maar dat persepsies van vertroue of betroubaarheid ten opsigte van kanale beïnvloed word deur 'n inherente kultuur by die GCIS wat gesag en rang met vertroue vergelyk. Daar is ook kommer uitgespreek met amptelike kommunikasiekanale wat gesien word as stadig, verouderd en irrelevant, en deels die skuld op burokratiese prosesse. Bevindinge toon dat daar 'n sterk positiewe verwantskap bestaan tussen kommunikasiebevrediging en werkstevredenheid, in ooreenstemming met bevindings van ander navorsers. Dit onderstreep die belangrikheid van effektiewe interne kommunikasiepraktyke by staatsinstellings. As kommunikasie effektief is, dui die getuienis daarop dat dit tot werkstevredenheid van die werknemers sal lei. Daarom word aanbeveel dat die GCIS 'n strategiese oorsig van sy interne kommunikasiestelsels en -praktyke uitvoer om die doeltreffendheid daarvan te evalueer om die organisasie se kommunikasiedoelwitte te bereik. n Opvolgstudie word by die GCIS uitgevoer om die implementering van die aanbevelings wat in die studie gemaak is, te meet. Verder word navorsing binne die owerheidsektor aanbeveel, aangesien dit 'n holistiese siening bied van kommunikasie-ervarings binne staatsinstellings in Suid-Afrika, veral die invloed van burokratiese prosesse. / Communication Science / M.A. (Communications)

Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident. The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health. To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender. The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance. To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found. Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident. The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health. To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender. The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance. To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found. Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.